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      여성의 경력장애와 이직의도에 대한 연구 = A Study on Relationship between Career Barriers and Turnover Intention

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      https://www.riss.kr/link?id=A5067270

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      다국어 초록 (Multilingual Abstract) kakao i 다국어 번역

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      This Study empirically examined the relationship between career barriers and career success of working women. Two forms of career barriers, opportunity-related barriers, immediate superior`s prejudices, were defined. It was analyzed what effects these two forms of the barriers have on career success. In addition, career barriers and turnover intention were explored as mediators of the relationship. Multiple hierarchical regression analyses were undertaken using data from 290 work women. The result of this study can be summarized as follows. First, only opportunity-related barriers were negatively related to career success. Second, career success was negatively related to turnover intention. Third, career success was not found to have mediating effects. Instead, women-friendly HRM partly was found to have moderating effects.
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      This Study empirically examined the relationship between career barriers and career success of working women. Two forms of career barriers, opportunity-related barriers, immediate superior`s prejudices, were defined. It was analyzed what effects these...

      This Study empirically examined the relationship between career barriers and career success of working women. Two forms of career barriers, opportunity-related barriers, immediate superior`s prejudices, were defined. It was analyzed what effects these two forms of the barriers have on career success. In addition, career barriers and turnover intention were explored as mediators of the relationship. Multiple hierarchical regression analyses were undertaken using data from 290 work women. The result of this study can be summarized as follows. First, only opportunity-related barriers were negatively related to career success. Second, career success was negatively related to turnover intention. Third, career success was not found to have mediating effects. Instead, women-friendly HRM partly was found to have moderating effects.

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