• Journal of Digital Convergence
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• 제9권3호
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• pp.165-180
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• 2011

This study empirically examined the educational needs according to career orientations of IT service technical engineers. First, this study suggested 5 types of career orientations in IT service technical engineers. Seconds, we considered the individual level's variables(age, academic background) and job characteristics(job type, work experience, organizational size, years of service) as the influential factors of IT service technical engineers' career orientations. Finally, this study examined the educational needs according to 5 types of career orientations of IT service technical engineers. The results, based on the survey 133 IT service technical engineers, showed that both individual and job characteristic variables had significant effects on 5 types of career orientations. And 5 types of career orientations had significant effects on the educational needs.

• Korean Journal of Childcare and Education
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• 제11권1호
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• pp.173-190
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• 2015

This study examined the effects of day-care center organizational characteristics on teacher efficacy. The participants of this study were 319 day-care center teachers who work in the Seoul-Gyeonggi area. The results of this study are as follows: First, day-care center teacher efficacy shows the difference depending on the teachers' career. Second, teachers' efficacy was influenced by day-care center organizational characteristics. In particular, it appeared that 'challenge' and 'distinction of role' affect teacher efficacy when the career of the teacher is less than 5 years. And it appeared that 'challenge', 'distinction of role' and 'retraining' affect teacher efficacy when the career of the teacher is more than 5 years. We discussed organizational characteristics for improving teacher efficacy and suggested the implication for retraining teachers and supervision to promote teacher efficacy based on the results.

• Proceedings of the Korea Information Processing Society Conference
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• 한국정보처리학회 2015년도 추계학술발표대회
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• pp.161-163
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• 2015

기업의 인재 선발 형태가 변화함에 따라 학생들의 경력관리 필요성이 대두되어 대학별로 독자적인 경력관리서비스를 구축해 활용되고 있다. 대부분의 서비스는 사용자 입력 데이터만을 이용해 추가적인 요소 없이 통계정보를 제공한다. 본 논문에서는 가중치 기반 경력지수 관리 서비스를 소개한다. 가중치를 기반으로 사용자의 경력정보에 대한 점수를 계산해 경력지수를 산출하고 이를 통해 사용자는 경력의 희소성, 신뢰성과 같은 모집단의 특성을 반영한 경력관리가 가능하다.

• Korean Journal of Social Welfare
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• 제59권3호
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• pp.201-227
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• 2007

This study is to investigate determinants of social workers' career commitment, compare the level of career commitment of social workeks by social work organization, and analyze the effects of career commitment on job attitudes. Social workers working for government agencies and community welfare centers and institutions in Busan city and Gyeongnam province were surveyed using structured questionnaires and 326 usable questionnaires were obtained. The questionnaires were analyzed for job, career, role, and organizational justice characteristics models and comprehensive model using SPSS/PC+.. The results are as follows; the level of social worker's career commitment was relatively high but the level of career commitment of social workers working for government agencies was slightly lower than that of social workers working for private agencies. According to the demographic characteristics, the level of career commitment of males was higher than that of famales. That of older workers was higher than that of younger worker, that of 2nd rank workers was higher than that of 1st rank workers. Task significance, task identity, feedback for the job done, career satisfaction, low role conflict, high distributive justice and interactive justice were related to higher level of career commitment while the skill variety was related to the lower level of career commitment. However, the main determinants differ according to the social work organization. Career commitment affected negatively on the career turnover intention while it affected positively on organizational commitment, organizational citizenship behavior, job involvement, and intrinsic job satisfaction. Therefore, different approaches and systematic measures are needed according to the organization.

• Proceedings of the Korean Society of Computer Information Conference
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• 한국컴퓨터정보학회 2018년도 제57차 동계학술대회논문집 26권1호
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• pp.199-200
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• 2018

현재 전문대학에서 운영하고 있는 전공심화과정은 산업체 경력이 있는 전공심화과정과 산업체 경력이 없는 전공심화과정으로 구분된다. 산업체 경력이 없는 전공심화과정은 기존의 산업체 경력이 있는 전공심화과정과는 달리 현재 전문대학 재학생들이 가장 중요한 입학대상자이다. 따라서 산업체 경력 없는 전공심화과정의 효과적인 운영방안은 수립하기 위해 반드시 선행되어야 하는 것은 전공심화과정에 대한 재학생 특성 파악 및 의견 조사 분석일 것이다. 본 연구에서는 산업체 경력이 없는 전공심화과정에 대한 재학생 사전조사 및 분석을 통해 산업체 경력이 없는 전공심화과정의 운영에 대한 효과적인 방안을 모색하는데 그 목적이 있다.

• The Journal of the Korea Contents Association
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• 제18권4호
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• pp.357-368
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• 2018

The purpose of this study is to explore the relationships between high-tech employees' job rotation experience characteristics, perception of job rotation, and subjective career success. It also aims to examine the mediating processes through which high-tech employees' job rotation experience characteristics contribute to employees' subjective career success. The results from hierarchical multiple regression analysis revealed that high-tech employees showed higher subjective career satisfaction when they were transferred to another job voluntarily, and the frequent job rotations have an adverse effect on employees' career satisfaction. It also turned out that employees' perception of job rotation fully mediated the relationship between job rotation experience characteristic and subjective career success. Finally, implications, limitations, and research recommendations are discussed.

• Management & Information Systems Review
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• 제36권2호
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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 Practical Engineering Education
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• 제15권2호
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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.

• Proceedings of the Korean Institute of Navigation and Port Research Conference
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• 한국항해항만학회 2018년도 추계학술대회
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• pp.222-224
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• 2018

본 연구는 해양원격의료서비스의 특성이 선원의 만족도 및 충성도에 미치는 영향을 규명하기 위해 서비스를 받은 선원 103명을 대상으로 설문조사를 실시하여 자료를 분석하였다. 본 연구의 주요 결과는 다음과 같다.ⅰ) 서비스 질이 높을수록 만족도는 높았다, ⅱ) 만족도가 높을수록 충성도는 높았다, ⅲ) 연령에서 30세미만 보다 40미만의 선원들이 만족도가 낮았다. ⅳ) 총 승선경력이 5-10년 미만인 선원이 5년 미만인 선원보다 만족도가 높았다, ⅴ) 승선경력이 10-15년 미만인 선원이 5년 미만인 선원보다 만족도가 높았다, ⅵ) 승선경력이 25년 이상인 선원이 5년 미만인 선원보다 만족도가 높았다.

• 한국사회정책
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• 제24권1호
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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.