• The Journal of the Korea Contents Association
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• v.19 no.8
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• pp.453-464
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• 2019

This study was to draw some managerial implications by examining the role of content career plateau, an individual's perception that one's own career is stagnated, in the relationship between the members' perception on HR practices and organizational commitment/turnover intention. The result showed that the perception on education/training practices has positive influence on organizational commitment, and a negative effect on turnover intention and career plateau. However, the perception on evaluation/compensation was shown to have no direct impact either on organizational commitment or on turnover intention. In addition, career plateau served as a partial mediator only between the perception on education/training practices and the attitudinal variables. Based on the results, some managerial/practical implications and suggestions for future research on career plateau are discussed.

• Journal of Practical Engineering Education
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• v.15 no.3
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• pp.649-662
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• 2023

This study aimed to confirm the conditional effect of goal difficulty on the relationship between self-efficacy, career identity, and career commitment of workers in domestic companies. A survey targeting 500 employees of domestic companies was conducted to measure self-efficacy, career identity, career commitment, and goal difficulty. Data were analyzed using MPlus and SPSS PROCESS Macro. The results are as follows. First, self-efficacy was found to have a significant positive effect on career identity and career commitment. Additionally, career identity was found to have a significantly positive effect on career commitment. Second, the mediating effect of career identity on the relationship between self-efficacy and career commitment was significant and moderated by the level of goal difficulty. Based on the above research results, the academic and practical implications are presented.

• Journal of the Korea Convergence Society
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• v.10 no.8
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• pp.255-264
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• 2019

This study focuses on the recent turnover of film crews in Korean film industry. Determinants that could have a significant impact on the turnover of film crews are identified through empirical research, in order to seek measures to prevent the loss of experienced film crews. In order for respondents to verify research questions regarding turnover of the film crews, ordered logistic and marginal effects analysis using SPSS and STATA are conducted with the data obtained by surveying 402 film crews in various areas. Data analysis revealed that the variables that have a significant effect on the turnover of film crews are artists' identity, job rank, career barrier and job satisfaction. The characteristics of risk groups with high turnover can be concluded that they are low in job rank and have many career problems, poor job satisfaction and strong identity as a labourer rather than artist's identity. Based on the main findings, practical implications are discussed.

• Journal of Technology Innovation
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• v.19 no.2
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• pp.1-23
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• 2011

In general, if employees recognize that their career are tied up, their overall level of job commitment and job satisfaction are decreased which eventually negatively affect individual performance. Especially, career development in the high specialized job like R&D task is more important than other jobs. While the previous studies showed interest in the negative consequences of career plateau, this study aimed at finding out the antecedents of career plateau. By diving the antecedents of career plateau into organizational level and individual one, we conducted direct effect and interaction effect of antecedents variables on career plateau. The empirical results using employees belonging to government funded R&D institute showed that career development practice and work experience in other institutes have negatively related to career plateau, while age has positively related to career plateau. In addition, the interaction effect between career development practice and work experience in other institute was also significant.

• Journal of Practical Engineering Education
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• v.15 no.2
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• pp.285-297
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• 2023

This study was conducted to explore the career competencies among the middle-aged employment vulnerable groups and to provide the basis for systematic career development and human resource development for the middle-aged and employment vulnerable groups. Interviews and expert advice for the middle-aged (40-64 years old) employment vulnerable groups were conducted. The main research results as follows. First, middle-aged employment vulnerable groups have different career requirements depending on their characteristics. Second, the career competencies of the middle-aged employment vulnerable group were composed five factors and 21 sub-detailed competencies including career cognitive competencies, career skill competencies, career attitude competencies, career transition competencies, and career resource management competencies. Third, as a result of the priority analysis of Borich and Locus for Focus, career goal setting, career implementation competency, employment and start-up information, job search skills were the top priorities, career identity, digital literacy, job market knowledge, and infrastructure utilization were the second priority.

