• Convergence Security Journal
• /
• v.11 no.5
• /
• pp.21-29
• /
• 2011

This study is to investigate how security organizational mentoring type and mentoring function affects organizatio nal commitment. This study had selected security from 5 different security organizations of 2010 which are located i n capital area. Using judgment sampling method, 198 security were drawn for the final study. The survey used in th is study is composed of 37 questions. To practice frequency analysis, factorial analysis, reliability analysis and regre ssion, a program called SPSSWIN 18.0 was used. The value of Cronbach's ${\alpha}$, which shows the reliability of the stud y, appeared to be over .622. The result is: First, security organizational mentoring type affects mentoring function. T hat is, when a systematic mentoring is activated, friendship protecting function, career managing function and sociopsychological function are promoted. Second, security organizational mentoring type affects organizational commitmen t. That is, when a systematic mentoring is activated, organizational commitment is promoted. Third, security organiz ational mentoring function affects organizational commitment. That is, increased friendship protecting function, career managing function, socio-psychological function and role model function results in increased organizational commitment.

• Korean Journal of Social Welfare
• /
• v.61 no.4
• /
• pp.61-84
• /
• 2009

This study is to analyze the nature of mentoring network of single mothers with dependent children and to show the mentoring network effect on mentoring function and empowerment applying social network approach. 439 single mothers with dependent children in Busan and Gyeongsangnam-do have been surveyed about mentoring network properties. The results are 1. The mentoring relationships between single mothers have been shown in various size and relationship characters. The out-degree of Their network is low, the range is narrow, and the tie-strength is weak. 2. When the effect of mentoring network characteristics on mentoring function has been analyzed, in career functions, the range of network and the strength of relationships are represented as significant variables among the mentoring network characteristics, in psychosocial functions, the size of network and the strength of relationships are shown as significant variables, and the inverted-U-shaped relationship according to the size of network has not been revealed. In role modeling function only the size of network is represented as a significant variable. 3. The direct effect of mentoring network of single mothers with dependent children has not been much on empowerment and the career related function among mentoring functions has been revealed as the variable, which affect on empowerment. Based on these results the suggestions and implementations are mentioned in this paper.

• Management & Information Systems Review
• /
• v.32 no.4
• /
• pp.81-101
• /
• 2013

The purpose of this study was to examine the effects of mental similarity and internal locus of control, which are the characteristics of an organizational member, and individualism and power distance, which are an individual's sense of value, on mentoring function in an informal mentoring relationship of ROK army. For corroborative analysis, the sample was collected from 547 questionnaires, which contain validate data out of 1,000 questionnaires distributed to junior officers working at ROK army's division level unit. The data proved that, First, mental similarity and internal locus of control positively effected upon mentoring function. Second, individualism positively effected upon mentoring function while power distance had a negative effect on it. Thus in an informal mentoring relationship of ROK army, a mentee perceived as he or she gains more support from mentoring function when a mentee recognizes higher mental similarity, individualism, and is in an internal locus of control. On the other hand, a mentee who perceived higher power distance felt as he or she gets less support from mentoring function. Through this investigation, the significance of influential components of mentoring function in a mentoring relationship of ROK army was demonstrated, and these research results could be highly supportive for a future research based on mentoring relationship.

• The Journal of the Korea Contents Association
• /
• v.14 no.9
• /
• pp.613-621
• /
• 2014

This study conducted a questionnaire survey with 362 students at department of radiology of college of public health located at G city, who had participated in mentoring program from Mar. 5 to Jun. 21, 2013. Out of 362 questionnaire copies, 315 copies were collected. The students' satisfaction with campus life was significantly affected by whether or not they joined a club, the number of participation into mentoring program per semester, reliability of mentors and mentoring functions. According to the study result, More specifically in terms of the mentoring functions(p<0.001), career development function(p=0.002) and tailored human-resource raising function(p<0.001) gave statistically significant effects on the satisfaction. It is considered that the study results will be used as a fundamental material to research mentoring for college and university students, and will be implemental in using and developing mentoring program as a direct way of preventing the student's dropout. Also it is expected that mentoring program helps college and university students in the transitional period to adulthood experience mentoring before they work at society, therefore playing a positive role for their successful work life as they get employed.

