Purpose

Career plateau and employee silence are negative employee management phenomena that should be overcome but are challenging. However, relatively speaking, when employees reach a particular career stage, it is inevitable that the hierarchical plateau in the career plateau will occur, while the phenomena of employee silence have the chance to improve. This paper aims to study the influence mechanism of the career plateau on employee silence in an uncertain environment and then provides theoretical support for enhancing the organizational phenomenon of employee silence.

Design/methodology/approach

After considering the effects of career plateau and social desirability of employee silence, this paper obtained 313 samples based on the pilot survey, which were collected anonymously online and offline. Based on passing the data quality test, this experiment uses hierarchical regression, Bootstrap method, interaction graph and slope test to test the mediating variable

Findings

The results show a significant positive correlation between career plateau and employees' silent behavior. Affective commitment plays a partial mediating role between career plateau and employees' silent behavior. Organizational justice not only negatively moderated the relationship between career plateau and affective commitment but also negatively moderated the indirect effect of career plateau on silent behavior through affective commitment.

Originality/value

First, based on the theory of uncertainty management and social exchange theory, this paper develops a behavioral response to the organizational environment based on the principle of fair exchange when employees perceive an uncertain environment. This study innovatively applied the two theories together in one study, establishing a link between the two theories. Second, this study explores the influence of career plateau on employee silence and empirically tests the silent behavior based on the previous division of three dimensions of career plateau. The third study explores affective commitment, the black box of the relationship between career plateau and employee silence. This research also enriches the related research on affective commitment.

中文翻译：

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职业生涯停滞期会导致员工沉默吗？有调节的中介模型

目的

职业生涯停滞期和员工沉默是消极的员工管理现象，应该克服，但具有挑战性。但相对而言，当员工到达特定的职业阶段时，不可避免地会出现职业高原中的层级高原，而员工沉默的现象则有机会得到改善。本文旨在研究不确定环境下职业高原对员工沉默的影响机制，为强化员工沉默的组织现象提供理论支持。

设计/方法论/途径

在考虑职业高原效应和员工沉默的社会期望的影响后，本文基于试点调查获得了313个样本，这些样本是通过线上和线下匿名收集的。在通过数据质量检验的基础上，本实验采用层次回归、Bootstrap方法、交互图和斜率检验对中介变量进行检验

发现

结果显示，职业生涯停滞期与员工的沉默行为之间存在显着的正相关关系。情感承诺在职业高原与员工沉默行为之间起部分中介作用。组织正义不仅负向调节职业高原与情感承诺之间的关系，而且还负向调节职业高原通过情感承诺对沉默行为的间接影响。

原创性/价值

首先，本文以不确定性管理理论和社会交换理论为基础，提出了当员工感知到不确定环境时，基于公平交换原则对组织环境的行为反应。本研究创新地将这两种理论结合在一项研究中，建立了两种理论之间的联系。其次，本研究在前面对职业高原三个维度划分的基础上，探讨了职业高原对员工沉默的影响，并对沉默行为进行了实证检验。第三项研究探讨了情感承诺，即职业高原与员工沉默之间关系的黑匣子。本研究也丰富了情感承诺的相关研究。