• The Journal of Society for e-Business Studies
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• v.14 no.3
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• pp.87-105
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• 2009

This paper investigates the effect of individual and organizational factors of IT human resources on their career satisfaction, career prospect and career commitment. In this paper, a quantitative method was used to study the effect; A survey of IT developers and IT related employees was conducted. Factor analyses and regression analyses were used in verifying the consequences. As a result, followings were found：From the individual perspective, the self-esteem of IT human resource showed the most significant effect on career satisfaction and the desire for career success had significant effect on career commitment. Among organizational factors, the fairness of evaluation showed the most significant effect on both career prospect and career commitment. It has been also shown that organizations should provide more opportunities for individual growth to enhance career prospect. Finally, career prospect affected career satisfaction; Both career satisfaction and career prospect showed effect on career commitment. This research provided guidelines in enhancing the career commitment of IT human resources, thereby effectively managing IT human resources.

• 한국벤처창업학회:학술대회논문집
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• 2017.04a
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• pp.61-61
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• 2017

본 연구는 경력단절여성의 창업의지를 고취시키기 위해 필요한 변수를 분석하고, 성공적인 창업으로의 연결을 위한 교육 프로그램의 재구성 및 향후 정책이나 사업을 기획함에 있어 이론적 기반을 제공함에 목적을 두고 작성 되었다. 여자의 삶을 살면서 겪게 되는 출산 및 양육은 경력단절을 만드는 주된 이유이며, 이는 개인의 문제 뿐 아니라 저 출산 이라는 또 다른 사회적 문제를 야기 시킨다. 이런 사회적 문제의 해결방안으로 현재 정부는 여성기업의 활동과 여성의 창업을 지원하기 위해 2009년 12월 여성기업지원에 관한 법률을 제정하고, 여성기업 활동 촉진 기본계획을 수립하는 등 여성 창업 촉진을 위해 많은 노력을 하고 있다. 이러한 노력들이 실제 경력단절여성들에게 영향을 미치고 있는지 선행연구를 통해 알아보고, 경력단절여성의 창업의지를 고취시키기 위해 필요한 변수를 분석하여 실증 분석을 통해 관련성을 연구하고자 한다. 경력단절여성의 특성을 파악하여 경력단절 전 보다는 창업에 필요한 소통이 단절되었을 것으로 판단하여 외부의 영향력이 아닌 내부의 개인특성을 중점으로 변수들을 추출하였다는 선행연구와의 차이점이 있고, 일반 예비창업자 혹은 교육학에서 변수로 작용했던 창의성을 경력단절여성을 대상으로 연구하였다는 차이점이 있고, 창업 이라는 교육 커리큘럼에 여성을 대표하는 "감성"을 더해 "여성창업"을 위한 효과적인 교육 및 훈련 프로그램이 만들어 져야 하고, 경력단절여성들이 창업활동을 활발히 할 수 있도록, 일 가정 양립을 위한 제도적인 지원제도가 더욱 많아져 경력단절 여성창업률을 높이려는 노력이 더욱 필요할 것으로 판단된다.

• The Journal of the Korea Contents Association
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• v.10 no.10
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• pp.351-358
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• 2010

This study is to examine the effect of types of mentoring among security agents on career development and career satisfaction. Private guards engaging in 5 different security companies in Seoul 2010" were set as a collected group and using judgment sampling method, 227 of them were finally analyzed. Cronbach's $\alpha$ value was .606, implying that reliability of questionnaire was high. The conclusion drawn from this study is as follows: First, types of mentoing among private guards effect their career development. In other words, when facilitated mentoring is encouraged, it leads to innovative self-development, professional development, and information competitiveness; when informal mentoring is encouraged, it causes information competitiveness to be improved. Second, mentoring types have an effect on career satisfaction: Facilitated mentoring enables to increase career satisfaction. Third, security agents' career development affects their career satisfaction. That is, innovative development and professional development result in increase of career satisfaction.

• Journal of the Korea Convergence Society
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• v.6 no.5
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• pp.23-31
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• 2015

The aim of this study is to show how much career management system of hospital affect the psychological state and career effectiveness for hospital employees. The research was dealing the issues about hospital's career management system which affect organizational engagement. Moreover, these psychological factors have to be analyzed in the relation of career effectiveness. Finally, based on the analyzed results, this study has provide useful information for hospital management to establish efficient and productive human resources-management measures in therms to increase in organizational engagement and career commitment of employees as well. Questionnaires were distributed to employees who are working in hospital located in Seoul city. We found that career management support systems have a significant effect on job engagement. In addition, job engagement influences significantly career commitment. Conclusion and 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.

• The Journal of the Convergence on Culture Technology
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• v.7 no.3
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• pp.425-432
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• 2021

The purpose of this study was to examine the mediating effects of Informal Learning Activity on the relationship between Cultural Contents Industry Workers' Protean Career Attitude and Career Commitment. The results of this study were as follows: First, Protean career attitude of cultural contents industry workers had positive effect on career commitment. Second, Informal learning activity of cultural contents industry workers had partial mediating effect on the relationship between protean career attitude and career commitment. Based upon these results, several suggestions were suggested to promote cultural contents industry workers' protean career attitude, career commitment, and informal learning activity.

• 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.

• The Journal of the Korea Contents Association
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• v.17 no.9
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• pp.212-224
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• 2017

This study was conducted in order to raise a question regarding limitations of career guidance as career guidance programs for university students are limited to career planning and preparation and fail to deal with career management after being employed. Accordingly, it investigated the effects of career maturity, which is mainly studied among university students, on protean career attitude and effects of protean career attitude on subjective career success. To that end, this study built a research model based on the effects of career maturity and protean career attitude on subjective career success of university students and analyzed data collected from 273 university students based on the research model. The result showed that career maturity of university students had positive effects on their protean career attitude. Especially, in career maturity, planning and independence had significant effects on protean career attitude. However, in career maturity attitude, attitude toward work had negative effects. Also, protean career attitude of university students had significant effects on subjective career success. This study aimed to explain the relationship between career of university students and relevant behaviors and perception by clarifying the structural relationship among planning, independence, attitude toward work, protean career attitude, and subjective career success. Based on the results of this study, it was suggested that career management theory should be newly introduced into career guidance program of university students.

• Korean Business Review
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• v.18 no.2
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• pp.1-20
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• 2005

This study examined the relationships between career commitment and job attitudes and the moderating effects of organizational support in their relationships in a sample of 230 employees of Korean venture firms. The results indicated that career commitment was positively related to skill development, and negatively to career withdrawal intention and turnover intention and that organizational support moderated the relationships between career commitment and career withdrawal intention and between career commitment and turnover intention. Finally, the implications and the limitations of this study were discussed.

• Journal of Korean Academy of Nursing Administration
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• v.16 no.2
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• pp.180-189
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• 2010

Purpose: This study was designed to construct a model which explains the career management, career plateau and career satisfaction of the factors influencing the career commitment of nurses. Method: The data collection was conducted from Aug. 24, 2009 to Sep. 22, 2009 through self-reported questionaries. Participants were 441 nurses who had worked in 2 national university hospitals, 1 university hospitals, and 1 hospitals founded by business enterprises. The data was analyzed by SPSS 12.0 and AMOS 15.0 for structural model. Results: Career commitment was directly impacted by career management, career plateau, career satisfaction. The predictable variables of the hypothetical model explained 28.4% of career commitment. Career commitment was significantly influenced by career management, career plateau, career satisfaction. Conclusion: The results of study suggest that some strategies are needed which focus on career management, career plateau and career satisfaction in order to promote the nurse's career commitment.