• The Journal of the Convergence on Culture Technology
• /
• v.6 no.3
• /
• pp.117-124
• /
• 2020

The purpose of this study was to discover the effects that mentoring functions have on a new employee's job satisfaction and turnover intention. The subjects of this study were new employees with less than five years of experience from K company. A regression analysis was performed on the collected data to examine the relationship between different variables. The study showed that out of the three mentoring functions consisting of career development, psycho-social, and role model, only the career development function had any significant effect. When the career development function of mentoring increased, the new employee's job satisfaction also increased while the turnover intention decreased. This data provides a basis for new employee training in the rapidly changing business sectors.

• The Journal of the Korea Contents Association
• /
• v.11 no.6
• /
• pp.326-336
• /
• 2011

The Purpose of this study was to examine effects of mentoring function on career development and organizational effectiveness in private security service organization. Example number used on interpretation finally using purposive sampling method after this study establishes 5 places private security service company's security guard by population in Seoul on March, 2010 is total 227 people. Reliability of questionnaire appeared Cronbach's ${\alpha}$ value more than .667. Conclusions that appears in this study is as following. First, private security service organization's Mentoring function affects in career development. That is, if friendship, patronage, career management, society mind, and role model are mobilized, innovative own development, special capacity development, and information competitive power development are helped. Second, private security service organization's Mentoring function affects in organization effectiveness. If friendship, patronage, career management, society mind, and role model are mobilized, career satisfaction, organization immersion, and job satisfaction increase. On the other hand, change of jobs intention decreases if function of society mind is mobilized. Third, private security service organization's career development affects in organization effectiveness. If reform and special capacity development are helped, career satisfaction, organization immersion, and job satisfaction increase. While change of jobs intention decreases as development of information competition is helped. Fourth, Mentoring function exerts influence of causality on career development and organization effectiveness. That is, Mentoring exerts direct influence on organization effectiveness, but it exerts indirect effect through career development.

• Asia-Pacific Journal of Business Venturing and Entrepreneurship
• /
• v.9 no.5
• /
• pp.115-127
• /
• 2014

The national Entrepreneurial policy of Start-up assists the young and college students to be raised as entrepreneur in various ways seeking solution for serious unemployment problem. Many young generation start-up a business without prior knowledge and experience in management that end up as a case of failure rather than success. Many young pre-entrepreneur are afraid of Start-up and hesitate or give up before start. Now many Entrepreneurship education contents and Entrepreneurship mentoring programs are being provided for pre-entrepreneur. Especially, Entrepreneurship mentoring programs's importance to ease off these fear and anxiety is recognized and Mentoring program's part and contents are being enhanced in Entrepreneurship education content. In this study, the influence of Entrepreneurship mentoring program to young and brilliant entrepreneur who wants to start a business will be explained. The function of Entrepreneurship mentoring to improvement of entrepreneurial capability will be anaylzed and by using the function of Entrepreneurship mentoring and entrepreneurial capability, the moderating effect of start-up preliminary period and start-up aim period is examined. The results of as regression analysis, the study found out the function of Entrepreneurship mentoring has a positive significant influence with entrepreneurial capability which means technological competence and creativity competence. For the moderating effect of start-up preliminary period and start-up aim period, it is found out that the effect does not have a significant influence on the function of Entrepreneurship mentoring and also technological competence, but on creativity competence, significant influence was found. However, after looking at the moderating effect that is considered to be related to entrepreneurial capability, for the function of mentoring only the effect on start-up preliminary period.

