组织结构扁平化导致职涯高原员工逐渐增多，给个体和组织造成了消极影响。本研究通过对338名企业员工的问卷调查探讨自我职涯管理与职涯高原的关系。结果显示：自我职涯管理中的职业探索与层级高原、内容高原及中心化高原正相关；目标确定与层级高原、关注学习与内容高原、注重关系与中心化高原及内容高原负相关；自我展示虽在简单相关分析中与内容高原及中心化高原负相关，但在回归分析中则相关不显著。

With the flatting development of the organization structure and gradually reduced management levels, promotion becomes more difficult than ever. More and more employees, especially management personnel, are getting into trouble with stagnation of career development. Then, career plateau phenomenon appears. According to the idea of Zeng Chuikai, career plateau is such a phenomena that in a certain phase of individual’s career development, the long stay in a position make the career flow (including vertical flow, horizontal flow, and central flow) difficult to realize and cause his or her career development stagnation. Career plateau includes three aspects, hierarchal plateau (few possibility to promote in present organization), content plateau (few opportunity to learn new skills) and inclusive plateau (few possibility towards responsibility center). Since career plateau brings lots of adverse influence to both individuals and organization, its relationship with individual career management now gets more and more attention in the world. To explore the relationship of individual career management and career plateau, in this research we made a questionnaire survey on employees of firms in the mainland China. Among the samples of 396 employees, 338 questionnaires were proved valid. The questionnaires comprised three parts. Part one included items about the demographic characteristics of the subjects. Part two adopted the Individual Career Management Scales developed by Long Lirong, Fang Liluo, and Ling Wenquan, including 18 items and 5 dimensions, which are career exploration, career goal setting and strategy identification, continuous learning, self-nomination, and interpersonal relationship orientation. Part three applied the Career Platesu Scales developed by Xie Baoguo and Long Lirong and revised by Zeng Chuikai, which included 15 items and 3 dimensions, that is, hierarchal plateau, content plateau and inclusive plateau. The bivariate correlation analysis results showed that: Firstly, career exploration had remarkably positive relation with hierarchal plateau, content plateau and inclusive plateau; Secondly, career goal setting and strategy identification were negatively related to hierarchal plateau, content plateau and inclusive plateau significantly; Thirdly, all of the continuous learning, self-nomination, and interpersonal relationship orientation were negatively related to content plateau and inclusive plateau significantly. The multiple levels regression analysis results showed that: Firstly, career exploration has significant positive effect on hierarchal plateau, content plateau and inclusive plateau; Secondly, career goal setting and strategy identification has conspicuous negative effect on hierarchal plateau, and continuous learning has negative effect on content plateau, and interpersonal relationship orientation has negative significant effect on both inclusive plateau and content plateau; Thirdly, though self-nomination were negatively related to content plateau and inclusive plateau significantly in bivariate crelations analysis, it had no obvious effect on content plateau and inclusive plateau in multiple levels regression analysis. In conclusion, individual career management has significant effect on career plateau. Among the dimensions of the individual career management, career exploration had a positive effect on hierarchal plateau, content plateau and inclusive plateau, but other dimensions showed a negative effect in this research. Does career plateau have a reversed relationship with individual career management? It could not be answered in this research due to the limitation of cross-sectional research. So we suggested investigating their relationships through the longitudinal follow-up research in future.