• 한국초등과학교육학회지:초등과학교육
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• 제35권3호
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• pp.316-325
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• 2016

The purpose of this study was to identify the influence of emotional intelligence and achievement goal orientation on career maturity for elementary scientific gifted students. For this purpose, emotional intelligence test, achievement goal orientation measure and career maturity test were used. Sample of the study was consisted of 107 science gifted students and 98 general students in Y City, Gyeonggi Province. The results of this study were as follows. First, scientific gifted students showed higher score than general students, whereas general students had highest score in type of avoidance goal orientation of achievement goal orientation. Also, scientific gifted students showed highest score in mastery goal orientation of those. Second, the correlation between emotional intelligence and career maturity of scientific gifted students showed significantly positive score in almost all the subelements. As a result of conducting a regression analysis on the influence of emotional intelligence on career maturity of scientific gifted students, job planning and self-understanding of career maturity were impacted by emotional intelligence, whereas independence was low influence by emotional intelligence. Third, for the correlation between achievement goal orientation and career maturity of scientific gifted students, mastery goal orientation of achievement goal orientation had positive relationship in almost all the subelements, whereas mastery avoidance goal orientation and performance-avoidance goal orientation had negative correlation. Also, as a result of conducting a regression analysis on the influence of achievement goal orientation on career maturity of scientific gifted students, achievement goal orientation had influence on all the subelements of career maturity.

• 기술혁신연구
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• 제6권1호
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• pp.215-249
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• 1998

This study empirically examines the relationship between the career orientations of R&D professionals and their demographic characteristics (age, tenure, and education level), affiliated organizations (public and private organizations), reward systems. It further explores the contingent effects of the career orientation fit between leader and members on their performance. The results reveal that : 1) five different career orientations (technical, manager, project, technical transfer, and entrepreneur) are empirically distinguished, 2) technical orientation of R&D professionals is higher in public in private sectors, 3) technical, project, and manager orientation are positively associated with the education level, while technical transfer and entrepreneur orientation are negatively associated with the education level, 4) manager and technical transfer orientation is positively related with age and tenure, 5) the career orientation fit between leader and member is closely related with job satisfaction and organization commitment, and partially related with technical performance, 6) R&D professionals with different types of career orientation exhibit different preference to various rewards. Based on these findings, this study suggests several practical implications for the design of career ladder, mentoring, and reward systems of R&D professionals.

• 지식경영연구
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• 제17권4호
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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.

• 영재교육연구
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• 제25권4호
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• pp.493-509
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• 2015

이 연구는 대학부설 영재교육원 프로그램이 학생들의 과학진로지향에 영향을 주는지에 대하여 분석한 것이다. 이를 위해 광역시 소재 한 대학부설 영재교육원 학생 74명을 대상으로 설문지와 과학진로지향도 검사를 2014년 영재교육원 프로그램 전, 후에 각각 실시하고 과학진로지향도 사전점수를 변수로 군집 분석하였으며, 프로그램별로 만족도와 학생들의 과학진로결정에 영향을 준 정도를 프로그램 후 설문지를 시행하여 함께 분석하였다. 그 결과, 군집은 크게 4개로 구분되었다. 영재교육원 프로그램은 각 군집별로 낮은 점수를 나타내는 하위영역의 상승에 도움이 되었다. 학생들은 프로그램의 만족도가 높았고 과학진로결정에 긍정적 영향을 준다고 하였고, 각 군집별로 프로그램에 따른 만족도와 과학진로결정에 영향을 주는 프로그램이 다르게 나타났으며 프로그램 만족도와 과학진로결정에 영향은 높은 상관관계를 보였다.

• Asia pacific journal of information systems
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• 제9권4호
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• pp.163-179
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• 1999

MIS personnel should not only be capable of developing technically sounded systems, but also act as the companion role of strategic management. For this reason, it is important to direct efficient human resource management for MIS personnel. For directing efficient MIS human resource management, this paper studies the relationship of major types of MIS career orientation, job satisfaction and organizational commitment based on the work area of MIS personnel, Based on the empirical analysis using questionnaires answered from MIS personnel of Korean public and private enterprises, the hypotheses of this study were proved. The result of this research shows most of the domestic MIS personnel tends to line up with technology and management favoritism for their career orientation. If an individual career orientation and his or her work area are matched, it presents higher job satisfaction. Furthermore, a group of management orientation shows higher organizational commitment than a group of technology arientation among MIS personnel with identical job satisfaction. Therefore, this study suggests that career orientation of MIS personnel affect the job satisfaction and organizational commitment. In the future, a career management system suitable to the MIS personnel should be developed to improve the effectiveness of MIS organization.

