• Journal of Technology Innovation
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• v.22 no.1
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• pp.23-58
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• 2014

This study investigates the effects of product strategies and CEO characteristics on the growth of venture firms. These factors are related with strategic behaviors and managerial capabilities of small and dynamic firms. According to empirical results of FGLS regression with the data of the Korean venture firms, both product strategies and CEO characteristics have significant effects on firm growth and additionally explanatory powers. In general, the growth rates of venture firms tend to increase with the level of product's diversity and marketing-enhancing strategy, but decrease with the degree of product's innovation-enhancing strategy. The growth rates are higher when CEO is non-founder and has sufficient experience related to current business, and CEO's career development is focused on general management area. The effects of product strategies and CEO characteristics are moderated by the firm-internal factor such as organizational growth stage. The positive effects of some product strategies (e.g. marketing-enhancing strategy) and CEO characteristics(e.g. career focused on general management) become stronger for firms operating in the stage of start-up or initial growth, while their effects become negative or insignificant for firms operating in the mature or declining stage in which the negative effect of innovation-enhancing strategy does not exist.

• The Journal of the Korea Contents Association
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• v.17 no.5
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• pp.658-676
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• 2017

The purpose of this study is to suggest importance of emotional intelligence by studying effects between emotional intelligence and job crafting; the research was conducted among employees working for organizations. Especially this empirical study proves mediating effect of self-efficacy, and moderating effect of career growth opportunities in relationship between emotional intelligence and job crafting. The survey was conducted for employees; 341 answers were used from total population and were analyzed by SPSS 24.0 and AMOS 24.0 statistics package. The study concludes that emotional intelligence has positive influence (+) on job crafting of employee. Positive influence was found in the relationship between emotional intelligence and self-efficacy, and job crafting as well. The study also proves mediating effect of self-efficacy. Moreover it is likely that career growth opportunities have moderating effect in the relationship between self-efficacy and job crafting. The study implies that improving emotional intelligence is important to change attitude/behavior of employees on job. The study also implies that corporations need to provide career growth opportunities, to develop various programs, and to create friendly working environment.

• 한국사회정책
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• v.24 no.1
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• pp.33-66
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• 2017

Based on the premise that the systematic career process of workers in the general labor market was one of core elements of successful achievements and their establishment both at the individual and organizational level, this study set out to conduct empirical analysis of factors influencing the subjective career success of disabled workers in competitive employment at the multi-dimensional levels of individuals and organizations(corporations) and thus provide practical implications for the career management directionality of their successful vocational life with data based on practical and statistical accuracy. For those purposes, the investigator administered a structured questionnaire to 126 disabled workers at 48 companies in Seoul, Gyeonggi, Chungcheong, and Gangwon and collected data about the individual and organizational characteristics. Then the influential factors were analyzed with the multilevel analysis technique by taking into consideration the organizational effects. The analysis results show that organizational characteristics explained 32.1% of total variance of subjective career success, which confirms practical implications for the importance of organizational variables and the legitimacy of applying the multilevel model. The significant influential factors include the degree of disability, desire for growth, self-initiating career attitude and value-oriented career attitude at the individual level and the provision of disability-related convenience, career support, personnel support, and interpersonal support at the organizational level. The latter turned out to have significant moderating effects on the influences of subjective career success on the characteristic variables at the individual level. Those findings call for plans to increase subjective career success through the activation of individual factors based on organizational effects. The study thus proposed and discussed integrated individual-corporate practice strategies including setting up a convenience support system by reflecting the disability characteristics, applying a worker support program, establishing a frontier career development support system, and providing assistance for a human network.

• The Journal of Korean Institute of Communications and Information Sciences
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• v.31 no.3B
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• pp.239-253
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• 2006

For guaranteeing the international competitive power of SW industry that is the core industry for the future, the training of SW technical manpower as an architect is needed. They must confront the change of worldwide technology and also lead the design and analysis of SW industry for the future. However, SW technical manpower based on regular career tends to change his employment as a general manager in current status. For solve this situation and reconsider the quality level of SW technical manpower, we need to propose the systematic and effective growth direction for them. Therefore, we propose the systematic and effective growth direction for domestic SW technical manpower and a plan to be realized by suggesting the carrier path of high level SW analysis/design manpower in this paper.

• Information Systems Review
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• v.4 no.2
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• pp.343-360
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• 2002

Ideal project manager is a critical factor for successful IS development. The purpose of this paper is to investigate the knowledge and skills requirement of IS project managers and to suggest ideas of a career path development for powerful IS project managers. From a previous research work, this paper was conducted to classify 6 domains-strategic management, business function, innovation, general management, personnel management, and technical expert- as knowledge and skills of IS project managers, and to generate IS project manager's career path which is developed through engineer, analyst and designer, planner, and project leader. The results provide a good framework to train and develop knowledge and skills of IS project mangers.

