We reviewed and synthesized the existing empirical research on correlates of two types of subjective career plateau (SCP): (1) hierarchical plateau (HP) and (2) job content plateau (JCP). Based on 126 independent samples, we found positive relationships between potential antecedents (career adaptability, person-environment fit, psychological capital, and workplace support) and SCPs, as well as relationships between SCPs and a variety of work outcomes. Specifically, SCPs were positively associated with counterproductive work behavior, job insecurity, psychological distress and turnover intentions but negatively associated with career satisfaction, extra-role performance, in-role performance, job involvement, job satisfaction, mentoring support of one's protégés, organizational commitment, and work engagement. SCPs were also related to other covariates, including age, gender, job tenure, race, and role ambiguity. Effect sizes were generally smaller for HP than for JCP, except for job insecurity and psychological distress. Finally, the scale used to measure SCP moderated some of these relationships. We discuss the theoretical and practical implications of these findings.

我们回顾并综合了现有的关于两种主观职业高原 (SCP) 相关性的实证研究：(1) 等级高原 (HP) 和 (2) 工作内容高原 (JCP)。基于 126 个独立样本，我们发现潜在前因（职业适应性、人与环境匹配、心理资本和工作场所支持）与 SCP 之间的正相关关系，以及 SCP 与各种工作成果之间的关系。具体而言，SCP 与适得其反的工作行为、工作不安全感、心理困扰和离职倾向呈正相关，但与职业满意度、角色外绩效、角色内绩效、工作投入、工作满意度、对门徒的指导支持、组织承诺呈负相关，和工作投入。SCP 还与其他协变量有关，包括年龄、性别、工作期限、种族和角色模糊。除了工作不安全感和心理困扰外，HP 的效应量通常小于 JCP。最后，用于测量 SCP 的量表调节了其中一些关系。我们讨论了这些发现的理论和实践意义。