• Journal of Distribution Science
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• v.14 no.2
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• pp.83-92
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• 2016

Purpose - The purpose of this study is to identify the relations among perceived organizational support, career planning, and subjective career success (career satisfaction and job satisfaction). In particular, this study focuses on the mediating effect on the career planning between perceived organization and subjective career success. The target cases are employees of a Korean branch of a global company (A), which operates formal career program to support a career development for employees. Research design, data, and methodology - The data were collected from December, 2014 to March, 2015. 211 out of 300 questionnaires were returned (response rate 70.3%). After the data cleaning, 209 questionnaires were used for the data analysis. These data were analyzed through descriptive statistics, correlation analysis, exploratory factor analysis (EFA), confirmatory factor analysis (CFA), and structural equation modeling (SEM). The whole process of the data analysis was accomplished using the SPSS 21.0 for windows and the AMOS 21 program. Results - The findings of the study are as follows: First, the better the organizational support is perceived, the higher career satisfaction and job satisfaction is. That is, the employees' career and job satisfaction is higher, when they feel themselves received more supporting. Second, perceived organizational support has a positive impact on employees' career planning. This result means that it is important to support employees in their career development. Third, career planning has a positive impact on career satisfaction, but not on job satisfaction. Lastly, it is verified that career planning has a mediating effect between the perceived organizational support and career satisfaction. Not only has the perception of an organizational support a direct impact on career satisfaction, but also an indirect impact through career planning. However, there is not an indirect relationship through career planning, just an direct relationship between the perception of an organizational support and job satisfaction Conclusions - Based on the findings of this study, the major conclusion of the study was as follows: The study provides theoretical values and practical implications for the fact that the differences of the subjective perception about organizational support exist among employees, and the differences have an impact on their career planning as well as subjective career success. Furthermore, some recommendations for workplace were suggested: The companies should support the career development for employees in organization level. Even though employment instability makes individual workers themselves to be responsible for their own career development, it is an important issue in organizational level that employees' career success could have positive effects on organizational development and success, as well. However, there is a limit in the study that analyzing results cannot be generalized due to the data from a single company. Some recommendations for future research are suggested: First, a comparative study should be conducted with other various companies. Second, a hierarchical analyzing model needs to be applied to substantiate how organizational context influences on subjective career success of employees.

• Journal of Distribution Science
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• v.17 no.9
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• pp.83-92
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• 2019

Purpose - This research is to verify job fitness, empowerment, and recognition of career development support having the influence on formation of occupational identity in Korean food franchise distribution company. Research design, data, and methodology - Total 600 copies have been distributed and 394 copies have been collected, the covariance structure analysis has been implemented to verify the presented research hypothesis. Results - Demand fit and competency fit being the lower level of job fitness appeared not to have significant influence on occupational identity, and also these do not have the significant influence on the empowerment. Even though formal career development support being lower level of career development recognition appeared to have significant influence on empowerment, nonformal career development support appeared not to have significant influence on empowerment. Formal career development support and nonformal career development support appeared to have significant influence on occupational identity. Finally, empowerment appeared to have significant influence on occupational identity. Conclusions - It is implied that the psychological and subjective success felt in employee's career course may be improved by the job related job fitness, the initiative being individual characteristic and formal and formless career development support being organizational characteristic.

• Journal of Families and Better Life
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• v.23 no.5 s.77
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• pp.1-14
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• 2005

The purpose of this study is to examine the relationship between parental support and senior high school students' career development. For this study, the data was gathered from 1,468 students in 15 classes(different divisions) at 9 high schools (3 Academic high schools, 3 Industrial technology schools, 3 Vocational high schools) in Seoul. The results of the study were as follows: 1. There is significant difference, statistically, in the relation between parental support and career development by gender. 2. As for the division factor, the recognition level of parental supports was higher in girls than in boys and the average of their career development level was also higher. 3. As for the division factor, the recognition level of parental supports was most highest in academic high school students than in other groups and the average of their career development level was also the highest. 4. There were significant correlations between the parental supports and career decision-making self-efficacy, vacational identity, career decision. 5 As for the effects of parental support on the student's career development, career decision-making self-efficacy was higher than other vacational identity, career decision.. The $R^2$ value was weak but still statistically significant.

• Journal of Digital Convergence
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• v.19 no.4
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• pp.193-204
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• 2021

The purpose of this study was to examine the mediating effect of self-efficacy moderated by social support in the influence of local children's center cultural program commitment on career awareness and development of children and adolescents using Local Children Centers' Services. For this purpose, the questionnaires of local children's center cultural program commitment, career awareness and development, social support, and self-efficacy was conducted to 190 elementary school students in the 3rd grade and middle and high school in 22 children's centers in N city. The statistical packages were SPSS PC+ 25.0 and SPSS MACRO. The main results are as follows: First, cultural program commitment had positive correlation with self-efficacy, social support, career awareness and career development. Also, self-efficacy had a positive correlation with social support, career awareness and career development, and social support had a positive correlation with career awareness and career development. Second, the hypothesis model was supported that cultural program commitment positively affects career awareness mediated by self-efficacy moderated by social support. In other words, the more they participated and commited in cultural programs, the more self-efficacy increased leading to more career awareness. Also, the more social support was felt, the more the positive influence of cultural program commitment on self-efficacy increased. The hypothesis model was supported that cultural program commitment positively affects career development mediated by self-efficacy moderated by social support. In other words, the more they participated and commited in cultural programs, the more self-efficacy increased leading to more career development. Also, the more social support was felt, the more positive influence of cultural program commitment on self-efficacy increased. The limitation and future tasks were discussed.

