The present study aimed to examine the relationship between work-family conflict, job burnout and plateauing of official employees of Iran Oil Pipeline and Telecommunication Company (Centre of South East Regional) in summer of 2015.the method of study was descriptive- correlational. The population includes 120 official employees of Iran oil pipeline and Communication Company. The sample equals to 92 employees which have been selected randomly. To collect data, work- family conflict questionnaire with validity of 0/88 , reliability of 0/93, plateauing questionnaire with validity of 0/89 , reliability of 0/85, and also, burnout questionnaire with validity of 0/82 , reliability of 0/85 were used. The data analysis has been done by SPSS20. In addition, descriptive and inferential statistics of Pearson and Spearman correlation coefficient have been used. The results showed that there is a relation between work-family conflict and job burnout and plateauing of official employees of Iran Oil Pipeline and Telecommunication Company. There is, also, a relation between plateauing and job burnout of the employees.
In today’s world, capability, economic strength and prosperity of any country depends on the optimal use of facilities and human resources of the country. In this regard, the more capable, more motivated and healthier the human resources employed in different sectors are, the higher the progress of the country in various fields of economic and social success would be. Undoubtedly, achieving these great goals requires a long-term and strategic approach to protection and improvement of human resources in each organization. An important and influential principle to preserve and improve human resources in each organization is management and control of mental pressures as well as prevention of plateauing and job burnout in workplace. (Saeedi, 2011:87).
Plateauing is a trap on the path of organizations’ staffs. Staffs experience plateauing phenomenon during their life time. Most of people will be skilled in a job after three years, therefore, their jobs will be causal and steady and there is not to be learnt. In this condition, the person feels helpless and sees his job less valuable and more undesirable than before. He may experience job burnout. In job burnout, the person might make some attitudes and behaviors that are not efficient anymore, his physical and mental health will be insecure, as well. On the other hand, work and family are two fundamental systems in each person’s life. Each of them form a unique aspect of human behavior and each person must make a balance between whatever each of these two aspects of life wish for. Work- family conflict happens when demands of one of these two domains (for example family) is incompatible so this conflict can effect on wok quality. The results of the present study show that there is a significant relation between work and family conflict and job plateauing and burnout of staffs. Theses finding are consistent with the finding of Karatep (2011) that showed work- family and family- work conflicts have destructive effects of Hotel staffs; with Aycon study (2008) that showed high workload and disordered work schedule are predictive factors of work- family and family- work conflicts and they also have relation with low satisfaction of life and work which is because of lack of time and high workload; with the findings of ManzariTavakoli (2007) that showed there is a positive relation between role traits and plateauing, there is a positive relation between ambiguity and load of role with plateauing, there is not any relation between inconsistency and low load of role with burnout of staffs; and with the results of Kimiai’ study( 1999) that showed there is a weak relation between excessive depletion and personal performance. In addition, there is not any relation between personal performance and burnout. According to findings of this study and similar studies, it can be mentioned that whenever people are not able to do both family and work duties and responsibilities and their family task are in conflict with their work tasks or vice versa, so that they feel pressure and problems in their family and job duties and cannot handle both very well, they will experience conflict between family- work roles. They reach to plateauing in their job development. Therefore, decision makers of organization may evaluate that they can contribute to the organization as much as they are expected, or they cannot manage greater responsibilities. People with high enthusiasm and high motivation for their job, are the first victims of exhaustion in very special situation. They are hurt especially when the organization ignores or restricts their innovation and just thinks about its own benefits. In this condition, the person probably involves him with the job more than normal. The most probable effects are a state of fatigue, frustration and helplessness caused by requirements out-of-tolerance of individual. The person reduces his motivation and enthusiasm intently like a person who is destroying. Finally, he wastes the results of work. At this stage, the person feels frightened to go to work gradually. He might spend a long time on work but he is less successful to complete the task and might show mental and physical inabilities. Plateauing is one the issues involving many experts especially official organizations. People who have high expectations but gradually conclude that their needs and motivations are not considered in their organizations; they make no progress in their jobs; they are not consulted with; their works are tiring and have no future, will experience plateauing.
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