경력계획이 경력만족과 경력몰입에 미치는 영향에 관한 연구 -개인 심리적 특성의 매개를 중심으로-

조영복,하태영 한국기업경영학회 2010 기업경영연구 Vol.17 No.4

The purpose of this paper is to investigate the effects of career-planning on career-satisfaction and career-commitment, focusing on the mediating effects of individual psychological characteristic such as self-esteem and self-efficacy. The samples consist of 210 survey data drawn from Korean employees in the firms located in Kyongnam area. The data are analyzed by statistical package, SPSS 14.0 for Windows. To test hypothesis, Frequency analysis, Reliability analysis, factor analysis, and multiple regression analysis are used. The results are as follows:First, career-planning is significant and positive relationship with individual psychological characteristic such as self-esteem and self-efficacy. It means that career-planning has given rise to the belief that employees regard themselves as important, talented, and valuable and they can make a success of their purpose. Second, career-planning is significant and positive relationship with career-satisfaction and career-commitment. It means that through the career-planning general psychological directivity about private career is boosted, motivation to work hard in the occupation chosen is enhanced, and attitude for their job is improved. Third, individual psychological characteristic affects career-satisfaction partially. That is, self-esteem is significant and positive relationship with career-satisfaction, whereas self-efficacy is not. It means that to enhance career-satisfaction, it is in effect to boost self-esteem rather than self-efficacy. Fourth, individual psychological characteristic is significant and positive relationship with career-commitment. In other words, the results shows that individual psychological characteristics such as self-esteem and self-efficacy are significant and positive relationship with career-commitment. Fifth, in examing the mediating effect of individual psychological characteristic between career-planning and career-satisfaction, self-esteem is a mediator but self-efficacy is not. Specifically, the result shows that career-planning have an indirect effect rater than direct effect on career-satisfaction because an indirect effect that career-planning have on career-satisfaction through self-esteem is bigger than a direct effect that career-planning have on career-satisfaction. Sixth, in examing the mediating effect of individual psychological characteristic between career-planning and career-commitment, self-esteem is also a mediator but self-efficacy is not. That is, the result shows that career-planning have an indirect effect rater than direct effect on career-commitment because an indirect effect that career-planning have on career-commitment through self-esteem is bigger than a direct effect that career-planning have on career-commitment. Finally, through the additional analysis, we have found that there is difference in career-planning, self-esteem, self-efficacy, career-satisfaction, career-commitment according to position, scale of organization, annual income. Moreover, self-esteem, one of the individual psychological characteristics, is a mediator, but self-efficacy is not, Thus, to explore the moderating effect of self-efficacy, the additional analysis is done. The result indicates that there is a moderating effect between career-planning and career-satisfaction, but there is not any effect between career-planning and career-commitment. Synthetically, career-planning is significant and positive relationship with individual psychological characteristic, career-satisfaction, career-commitment. Only self-esteem of the individual psychological characteristics plays a role of mediating not only between career-planning and career-satisfaction, but also between career-planning and career-commitment. It means that self-esteem is more effective in mediating relationships between career-planning and career-satisfaction and career-planning and career-commitment. In other words, when there is career-planning, self-esteem is enhanced, and i... 본 연구는 경력계획(career-planning)이 경력만족(career-satisfaction)과 경력몰입(career- commitment)에 미치는 영향에 대하여 개인 심리적 특성(individual psychological characteristic)인 자아존중감(self-esteem)과 자기효능감(self-efficacy)을 매개효과로 하여 실증분석을 실시하였다. 한국의 부산, 경남 지역 내에 위치하고 있는 기업의 조직구성원들을 대상으로 최종적으로 210부의 설문지를 사용하여 SPSS 14.0 통계프로그램으로 분석하였다. 빈도분석과 신뢰도 분석, 요인분석, 상관관계 분석 그리고 가설 검증을 위해 회귀분석을 실시하였다. 경력계획은 개인 심리적 특성과 경력만족, 경력몰입에 정의 유의한 영향을 미치고, 자아존중감은 경력계획과 경력만족 간의 관계 그리고 경력계획과 경력몰입 간의 관계를 매개하고 있다. 경력계획과 경력만족 간의 관계 그리고 경력계획과 경력몰입 간의 관계를 매개하기 위해서는 개인 심리적 특성 중 자기효능감 보다는 자아존중감이 더 효과적이고 유의하다. 즉, 경력계획을 가지고 있으면 자아존중감이 높아지게 되고 이는 더욱 높은 경력만족과 경력몰입을 가져온다고 할 수 있다