• Asia-Pacific Journal of Business Venturing and Entrepreneurship
• /
• v.10 no.1
• /
• pp.129-141
• /
• 2015

The mentoring program, conducted as part of an entrepreneurship education program by the Business Incubator, has been acknowledged to help entrepreneurs feel less anxious and fearful of embarking on new business endeavors and the possibility of failure and gain a positive view toward starting new businesses. For this reason, the investment into and the contents of the program have been reinforced. Accordingly, this study aims to examine the effects of mentoring functions on the improvement of the entrepreneurial mindset of young entrepreneurs and verify the moderating effect of the start-up preparation period between the mentoring functions and start-up competence as a means to analyze the interaction effect of the business start-up preparation period between the mentoring functions and entrepreneurship. For the purpose of this study, the SPSS 18.0 statistical program was used to perform validity, reliability and hierarchical factor analyses of the survey data obtained from 156 subjects, who took part in the entrepreneurship mentoring program. The results of the analyses showed that the mentoring functions had a positive impact on the progressiveness and risk-taking aspects of entrepreneurship and a negative impact on innovativeness. On the other hand, the business start-up preparation period had a significant moderating effect between the mentoring functions and the progressiveness and risk-taking aspects. Based on these results, it was deemed that while the mentoring functions efficiently improved the progressive and risk-taking characteristics of potential entrepreneurs, they were not efficient in improving their innovativeness. Also, the application of the entrepreneurship mentoring program according to the start-up preparation period had an interaction effect in which the progressiveness and risking-taking aspects of entrepreneurship were improved. Based on these findings, a proposal was made in regard to the development of a tailored mentoring program that reflects the various characteristics of the entrepreneurs and their start-up preparation periods as a means to improve their entrepreneurial mindset.

• Asia-Pacific Journal of Business Venturing and Entrepreneurship
• /
• v.12 no.5
• /
• pp.67-77
• /
• 2017

The purpose of this study was to develop the entrepreneurial mentoring scale on start-up mentoring situation. In recent years, as the needs for entrepreneurship have grown from domestic to foreign, entrepreneurship education is actively being carried out. The entrepreneurial mentoring is strengthening its weight and contents in entrepreneurship education. However, research on the mentoring function scale designed to reflect the characteristics of entrepreneurial mentoring is rarely performed in Korea. In this study, we conducted a qualitative and quantitative research to achieve the research goal. First, we derive the entrepreneurial mentoring scales through literature review and expert group discussions, and we conducted the empirical analysis to draw conclusions. The results of this study are as follows. In the first step, literature review was conducted. In the second step, four major factors and questionnaires were derived through expert group discussion. In the third step, the doctoral level specialists developed 16 questionnaire items to measure the four factors of entrepreneurial mentoring derived from the second step and verified the content validity and the facial validity in fourth step. As a result of this survey, we conducted questionnaires on founding mentors who belonged to 17 Creation Economic Innovation Centers nationwide (153) and analyzed the problem solving, networking, communication, and motivation formation through exploratory factor analysis. This questionnaire was used to survey the entrepreneurial mentors who belonged to the 17 Center for Creative Economy and Innovation under the Ministry of Science, ICT & Future Planning of South Korea(153). In fifth step, as the results of factor analysis such as EFA and CFA, we could confirm four factors including problem solving, networking, communication, and motivation. The significance of this study is as follows. First, academic significance was the first study of the entrepreneurial mentoring function scale reflecting the characteristics of entrepreneur mentoring as a qualitative and quantitative approach in Korea. Second, it is hoped that practitioners will be able to better measure the mentoring function of entrepreneurial mentors and contribute to improving the quality of future entrepreneurial mentoring programs.

• Fire Science and Engineering
• /
• v.25 no.2
• /
• pp.71-79
• /
• 2011

Since 2008 Korea's fire administration has recognized the importance of human resources by introducing a mentoring system for new employees. This mentoring program is helping new employees adapt to the organization quickly and effectively. In addition, prevention inspectors are improving their job ability and expertise by ensuring the mentoring system has been introduced and operated. However, the current operating and fire officials mentoring system has a variety of problems including lack of expertise on the part of the mentors, deficiency of the legal system, lack of mentoring for information and materials, and lack of compensation, and formal mentoring training for mentors. In this study, the fire officials' mentoring system analysis and previous studies on the fire officials' mentoring functions will be analyzed to determine its effect on job performance. Results of this study of fire officials' job ability show that the variables that affect the mentoring program include the role model, business achievement, teaching method, attitude, interest, and achievement.