• 대한공업교육학회지
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• v.33 no.2
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• pp.44-71
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• 2008

This paper was intended to investigate employment conditions and career planning of ex-participants of the customized training program(CTP) in Technical High Schools for the specific Small and Medium Business through questionnaires. Results of the research were: 1. The average ex-participant of CTP was employed in small size company with 50 employees, earned 1~1.2 Million Won monthly, worked about 50 hours per week. 2. They were earnestly considering and worried about their career. They had their career goals : Engineer in production and manufacturing, CEO of a company, Design engineer. 3. They were not able to invest enough time and energy in developing their capabilities and skills. 4. There were feelings of respondents, which the main barriers of their career achievement were : (1) their deficiency of personal competencies and endurance. (2) not time enough to learn (3) the fallacy of organizational support and atmosphere.

• Culinary science and hospitality research
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• v.19 no.3
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• pp.291-304
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• 2013

This study analyzed the effects of Employee Value Proposition (EVP) and the impotance of a job rotation system on the subjective career success. The total 379 samples were surveyed from employees engaging in domestic hotel enterprises located in Seoul using convenient sampling method. The result of this research is as followings. First, EVP has total 5 factors('career development,' 'affiliation,' 'work environment,' 'work content' and 'pay & reward') and job rotation has total 3 factors('individual capacity improvement,' 'procedural justice,' and 'career development'). Second, the results of hypotheses test using a series of multiple regression analysis indicate that EVP factors including 'career development,' 'affiliation,' 'work environment,' and 'work content' influence subjective career success. However, EVP factor of 'pay & reward' does not influence subjective career success. Similarly, EVP factors excluding 'pay & reward' affect a job rotation system. Lastly, a job rotation system positively affects subjective career success. Based on the analysis results, we could draw the importance of the non-financial reward instead of financial reward in the perception of employees' subjective career success. As a research implication, the importance of the creative organization culture was suggested in the conclusion section.

• 건강소식
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• v.38 no.7
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• pp.16-17
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• 2014

아역 배우들의 딜레마는 친근하지만, 그만큼 소비도 크다는 점이다. 그런 의미에서 아역 배우가 성인 배우로 우뚝 서기란 쉬운 일이 아니다. 그들의 성장기는 모든 사람에게 원치 않게 공개되고, 그만큼 평범함과는 거리가 먼 성장통을 겪을 수 있기 때문이다. 그런 아역 배우들이 본받아야 할 좋은 예가 있다. 연기 생활 25년 차, 중견 배우 못지않은 경력을 지닌 여배우 김민정이다.

• Proceedings of the Korean Society of Developmental Biology Conference
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• 2003.10a
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• pp.138-138
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• 2003

근래, 혈청배지로 생산한 체외배양 수정란은 이식후, 낮은 수태율, 과체중의 산자 생산, 높은 유산율과 사망율 등 문제가 지적되고 있다. 그러나 무혈청 배지로 생산한 체외배양 수정란은 이러한 현상을 개선할 수 있다는 보고가 있어, 본 연구는 세포성장인자가 첨가된 완전 무혈청 배양액에서 생산된 수정란으로 2001년5월 부터 2002년 12월까지의 신선란 및 동결란으로 이식한 결과이다. 이식은 신선란 및 동결란에서 A급 수정란은 1개, B급 수정란은 2개를 장착 하여, 이식을 하였다. 이식사술은 인공수정경력이 10년, 이식경력 5년 이상의 수정사 5명이 이식한 결과로 신선란과 동결란의 수태율을 확인하였다. 신선란의 이식에서는 387두중 148(38.2%)두가 임신이 확인되었고, 동결란의 이식에서도 758두 중 265(34.9%)두가 임신이 확인되어, 신선란과 동결란과의 유의적 차이는 없었다. 위의 결과에서 무혈청배지에서 발생된 신선란 및 동결란의 이식결과 유의적 차이는 없었으나, 동결수정란의 내동성이 탁월한 것이 증명되었으므로, 앞으로 체외수정란의 대량생산으로 수정란이식의 상업화가 가능할 것으로 사료된다.

• Journal of the Korean Society for Aviation and Aeronautics
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• v.6 no.1
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• pp.31-50
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• 1998

한국의 항공산업은 짧은 역사에도 불구하고 괄목할 만한 성장을 이루었으나, 그 규모에 비해 행해진 사회과학적 연구는 부족한 실정이다. 본 연구는 한국 군 출신 조종사들이 민간 항공조종사로 전환시 그 적응을 돕기 위한 교육 프로그램에 있어서 주요 고려사항들에 중점을 두었다. 이러한 고려사항들을 찾아내고 선별하는 것을 돕기 위하여 국내 두 항공사의 현역 조종사들 중 군 경력자들을 대상으로 설문을 실시하였으며 그 설문 결과를 SPSS에 의해 분석을 하였다. 분석 결과 국내 항공사의 전환 교육 프로그램이 군 출신 조종사들이 민간 항공 조종사로 적응하는데 필요한 임무의 차이점이나 CRM, 영어 교육 및 기술적 환경변화 등을 효과적으로 준비시키는데 적절치 못한 것으로 나타났다. 이는 군 경력 조종사들의 민간 항공 전환시 그 적응을 돕기 위한 개별적인 교육 프로그램이 필요함을 예시해 주고 있다.