밀레니얼 세대의 주관적 경력성공과 조직몰입의 관계에서 경력몰입의 매개효과

오문환,김세찬,박지환 한국인터넷전자상거래학회 2022 인터넷전자상거래연구 Vol.22 No.2

The purpose of this study is to verify the relationship among subjective career success, career commitment, and organizational commitment for millennials, and also the mediating effect of career commitment between subjective career success and organizational commitment as well as the moderating effect of perceived organizational support in the relationship between career commitment and organizational commitment. For this purpose, we conducted a online survey method for millennial’s(born between 1981 and 1995) office workers to verify the relationship between study variables. As a result of data analysis through hierarchical regression analysis, it was found that subjective career success showed a positive relationship with career commitment(Hypothesis 1) and organizational commitment(Hypothesis 2), respectively. Career commitment also showed a positive relation with the organizational commitment(Hypothesis 3), and it was found that there was a significant mediating effect of career commitment(Hypothesis 4) between subjective career success and organizational commitment using 2-step regression analysis by Zhao, Lynch, & Chen(2010) and PROCESS macro by Preacher & Hayes(2008). On the other hand, in the results of examining the moderating effect of perceived organizational support in the relationship between career commitment and organizational commitment, contrary to the hypothesis(Hypothesis 5), there was no moderating effect. This study is meaningful in that it is a study on subjective career success that reflects the specificity of millennials, and attempts a new approach to organizational commitment of millennials. Finally, the theoretical, managerial implications, limitations, and future directions were discussed.

경력몰입이 조직몰입에 미치는 영향 : 경력성장기회와 코칭리더십의 조절효과

송미희(MiHee Song),정승철(SungCheol Jung) 한국자료분석학회 2022 Journal of the Korean Data Analysis Society Vol.24 No.1

본 연구의 목적은 대기업 근로자의 경력몰입, 정서적 조직몰입, 경력성장기회 및 코칭리더십간의 관계를 규명하는 데 있다. 구체적으로 경력몰입이 정서적 조직몰입에 미치는 영향을 확인하고, 경력몰입이 정서적 조직몰입에 미치는 영향에서 경력성장기회의 조절효과와 코칭리더십의 조절된 조절효과를 검증해 보고자 하였다. 이를 위해서 60대 대기업 집단(민단집단기준)에 재직하고 있는 다양한 직급과 연령의 근로자 334명을 대상으로 온라인 설문조사를 통하여 데이터를 수집하였다. 연구 결과는 다음과 같다. 첫째, 경력몰입이 정서적 조직몰입에 정적인 영향을 미치는 것으로 확인되었다. 둘째, 경력몰입과 정서적 조직몰입 간의 관계에서 경력성장기회의 조절효과가 검증되었다. 셋째, 경력몰입과 정서적 조직몰입의 관계에서 경력성장기회의 조절효과에 대한 코칭리더십의 조절된 조절효과가 통계적으로 유의하지 않은 것으로 나타났다. 그러나 신뢰구간을 90%로 설정했을 때 경력몰입, 경력성장기회 및 코칭리더십의 삼원상호작용효과가 나타나는 유의성 영역을 발견하였다. 본 연구에서는 국내 대기업 근로자를 대상으로 경력몰입이 정서적 조직몰입에 유의미한 정적 영향을 주는 것을 규명하였으며, 조절변인으로서 경력성장기회가 근로자의 정서적 조직몰입을 향상시킬 수 있다는 가능성을 보여주었다. 본 연구의 시사점과 한계점은 결론에서 다루었다. The study to investigate the moderating effect of career growth opportunities and the moderated moderating effect of coaching leadership in the impact of career commitment on affective commitment. We gathered data surveying 334 office workers of various job positions in different type of large companies. The results are as follows. First, it was verified that career commitment has a positive effect on affective commitment. Second, the moderating effect of career growth opportunities was verified in the relationship between career commitment and affective commitment. Third, the moderated moderating effect of coaching leadership was not statistically significant. However, a significance area was found in which the three-way interaction effect of career commitment, career growth opportunities, and coaching leadership appeared at 90% confidence interval. In this study, it was verified that career commitment had a positive effect on affective commitment for workers of large domestic companies. It also showed the possibility that career growth opportunities as a moderating variable can improve affective commitment. The significance and limitations of this study are discussed in the conclusion.

