• 유통과학연구
• /
• 제14권2호
• /
• pp.83-92
• /
• 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.

• 한국콘텐츠학회논문지
• /
• 제14권11호
• /
• pp.915-929
• /
• 2014

이 논문의 목적은 통합적 문헌연구를 통해 경력만족의 선행변인으로서의 조직공정성(분배공정성, 절차공정성, 상호작용공정성)에 관해서 고찰하는 것이다. 또한 이 연구는 경력개발을 위한 조직지원(조직의 스폰서십)이 조직공정성과 경력만족의 관계에서 잠재적인 매개변수로서 기능할 수 있는지를 탐색하는 것을 목적으로 한다. 선행 연구들에 관한 통합적 문헌조사에 기초하여, 이 연구는 조직공정성과 경력만족과의 관계를 경력개발을 위한 조직지원과 더불어 개념적 모델로서 제시하였다. 이러한 개념적 모델에 의하면 조직공정성은 경력만족의 주요한 선행변인의 하나로 포함될 수 있으며, 경력개발을 위한 조직지원은 조직공정성과 경력만족의 관계를 매개하는 변수로서 기능할 수 있다. 이 연구는 직장 내 경력개발의 맥락에서 조직공정성과 경력만족과의 관계를 규명함으로써 인적자원개발 분야에 기여한다. 나아가 이 연구는, 경력만족에 영향을 줄 수 있는 잠재적인 매개변수들과 같이, 조직공정성과 관련된 다양한 요인에 관한 연구를 수행하기 위한 추가적인 이론적 기초를 제공해 준다고 할 수 있다.

• International Journal of Advanced Culture Technology
• /
• 제12권1호
• /
• pp.60-74
• /
• 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.

• 서비스연구
• /
• 제6권2호
• /
• pp.117-131
• /
• 2016

본 연구는 국내 외식서비스기업 종사원을 대상으로 개인이 지각하는 경력정체를 구조적 정체와 내용적 정체로 구분하여 이직의도에 미치는 영향을 실증적으로 분석하고 경력동기와 조직경력개발지원이 경력정체와 상호작용하면서 이직의도에 미치는 영향을 구명하고자 하였다. 본 연구를 수행하기 위해 총 350명의 외식서비스기업종사자들의 설문조사를 실시하였고, 최종 255명의 자료를 분석에 활용하여 연구가설을 실증적으로 검증하였다. 분석 결과, 종업원이 지각하는 구조적 경력정체와 내용적 경력정체 모두 이직의도에 정(+)의 영향을 미치는 것으로 나타났다. 또한 경력정체와 이직의도간 관계에서 공식적 지원과 비공식적 지원의 조절효과 검증결과, 비공식적 지원의 조절효과가 확인되었다. 본 연구를 통해서 외식서비스 기업 종사원이 지각하는 구조적, 내용적 경력정체는 이직의도에 영향을 미치는 중요한 변인이지만 기업의 비공식적 지원은 이직의도를 조절할 수 있으므로, 기업차원에서 조직 구성원의 이직의도를 줄이기 위해 이를 활용하는 방법을 적용할 수 있을 것이다.

• The Journal of Asian Finance, Economics and Business
• /
• 제5권3호
• /
• pp.195-206
• /
• 2018

Paying close attention to those new to an organization, whether fresh or experienced, whose primary interest is in (re)socialization, the current study intends to (1) further the concept of mentoring from a bilateral relationship to a community and culture fostered by developmental networks, (2) propose an integrated conceptual framework for organizational socialization, and (3) suggest implications for practice and future research. This study reviews, analyzes, and integrates research assets and subsequently re-conceptualizes the aggregate information as valid propositions and a conceptual framework. The findings include (1) 11 propositions regarding the relationships among network characteristics (embeddedness, diversity), developmental functions (career support, psychosocial support, and role modeling), and socialization outcomes (learning and attitudinal outcomes); and (2) an integrated conceptual framework that depicts a comprehensive mechanism through which developmental networks conduce to organizational socialization of newcomers. Implications are that developmental networking must be an individual's fundamental competency and an essential part of organizational onboarding processes, and imperative for both members' career development and innovative organizational culture. By integrating research assets on the developmental phenomenon into conceptualizations, this study furthers the concept of mentoring to organizational culture and stimulates a substantive discourse for theory-building towards organizational socialization from the developmental network perspective.

• 한국사회정책
• /
• 제24권1호
• /
• pp.33-66
• /
• 2017

본 연구는 일반노동시장에서 근로자의 체계적 경력과정이 개인과 조직 모두의 성공적 성과착근과 창출의 핵심적 요소로 인식함을 전제로, 경쟁고용 장애인근로자의 주관적 경력성공에 영향을 미치는 요인을 개인 및 조직(기업)의 다차원적 수준에서 실증적으로 분석함으로써 실천적 통계적 적확성에 기반 한 자료를 토대로 장애인근로자의 성공적 직업생활을 위한 경력관리의 방향성에 대해 실천적 함의를 이끌어내고자 하였다. 이에 본 연구는 서울 경기 및 충청, 강원도 지역의 48개 기업에 취업중인 장애인근로자 126명을 대상으로 구조화된 설문지를 통해 개인 및 조직특성 자료를 수집하고, 다층분석기법을 활용하여 조직효과를 감안한 영향요인에 대해 분석하였다. 분석걸과, 우선 주관적 경력성공의 총 분산 중 조직특성에 의한 설명이 32.1%로 나타나 조직변수의 중요성에 대한 실천적 함의와 다층모형적용의 정당성을 확인할 수 있었다. 한편, 이의 영향요인으로 개인수준에서는 장애정도, 성장욕구, 자기주도적 경력태도, 가치지향적 경력태도 등이, 조직수준에서는 장애관련 편의제공, 경력지원, 인사지원, 대인지원 등이 유의미한 변수로 확인되어 개인수준의 특성변수에 대한 주관적 경력성공의 영향을 의미 있게 조절하는 것으로 나타났다. 이에 조직효과를 감안한 개인요인들의 활성화로 주관적 경력성공을 향상시키기 위한 방안이 요구되는바 장애특성을 반영한 편의지원시스템 구축, 근로자지원프로그램의 적용, 프로티언 경력개발 지원체계구축, 인적 네트워크 구축 지원 등 개인-기업 통합적 실천전략을 제안하고 논의하였다.

