• The Journal of the Korea Contents Association
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• v.11 no.12
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• pp.486-495
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• 2011

This study aims to identify what effect self-growth programs has on self-esteem and career decision-making self-efficacy of female college students. As a result of the study, it was discovered that the self-growth program had a positive effect on improvement of general and academic self-esteem. The self-growth programs had a positive effect on all areas including selection of goals, information on job, problem-shooting and future plans out of the areas of career decision-making self-efficacy. The results of the study demonstrated that the self-growth programs had significant effect on improvement of self-esteem and career decision-making self-efficacy. To help college students respect themselves and others, set their own plans on their future jobs and be responsible for their future, more intensive and useful research on self-growth programs is needed.

• Knowledge Management Research
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• v.17 no.4
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• pp.77-104
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• 2016

The effective management of R&D employees is critical for a small or medium sized firm's sustainable growth. R&D employees have professional skills and choose expertise-oriented or management-oriented careers in the process of organizational socialization. This study synthetically verifies the direct and indirect effects of R&D employees' social network and self-esteem on their career orientation by organizational commitment based on social network theory and social recognition theory. The research model has been analyzed through structural equation modeling using survey responses from 220 R&D employees at small- and medium-sized firms in Korea. The analysis results show that internal network activities have direct and indirect impacts on organizational commitment and career orientation, but external network activities do not have significant effects on self-esteem, organizational commitment, or career orientation. There is no consensus in prior studies on whether expert orientation and management orientation are distinct concepts. In this study, these two types of orientation are verified as distinct concepts. It is also found that R&D employees' internal network activities are significant factors for a company's growth. A company should implement an educational system of roles and duties using which individuals can pursue career progression. In addition, it is necessary to provide career development programs such as job rotation, mentoring, and career counseling.

• 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 Engineering Education Research
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• v.15 no.5
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• pp.140-150
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• 2012

The purpose of this study was to compare and analysis researches related the promising career and job outlook and to provide the direction for job choice to engineering students. Literature review and expert council were used to achieve the objectives of study. The result of this study was analyzed that these jobs were promising, that is, environmental scientist and specialist, earth scientist and hydrologist(education and research related career), architecture and architectural engineer, civil engineer, landscape technician, land surveyor map production expert photo surveyor surveying technician(construction related career), material engineer (mechanics and material related career), mine and geology engineer(chemistry, fiber and environment related career), computer system design and analyst, system software engineer, application software engineer, web specialist, and computer support specialist (electrical and telecommunication related career) and food engineer(food related career). In addition, health silver specialist, bio biomedical engineer, renewable energy specialist etc. were promising by considering social and economic trend for demographic change like aging and green growth.

• Journal of Korean Clinical Nursing Research
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• v.18 no.3
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• pp.341-353
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• 2012

Purpose: This study was done to construct a hypothetical model to explain the factors influencing career commitment of nurses. Methods: Three factors (individual internal-, job- and career-characteristics) and 8 sub-factors were measured with Likert scales. Data collection was conducted from Jan. 11 to 31, 2011 using self-report questionnaires. Participants(738 nurses) were selected from 6 hospitals in 2 metropolitan cities of South Korea. Collected data were analyzed using SPSS Window 16.0 and Amos 19.0. Results: 1) Among the 3 factors, career commitment was most strongly influenced by career-characteristics. 2) Career commitment wasinfluenced by organizational-career-management but not by personal-career-management. 3) Career commitment was influenced by individual internal-characteristics but not by job-characteristics. 4) Of the 8 sub-factors, career commitment was most strongly influenced by desire-for-growth but not by self-efficiency. Conclusion: The results of this study indicate that in order to improve career commitment of nurses it is necessary to implement custom-made career development policies considering individual characteristics in the organizational level.

• 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.

• Journal of Korean Home Economics Education Association
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• v.25 no.1
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• pp.1-14
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• 2013

The purpose of the study was investigated on that whether there was any statistical difference or not in terms of the career decision making according to the growth environment of High school students. The researcher surveyed 600 questionnaires for high school students and was using 539 questionnaires in the final analysis. They were analyzed by cluster analyses according to the growth environment scale and it classified into two cluster groups. The cluster group A and B had a significant difference on scores of the growth environment scale. The group A had more interested in activities such as political, social, intellectual, and cultural ones and participated at social and leisure activities. Moreover, the group was emphasis on moral and religious values. The group B got the higher score than group A about the score of the rational type of the career decision making: the group A got the higher score than the group B to the score of the dependent type. On the matter of the job information collection sub-scale, the group A got the higher score than the group B: the group A scored higher points than group B about the goal establishment and the self-estimate sub-scales. Therefore, in order to do the career-guidance of youths, each family had to provide positive growth environment which required various stimuli and affluent in experience settings for them to mature.

• Journal of Korean Academy of Nursing Administration
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• v.16 no.3
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• pp.314-325
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• 2010

Purpose: The purpose of this study was to investigate how nurses perceive the Career Ladder System(CLS). Methods: This study was a descriptive survey using questionnaires. Questionnaires were developed by an expert group. Participants included 161 nurses working in the Children's Hospital. The data were analyzed using factor analysis, Cronbach's alpha, descriptive statistics, $x^2$-test and ANCOVA. Results: This study revealed that nurses who advanced in their career ladders have a significantly higher perception of participation in their professional activities and a general comprehension of the CLS more than the nurses who did not advance in their career ladders. However, nurses who advanced in their career ladders have a significantly lower perception of the expected outcome of the CLS more than nurses who did not. Conclusions: This result showed that nurses who had experienced in clinical advancement and recognition were highly motivated with their professional activities via the CLS as well as they considered it to allow professional growth.

• International Journal of Advanced Culture Technology
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• v.12 no.2
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• pp.104-109
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• 2024

In this paper, we examine American career self-help advice in the context of white-collar labor market changes in the U.S., especially how it tries to motivate and empower white-collar job seekers and how fundamentally flawed this is. In this regard, we focus on What Color Is Your Parachute? by Richard Nelson Bolles, as it is the foundational and representative literature in the field of career self-help advice. We first look at the white-collar labor market changes in the U.S. and the growth of career self-help advice along with its influence. We then show that What Color Is Your Parachute? seeks to motivate and inspire job seekers by defining job searching in individual terms and overlooking its structural nature. From this, we point out the most problematic aspect of career self-held advice, i.e., shifting job search responsibility as well as its outcome solely to individual job seekers, while also making it difficult to scrutinize and understand the broader context affecting job searching.

• East Asian Journal of Business Economics (EAJBE)
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• v.11 no.3
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• pp.27-35
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• 2023

Purpose - The present study bridges a significant gap in the literature by investigating the complex relationship between job crafting and protean career attitudes. It has been demonstrated that job crafting, which entails the proactive redesign of work roles, responsibilities, and relationships, empowers employees, and elevates. Research design, data, and methodology - This study employed a tailored search approach with specific terms linked to job crafting and protean career attitudes to ensure a thorough and focused analysis. The keywords include "Job crafting," "protean career attitudes," "career development," and related terms. This strategy uses an organized method to identify, screen, and choose appropriate studies. Result: This study synthesizes prior studies and identifies four critical links between the development of jobs and protean career attitudes. To begin with, task crafting, which entails job requirements and scope modifications, leads to protean career attitudes as employees match their roles to their skills and passions. Second, rational crafting, which is adjusting interactions with coworkers and superiors encourages flexible career attitudes. Conclusion - This study insists that organizations must consider the essential practical ramifications. Employers may improve employee growth, engagement, and talent retention by encouraging job customization, recognizing protean workers, cultivating a protean culture, investing in ongoing learning.