경력계획과 경력성공의 관계에 미치는 경력몰입의 매개역할

나기현 한국전문경영인학회 2015 專門經營人硏究 Vol.18 No.1

This study examines or anlayzes the impact of career planning on career success. Further, the mediating role of career commitment in the relationship between career planning and career success was examined. In addition, moderating roles of definite or indefinite career planning group and high or low career commitment group were examined. Data were collected from 220 employees who worked in manufacturing and service industries. The results showed as below : 1) The career planning has a positive effect on his or her career commitment and career success. Also career success was influenced positively by career commitment. So, Hypotheses 1, 2, and 3 of proposed relationship between variables were accepted. 2) The effect of career planning on career success was mediated by the effects of career commitment. So, Hypotheses 4 was accepted. 3) In addition, we conducted a multi-group path analysis to generate separate subgroup model of definite or indefinite career planning group and high or low career commitment group. In definite group, the career success was influenced directly by career planning but was not influenced in indefinite group. Further, career planning was greater extent to career commitment for definite group than indefinite group. In high career commitment group, career commitment was related career planning to effect directly or indirectly on career success but was not effected at all in low group. This research has the limitation. The research was conducted for only career planning in the personal side without considering career management in the organizational side. Regardless of the limitations, the major contribution of this study was to suggest an integrative framework that career planning lead to career commitment, and that career commitment lead to career success.

대기업 사무직 근로자의 이직의도와 경력학습, 고용가능성, 조직몰입 및 경력몰입의 관계

강인주,정철영 한국농·산업교육학회 2015 농업교육과 인적자원개발 Vol.47 No.2

The purpose of this study was to identify the causal relationships among turnover intention, career related learning, employability, organizational commitment and career commitment of office workers in large corporations. The target population of this study was all office workers who in the manufacturing subsidiaries of thirty major corporate groups listed by Fair Trade Commission. With purposive sampling method, 650 office workers were drawn from this population. 447 responses were analyzed for descriptive statistics and structural equation. The findings from analysis were as follows: ① Corrected structural equation model which was modified according to the results of hypothetical model analysis was suitable to empirical analysis on research variables. ② Career related learning and employability had direct effect on turnover intention positively, organizational commitment and career commitment had direct effect on turnover intention negatively. ③ Career related learning had direct effect on employability, organizational commitment and career commitment positively. ④ Employability had no direct effect on organizational commitment. However, employability had direct effect on career commitment positively. ⑤ Career related learning had indirect effect on turnover intention with mediation effect of employability. However career related learning had indirect effect on turnover intention with suppression effect of organizational commitment and career commitment. ⑥ Employability had no indirect effect on turnover intention with each organizational commitment and career commitment, but had indirect effect on turnover intention with suppression effect of sum of organizational commitment and career commitment. 이 연구는 대기업 사무직 근로자의 이직의도와 경력학습, 고용가능성, 조직몰입 및 경력몰입의 관계를 구명하는데 그 목적이 있었다. 이를 위하여 30대 그룹에 속한 18개 제조 계열사 사무직 근로자 650명을 유의표집 하였다. 최종 447명의 응답을 구조방정식모형을 이용하여 분석하였으며, 구체적인 연구결과는 다음과 같다. 첫째, 대기업 사무직 근로자의 이직의도와 경력학습, 고용가능성, 조직몰입 및 경력몰입 간의 인과모형의 적합도가 모두 양호한 것으로 나타나 변인 간의 인과관계를 타당하게 예측하였다. 둘째, 경력학습과 고용가능성은 이직의도에 직접적으로 정적인 영향을 미치고, 조직몰입과 경력몰입은 이직의도에 직접적으로 부적인 영향을 미쳤다. 셋째, 경력학습은 고용가능성, 조직몰입 및 경력몰입에 직접적으로 정적인 영향을 미쳤다. 넷째, 고용가능성은 조직몰입에 직접적인 영향이 없었으며, 경력몰입에는 직접적으로 정적인 영향을 미쳤다. 다섯째, 경력학습과 이직의도의 관계에서 고용가능성, 조직몰입 및 경력몰입의 간접효과를 확인하였으며, 고용가능성은 매개변인으로, 조직몰입과 경력몰입은 억제변인으로 작용하였다. 여섯째, 고용가능성과 이직의도의 관계에서 조직몰입과 경력몰입 각각의 간접효과는 없었으나, 조직몰입과 경력몰입을 합한 총간접효과는 유의하게 나타났으며 억제변인으로 작용하였다.