• Journal of dental hygiene science
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• v.15 no.6
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• pp.786-793
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• 2015

The purpose of this study to find out factors that affect intention of career discontinuity among dental hygienists. The data was collected from 300 dental hygienists working at dental clinics. The total of 281 copies were used for analysis. Statistical analysis was performed using PASW Statistics 18.0 at the 5% significance level. T-test, ANOVA, factor analysis, reliability analysis, correlation analysis, hierarchical regression analyses were applied in this analysis. The results were as follows: 1. As for intention of career discontinuity by general characteristics, there were statistically significant difference according to age, duration of employment, children, children age and monthly income (p<0.05). 2. As for intention of career discontinuity by job awareness, there were statistically significant difference according to turnover, work-life, retirement age of dental hygienist, duration of job maintenance and re-employment of dental hygienist (p<0.05). 3. As for hierarchical regression analysis of the factors affecting the intention of career discontinuity, the support from employer had most significant influence on intention of career discontinuity (p<0.05). In order to decrease the career discontinuity among dental hygienists, plans that can increase the work-environment should be implemented by improving support from employer.

• Management & Information Systems Review
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• v.36 no.2
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• pp.207-221
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• 2017

The career management concept is changing rapidly in the career management field in recent years. It becomes very difficult to have a lifetime employment within the same firm. As there is career interruption that is pervasive phenomenon in the women's career management area, many academics and practitioners have been interested in it. The purpose of this study was to examine the influence of women's career-interruptions as the effective career strategy on career development actors and career success. To test the effects of the proactive career management of career-interrupted women, data were divided into two groups including proactive career management group and general career management group based on whether career-interruptions are voluntary or not. The results showed that the proactive development actors was significantly different depending on women's proactive career management and general career management group. First, proactive-career women were more self-directed to learn and have a significant impact on developing skills through training. Second, the career successes were not significantly different depending on and general career management group.

• Journal of Navigation and Port Research
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• v.35 no.3
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• pp.219-226
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• 2011

This study aimed to empirically identify the determinants of turnover intention of seafarers under the recognition that the number of seamen is decreasing. The results of regression analyses on questionnaire survey data are as follows. The more satisfied over wage and working condition, the lower the level of turnover intention of seafarers. The higher social identification and career vision, the lower the level of turnover intention of seafarers. In addition to this, older, married seamen were found to have lower turnover intention as compared to younger, unmarried ones. Lastly, four-year college graduates were, on the other hand, found to have higher turnover intention.

• Journal of Korea Entertainment Industry Association
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• v.13 no.4
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• pp.27-37
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• 2019

This study empirically identified and sought implications for the degree of desire by film crews to participate in overseas production and the factors affecting them, based on the recognition that the active participation of skilled film crews in overseas production and joint ventures can be an alternative to the poor treatment of domestic film industry sites and the reduction of job losses due to problems with career barriers. In order for respondents to verify research questions, binomial logistic and marginal effects analysis using SPSS and STATA, the data obtained by surveying 402 film crews operating in various areas. The notable findings are as follow: First, about 65%(263 people) of the respondents expressed their desire to participate in overseas activity, indicating that a considerable number of film crews are looking forward to opportunities with overseas productions. Second, major factors that have a positive effect on film crews' need to participate in overseas activities have been found to be professionality, artistic identity, Korean Wave persistence, and career barriers. In other words, the higher the professionality, the more clearly the identity of the artist, the more positive expectations of the possibility of the Korean Wave continuing, and the more serious the problem of career disability, the clearer was the desire to participate in overseas production and joint-work activities.

• Journal of the Korean BIBLIA Society for library and Information Science
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• v.33 no.3
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• pp.325-346
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• 2022

The purpose of this study was to measure the professional identity level of public librarians and to identify related factors. For this purpose, a questionnaire survey was conducted for librarians in public libraries in Seoul and Gyeonggi Province from October 28 to November 18, 2021 and 375 valid responses collected were analyzed. As a result of the study, among the factors of professional identity public librarians showed high level of professional identity in order of belief in self-regulation, sense of calling to the field, belief in public service, using the professional organization as a major referent, and autonomy. In addition, librarian's age, career, position and whether the director of the library was a librarian had a statistically significant difference in professional identity. This study has a significance in that the Hall Professionalism Inventory was used to measure participants' professional identity and it associates domestic public libraries' settings with professional identity.