• Korean Journal of Child Studies
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• v.37 no.3
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• pp.53-68
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• 2016

Objective: This study examined the relationships between negative affect, social support, and career maturity among adolescents. Methods: The participants in this study comprised 260 $1^{th}$ junior high school students in a Seoul metropolitan area. They completed questionnaires on level of negative affect, social support, and career maturity. Data were analyzed by means of basic descriptive statistics, Pearson's correlations, and multiple and hierarchical regression analyses. Aiken and West's method was used to determine the interactive model's modality. Results: The major findings were as follows: First, negative affect was negatively correlated with social support and career maturity. Social support was positively correlated with career maturity. Second, significant interaction effects were found between negative affect and social support on career maturity; that is, for male students, significant interaction effects were found between negative affect and social support (parent support) on career maturity (career determinacy/career independence). For female students, significant interaction effects were found between negative affect and social support (peer support) on career maturity (career confidence/career readiness/career determinacy/career independence). Conclusion: These results suggest the need to intervene in relation to social support (parent support/peer support) and to improve career maturity among adolescents.

• The Journal of the Korea Contents Association
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• v.14 no.11
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• pp.915-929
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• 2014

The purpose of this study was to explore organizational justice (distributive, procedural, and interactional justice) as the antecedent of and career satisfaction by conducting an integrative literature review. In addition, this study aimed to identify organizational support for career development (i.e., organizational sponsorship) as the potential mediating variable between organizational justice and career satisfaction. Based on an integrative literature review of previous research, this study proposed the conceptual model on the relationship between organizational justice and career satisfaction along with organizational support for career development. According to the conceptual model, organizational justice can add to the pool of important antecedents of career satisfaction, and organizational support for career development could mediate the relationship between organizational justice and career satisfaction. This study contributed to the human resource development (HRD) field through investigating the relationship between organizational justice and career satisfaction in a career development context in the workplace. Further, this study provided additional theoretical backgrounds to conduct organizational justice related research on diverse factors, such as potential mediating variables, influencing career satisfaction.

• International Journal of Advanced Culture Technology
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• v.12 no.1
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• pp.60-74
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• 2024

Due to the relative lack of concerns and research on organizational career development in startups, we study aimed to reveal the impact of shared leadership in startups on organizational career development through organizational commitment. The research method was an online survey targeting 200 startup members from April 11 to April 28, 2023, and a total of 195 copies were used in the final analysis. As a result of the study, first, among the shared leadership of startups, development and mentoring were found to have a positive impact on emotional commitment. Second, among the shared leadership of startups, planning and organizing, support and empathy were found to have a positive impact on continuous commitment. Third, planning and organizing, support and empathy had a positive impact on normative commitment. Third, among startups' shared leadership, planning and organizing, support and empthy had a positive impact on normative commitment. Fourth, emotional and continuous commitment were found to have a positive impact on improving career goals in organizational career growth. Fifth, emotional and continuous and normative commitment were each found to have a positive influence on the development of professional abilities in organizational career development. Lastly, emotional, continuous and normative commitment were all found to have a positive influence on the speed of promotion in organizational career growth. As a result, it is expected that the results of this study will be able to suggest shared leadership policy directions and goals for startups.

• Journal of Service Research and Studies
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• v.6 no.2
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• pp.117-131
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• 2016

This study analyzes the influence of the career plateau perceived by food service industry employees on their turnover intention. The perception of career plateau is classified as either structural or content-driven. This work also examines how organizational support (formal and informal) for career development affect turnover intention in their interaction with career plateau (structural and content-driven). The research hypothesis was objectively verified based on an analysis of the data on 255 employees. As a result, the structural and content-driven career plateaus perceived by employees were observed to have a positive overall effect on their turnover intention. Aslo, informal organizational support for career development moderates the relationship between career plateau and turnover intention but not formal organizational support.

• Journal of Labour Economics
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• v.43 no.3
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• pp.101-121
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• 2020

The purpose of this study, reflecting the characteristics of recent R&D activities, where knowledge convergence and exchange and the growth of researchers are becoming more important, is to promote the growth of outstanding researchers by establishing a support system for researcher career development (intensifying expertise) and career fluidity (change in core research topics). Using the results of a survey of 548 researchers from government-funded research institutes, this study analyze environmental factors of research that promotes career development suitable for the growth of researchers after quantitatively verifying the effects of career development and career mobility on research outcomes. As a result of the analysis, it is more desirable to strengthen career liquidity after stable career development, but the human resources and career development support systems of research institutes are insufficient. Therefore, in this study, policy measures to support researcher career development and liquidity were proposed in four stages.

• Journal of the Korean Home Economics Association
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• v.50 no.7
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• pp.59-66
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• 2012

The purpose of this study was to identify a causal relationship in the career preparation behavior, parental social support, career decision making self-efficacy and the career maturity of the pre-service elementary school teachers. A total of 374 questionnaires were used for data analysis, excluding the 23 copies deemed insincere in response. To ensure the reliability and validity of the questions, technical statistics of the frequency, ratio, average, standard deviation, skewness, and kurtosis via PASW 18.0, item-total correlation, the totality, and the reliability analysis. The structural analysis via AMOS 7.0 in the bootstrapping method was undertaken to perform the path analysis among the variables and to assess the suitability of the model. The findings of the study led to the following conclusions: First, the causal model for the career preparation behavior, parental social support, career decision making self-efficacy, and the career maturity of the pre-service elementary school teachers is suitable to empirical analysis on research variables. Second, the career decision making self-efficacy of pre-service elementary teachers has direct effect on career preparation behavior positively. Third, parental social support of the pre-service elementary teachers has indirect effects on the career preparation behavior positively.