국내 경력몰입 관련 연구의 선행변인 및 결과변인에 관한 메타분석

장미경,이영민 강원대학교 사회과학연구원 2023 사회과학연구 Vol.62 No.2

This study conducted a comprehensive meta-analysis on the factors influencing career commitment in the context of Korea. By systematically reviewing existing literature, the researchers analyzed the strength of relationships between various factors and career commitment. They began by identifying 678 relevant papers on career commitment and subsequently narrowed down their focus to 108 papers that met the criteria for meta-analysis. The researchers utilized empirical studies with correlation coefficients (r values) that could be transformed into effect sizes. To analyze the data, they employed CMA 4.0 software, ensuring rigorous scrutiny to minimize errors in the meta-analysis. Heterogeneity and publication error checks were conducted to enhance the accuracy of the results. The findings of this analysis indicated that certain individual factors, such as job satisfaction, organizational commitment, career satisfaction, person-organizational fit, person-job fit, person-manager fit, self-directed learning, self-efficacy, self-esteem, career planning, and growth desire, had a positive impact on career commitment. Conversely, job stress was found to exert a negative influence. Among organizational factors, positive effects on career commitment were associated with mentoring function, HR system, growth opportunities, organizational support awareness, and leader-member exchange (LMX). On the other hand, work-family conflict had a negative impact among environmental factors. Furthermore, the study revealed that career commitment led to increased career satisfaction, organizational commitment, job satisfaction, and job innovation behavior. However, it was also found that career commitment was negatively linked to turnover, career change intention, and job burnout. This research represents a pioneering effort in systematically and comprehensively analyzing the factors contributing to career commitment within the Korean context. It provides valuable insights for both theoretical and empirical investigations in future studies concerning career commitment.

대기업 종사자의 직무성과와 경력개발지원, 조직몰입, 경력몰입 및 조직시민행동의 인과적 관계

손규태,김진모 한국농·산업교육학회 2015 농업교육과 인적자원개발 Vol.47 No.3

The purpose of this study was to identify a causal relationship among job performance, support for career development, organizational commitment, career commitment, and organizational citizenship behavior of employee in large corporations. The population for this study was employees of 1,000 companies list by the KCCI(Korea Chamber of Commerce and Industry) and 322 questionnaires were used for analysis after data cleaning. All data analysis was accomplished by structural equation modeling, using the AMOS 20.0. An alpha level of 5% was established prior for determining significance. The findings of the study were as follows: First, the fix indices of causal model among job performance, support for career development, organizational commitment, career commitment, and organizational citizenship behavior were suitably identified. Second, organizational citizenship behavior had a statistically significant effect on job performance; organizational commitment and career commitment had a statistically significant effect on organizational citizenship behavior; support for career development had a statistically significant effect on organizational commitment and on career commitment. Third, support for career development had a statistically significant effect on job performance with the single mediation effect of career commitment and organizational citizenship behavior, and dual mediation effect of organizational commitment and organizational citizenship behavior and career commitment and organizational citizenship behavior. 본 연구의 목적은 대기업 종사자가 인식한 직무성과와 경력개발지원, 조직몰입, 경력몰입 및 조직시민행동 간의 인과적 관계를 구명하는 데 있다. 구체적으로는 대기업 종사자가 인식한 직무성과와 경력개발지원, 조직몰입, 경력몰입 및 조직시민행동의 인과적 모형의 변인 간 인과관계 예측 적합도, 대기업 종사자가 인식한 직무성과와 경력개발지원, 조직몰입, 경력몰입 및 조직시민행동 간의 영향관계, 대기업 종사자가 인식한 직무성과와 경력개발지원 간의 관계에서 조직몰입, 경력몰입 및 조직시민행동이 갖는 매개효과를 검증하였다. 본 연구의 모집단은 대한상공회의소에서 제공하는 1000대 기업(매출액순)에 종사하는 종사자이며, 총 322부를 분석에 사용하였다. 자료분석은 AMOS 20.0 통계프로그램을 이용하여 구조방정식을 실시하였다. 본 연구의 결과로 첫째, 본 연구에서 설정한 변인 간 인과관계 모형은 독립변인과 종속변인 간의 인과관계를 타당하게 예측하는 것으로 나타났다. 둘째, 대기업 종사자가 인식한 직무성과에는 조직시민행동이, 조직시민행동에는 조직몰입과 경력몰입이, 조직몰입에는 경력개발지원이, 경력몰입에는 경력개발지원이 통계적으로 유의한 영향을 미치는 것으로 나타났다. 셋째, 대기업 종사자가 인식한 경력개발지원은 경력몰입과 조직시민행동을 단일로 매개하여, 조직몰입 및 조직시민행동과 경력몰입 및 조직시민행동을 이중으로 매개하여 직무성과에 통계적으로 유의한 영향을 미치는 것으로 나타났다.