• 직업교육연구
• /
• 제37권2호
• /
• pp.191-214
• /
• 2018

본 연구는 여성들의 경력개발활동에 영향을 미치는 요인으로 보고된 수평적 조직문화와 상사의 지원이 직장만족과 직무효능감을 매개로 경력개발활동 간의 구조적 관계를 분석하였다. 구체적으로 유자녀 여성관리자를 대상으로 수평적 조직문화와 상사의 지원이 직장만족과 직무효능감을 매개로 이들의 경력개발활동에 미치는 영향을 분석하는데 목적이 있다. 이를 위해 한국여성정책연구원에서 수행하는 "여성관리자패널조사" 5차 자료를 활용하였으며, 구조방정식 모형을 활용하여 분석했다. 유자녀 여성관리자 총 998명을 대상으로 연구한 결과는 다음과 같다. 첫째, 수평적 조직문화와 상사의 지원은 직장만족과 직무효능감에 유의한 정(+)의 영향을 미치는 것으로 나타났다. 둘째, 직무효능감은 경력개발활동에 유의한 정(+)의 영향을 미치는 것으로 나타났다. 셋째, 직장만족과 직무효능감은 수평적 조직문화와 경력개발활동을 매개하는 것으로 나타났다. 넷째, 직장만족과 직무효능감은 상사의 지원과 경력개발활동을 매개했다. 연구결과를 통해 직장 내에서 유자녀 여성관리자들의 경력개발활동을 촉진하기 위한 방안에 대해 모색하고, 후속연구를 위해 제언하였다.

• 간호행정학회지
• /
• 제21권3호
• /
• pp.297-307
• /
• 2015

Purpose: The purpose of this study was to identify moderating effects of work-family conflict in the relationship between job, organizational, career characteristics and turnover intention among nurses working in small and medium-sized hospitals. Methods: A self report questionnaire survey was completed by 286 nurses working in five small or medium-sized hospitals in P city. Data were gathered during October, 2014 and analyzed using the SPSS 21.0 program. Results: Work-family conflict had significant moderating effects between job, organizational, career characteristics and turnover intention of nurses working in small or medium-sized hospitals. Career commitment was the biggest factor in reducing turnover intention. Conclusion: The results of the study indicate that work-family conflict and career commitment are important factors in turnover intention among nurses working in small and medium-sized hospitals. Therefore, to understand job and organizational career characteristics of nurses in small and medium hospitals, consideration must be given to the role of conflict in the nurses' workplace and homes. Support from the organization focusing on career development, and provision of an innovative system for the environment of small hospitals are needed.

• 기본간호학회지
• /
• 제16권4호
• /
• pp.515-523
• /
• 2009

Purpose: The purpose of this study was to examine the relationship between work-family conflict, social support, job satisfaction, and organizational commitment which are closely linked to staff turnover from the perspective of married hospital nurses. Method: A survey was conducted using self-report structured questionnaire from 220 married nurses. Data analysis included descriptive statistics, t-test, one-way ANOVA, correlation and multiple linear regression with SPSS Win 17.0 program. Results: Job satisfaction, social support, work-family conflict and age were strong predictors of organizational commitment. These variables explained 46.5% of the variance of the organizational commitment. Higher levels of organizational commitment were associated with greater job satisfaction and social support. Nurse with lower levels of work-family conflict and older age reported a high level of organizational commitment. Conclusion: These results show that improving job satisfaction has the best effect on enhancing nurses' organizational commitment. Also supportive relationships, reduction of work-family conflict and older age were significantly correlated with organizational commitment. Organizations should design more family-friendly policies and provide opportunities for career development to health professionals to induce organizational commitment.

• 의학교육논단
• /
• 제25권1호
• /
• pp.3-16
• /
• 2023

Unlike in the past, standards for the quantity and quality of work expected from medical school faculty are continuously rising, causing changes and stress in various areas. This highlights the need for career development among medical school faculty for professional, personal, organizational, and societal reasons. The role of medical school faculty has become more diverse, leading to an increase in the types and levels of competencies required. Medical schools must support their faculty members with diverse identities in fully utilizing their capabilities to achieve the institution's mission. Furthermore, societal changes suggest that career development for medical school faculty will become even more crucial in the future. To achieve this, both individuals and organizations must make efforts and play appropriate roles. For this purpose, medical schools use a combination of promotion and tenure evaluations and faculty development programs, while individual faculty members follow a career path within the medical school environment. Medical school faculty must be able to meet the evolving demands at each stage of their careers. It is important for professors, who engage in career development, to have a clear sense of their identity and values, and to prioritize their career goals. Medical schools should also ensure that the implicit messages they convey align with the organization's explicit values. Finally, proactively preparing for future changes in society and generations is essential from a long-term perspective.