• 한국엔터테인먼트산업학회논문지
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• 제15권7호
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• pp.205-213
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• 2021

본 연구는 대학생의 진로목표지향성이 라이프스타일에 따른 대학생활 적응과 진로결정자기효능감을 매개로 진로정체감에 미치는 영향을 파악하고 대학생의 진로정체감의 수준을 높이기 위한 기초 자료를 제공하고자 시행하였다. J도에 위치한 대학교의 학생을 대상으로 수집된 331부의 설문지를 연구 자료로 SPSS win 24.0를 활용하여 분석하였다. 분석 결과 진로목표지향성, 대학생활 적응, 진로결정자기효능감, 진로정체감은 각각의 변수 간에 모두 유의한 정(+)의 상관관계가 있었고, 대학생활 적응과 진로결정자기효능감은 진로정체감에 유의한 영향을 미치는 것으로 나타났으며, 경로분석 결과 진로목표지향성은 대학생활 적응과 진로결정자기효능감을 매개로 하여 진로정체감에 영향을 미치는 것으로 나타났다. 따라서 대학생의 진로정체감 수준의 향상을 위하여 진로목표지향성, 대학생활 적응, 진로결정자기효능감을 높이기 위한 효율적인 방안과 프로그램이 마련되어야 할 것이다.

• 한국의상디자인학회지
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• 제22권4호
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• pp.39-48
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• 2020

This study's research method was to investigate the effects of career development in the field of beauty on organizational commitment. A survey targeted 271 beauty workers living in Seoul and Gyeonggi-do. For data analysis, SPSS 21.0 was used for statistical processing. First, descriptive statistics were analyzed, followed by a factor analysis and reliability analysis, third, correlation analysis, and finally linear regression analysis. Detailed research results are as follows. First, the effect of career development of beauty workers and organizational commitment was investigated. The result is as follows. The independent variables, self-development, goal orientation, and career orientation, which are sub-variables of career development, were found to have a statistically significant positive effect. Second, the effect of career development of beauty workers on co-workers' organizational commitment was investigated. The result is as follows. By the independent variable, self-development, and career orientation, which are sub-variables of career development, are found to have a significant positive effect. However, goal orientation had no effect. Therefore, based on the results of this study, the implications are as follows. As beauty is a creative pursuit, it is often done in collaboration rather than alone, and therefore camaraderie plays an important part in the foundation of a commitment to a company. It is a field that goes after a goal after committing to a community mindset, instead of pursuing a goal alone.

• 기술혁신학회지
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• 제9권4호
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• pp.688-714
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• 2006

본 연구는 정부 출연 연구기관에 종사하는 연구원들의 경력지향성에 관해 실증적으로 분석하였다. 구체적으로 연구원들의 경력지향성에 영향을 미치는 요인으로 나이, 과제경험, 그리고 조직 경험을 고려하였다. 또한, 경력지향성 차이에 따른 업적평가에 대한 선호, 향후 희망직장이나 산학연협력에 대한 참여의사 등에 대해 검토하였다. 373명의 연구원에 대한 분석결과, 정부 출연 연구기관의 연구원들은 연구 전문가 이외에 다양한 경력경로에 대한 선호를 갖고 있는 것으로 나타났다 특히, 직급이 올라가고 나이가 들면서 프로젝트 경력경로와 기술사업화 경력경로에 대한 선호가 높아지고 있음을 알 수 있다. 또한, 연구원들의 경력선호도는 연구소의 미션과 수행하고 있는 과제의 성격에 따라서 달라짐을 알 수 있었다. 끝으로 이러한 연구결과에 따른 정책적 시사점을 제시하고, 향후 연구방향과 이 연구의 한계점에 대하여 논의하였다.

• 한국콘텐츠학회논문지
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• 제21권12호
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• pp.477-489
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• 2021

본 연구는 프로티언 경력지향성이 지속학습활동을 통해 주관적 경력성공에 영향을 미치는 매개과정에 대해서 조직문화 불균형성이 조절변인으로서의 역할을 하는지를 확인하기 위해 실시되었다. 이를 위해 대기업 경력 5년 이상의 사무직 근로자 276명을 대상으로 설문조사를 실시하였으며, SPSS 25와 Process Macro v3.5를 활용하여 자료를 분석하였다. 분석 결과 프로티언 경력지향성이 주관적 경력성공에 영향을 미치는 관계를 지속학습활동이 매개하는 것은 확인되었지만, 조직문화 불균형성의 조절효과 및 조절된 매개효과는 통계적으로 유의하지 않았다. 그러나 프로티언 경력지향성의 하위변인인 '자기주도성'이 지속학습활동을 통해 주관적 경력성공 및 그 하위변인 '고용가능성', '경력만족'에 영향을 미치는 매개과정에 대한 조직문화 불균형성의 조절 효과는 통계적으로 유의하게 나타났다. 마지막으로 본 연구의 시사점에 제한점, 후속연구 제언을 논의하였다.

• Asia pacific journal of information systems
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• 제7권1호
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• pp.49-66
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• 1997

Matching individual career desire and career path is desirable for individual motivation and organizational effectiveness. Some studies reported that major career orientations of MIS personnel are technical and managerial orientation. Furthermore, dual ladder system is based on the same notion above. However, subsequent research conclusions of this issues have been contradictory. Mnwhile, past studies on the work value of MIS personnel are mainly concentrated on the differences between MIS personnel and other occupations. To date, the study on the differences in the values of job factors between major career orientations is rare. The purpose of this study is to find out major career orientation of Korean MIS personnel and the differences of values of job factors between major orientations. The research result is two conclusions. First, major career orientations of Korean MIS personnel are technical and managerial orientation. Second, both group do not have different values about job property related factors, but managerial orientation group gives high values to the some organization related factors such as company policy, responsibility, authority, salary level and opportunity of promotion.