경력몰입의 선행요인과 결과요인에 관한 연구 = A Study of the Antecedents and Outcomes of Career Commitment in Secretarial Employees

다국어 초록 (Multilingual Abstract)

Career commitment is becoming increasingly important in the rapidly changing business environment and shifting philosophies in employee-employer relationships. Career commitment among managerial and professional employees has been the subject of a number of research studies over a decade. Yet very little research has been conducted specifically on career commitment of secretaries. In response, this study focuses on the influence of personal factors and environmental factors on career commitment of secretaries. The hypotheses are summarized as follows.
1. The more internal the locus of control is, the higher the degree of career commitment is.
2. The higher the growth need strength is, the higher the career commitment is.
3. The more motivating the job characteristics are, the higher the career commitment is.
4. The more the role ambiguity is, the lower the career commitment is.
5. The more role conflict there is, the lower the career commitment is.
6. The higher the career commitment is, the more the job satisfaction is.
7. The higher the career commitment is, the less the career withdrawal cognition is.
A descriptive, correlational survey design was used. Instruments were mailed and faxed to 294 secretaries from 102 companies. A 67 percent response rate was obtained. Data were analyzed using Pearson product moment correlation coefficients and hierarchical regression analyses. Results suggested that growth need strength, motivational job characteristics, and role ambiguity predicted career commitment. Career commitment predicted job satisfaction and career withdrawal cognition among secretarial employees.
The results of this study provide organizations with some implications: First, organizations should systemize secretarial jobs according to organizational characteristics and the supervisor's role and career path in accordance with qualifications. Second, a job design that allows employees to exercise one's skill and ability and to experience responsibility and pride can result in positive career commitment among employees.

목차 (Table of Contents)

• Ⅰ. 서론
• Ⅱ. 이론적 배경
• Ⅲ. 연구모형 및 연구가설
• Ⅳ. 연구조사방법
• Ⅴ. 연구 결과
• Ⅵ. 결론
• 참고문헌
• ABSTRACT