경력 정체감과 조직 몰입 간 관계: 경력 몰입의 매개효과와 개인-조직 적합성의 조절효과를 중심으로

이수현,송민영,이의연,강혜선 한국인사조직학회 2023 인사조직연구 Vol.31 No.3

Managers need to manage employees’ perception of their careers, as emphasized in various field studies and research. Researchers have pointed out that modern workers are becoming more sensitive to organizational career management, which could ultimately negatively affect their attitudes and performance. However, current literature tends to focus more on job-related attitudes and performance. This study aimed to explore the impact of employees' career-plateau perception on organizational commitment, considering that individual attitudes towards work could easily transition into attitudes towards the organization. This study also proposed that the mediating effect of career commitment exists in this relationship, suggesting that a high level of person-organization fit could amplify the negative impact of career plateau. Analyzing data from 296 employees, the results revealed that, as hypothesized, employees with a strong sense of career plateau exhibited lower organizational commitment. Additionally, the negative relationship between career plateau and organizational commitment was mediated by career commitment. Moreover, individuals who perceived a higher level of person-organization fit showed a stronger negative relationship between career plateau and career commitment. When examining the moderating effect of job position, this trend was more pronounced among employees in higher positions. Based on these findings, this study proposed the need to manage employees' attitudes towards the organization by managing their experiences related to career plateau within the organization. Furthermore, some practical implications for employee career management were suggested.

Effect of regional public corporation women employee's career plateau upon subjective career success

Jong-Chul Ha,Hyeon-Suk Park 한국유통과학회 2018 The Journal of Industrial Distribution & Business( Vol.9 No.10

Purpose – Korean women suffered from serious experience at unfair personnel practice in the work and coexistence between work and home affairs. The study examined woman workers' career plateau perception and success who worked for local public enterprises, that is to say, regional public corporation invested by local government, and investigated mediating effect of dual commitment as well as control effect of self-efficacy from point of view of various access to variables. Research design, data, and methodology – The study investigated women employees of regional public corporation by empirical analysis. The author collected 337 copies from 380 copies and made use of 325 copies after excluding copies with improper answer. SPSS 24.0 and AMOS 24.0 were used. Results – The study investigated effect of career plateau (structure and content) upon subjective career success (job satisfaction and career commitment) according to questionnaire material: First, not only structural plateau but also content career plateau had negative influence upon dual commitment (structure and career). Second, dual commitment had positive influence upon subjective career success from point of view of organizational commitment and career commitment. Third, structural career plateau had positive influence upon career success, and content career plateau had positive influence upon job satisfaction. Fourth, structural career plateau did not have significant influence upon job satisfaction, content career plateau and career satisfaction. Fifth, subordinate variables (organizational commitment and career commitment) had mediating influence upon career plateau cognition and subjective career success. Sixth, self efficacy did not control career plateau cognition and subjective career success. Conclusions – Women employee's career plateau cognition mediated dual commitment to have influence upon career success and to be likely to help career success theory study. Career plateau had negative influence upon dual commitment and career success of women workers. The study shall give base of counteraction from point of view of control and motivation of women workers thinking of career plateau.

호텔종사원의 경력특성이 경력몰입과 고객지향성에 미치는 영향

이수광(Soo Kwang Lee),최우성(Woo Sung Choi) 한국경영학회 2006 經營學硏究 Vol.35 No.2

In the 21st century, employment relation has shifted from relational contract to transactional contract in order to build a flexible human resource management system, as the employment condition has changed and a new era of strategical management has arrived. These changes have caused to disparage the employees’organizational commitment, while increasing career commitment and altering general attitude toward job series or jobs as a degree of motivation to work in the job series or the job one chooses. A variety of studies on career commitment has been increasing. But, most of the studies have focused on a group of professionals. Since Blau(1985) developed a measurement of career commitment, the studies have been conducted in various fields. However, there has been no study on employees in service sectors, such as the hotel industry.The Purpose of this study is to find the Effects of Career Commitment and Job Performance on the Hotel Employee’s Career Characteristics. To accomplish this purpose, literary study has been conducted to form hypotheses. Samples were selected from employees of the five-star (first-class & second-class) hotels in Seoul. A total of 400 questionnaires was distributed and 324 results were collected. finally, 277 questionnaires were used for the actual analysis. The reliability & validity have been tested with the 277 questionnaires, and hypotheses have been verified by simple, multiple and mediation regression analyses. The findings of the study were as follows:First, career characteristics, those who actively planned their own career moves or decisions, those who were satisfied with their selection or decision in life, those who had more career opportunity or potential development, those who had knowledge and ability to support their career life, those who had higher expected utility of present job, and those who had been given more opportunities to learn up-to-date knowledge and skills by the organization have shown a higher career commitment. Second, a higher career commitment leads to a higher job performance. Third, growth opportunity have shown a higher customer-orientedIn conclusion, hotels need to manage the workers using systematic & scientific means so as to have workers committed to their career with great attention to career commitment.