• Journal of Korean Elementary Science Education
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• v.35 no.3
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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.

• Journal of Technology Innovation
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• v.6 no.1
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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.

• Knowledge Management Research
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• v.17 no.4
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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.

• Journal of Gifted/Talented Education
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• v.25 no.4
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• pp.493-509
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• 2015

This study analyzed the effects of university-based science education programs on the gifted's science career orientation. The subject of this study was 74 students who had university-based science gifted education programs on 2014. They took 'Science Career Orientation' tests and questionnaires before and after the program. We had a cluster analysis about pre scores on 'Science Career Orientation' as a variable. We analyzed the satisfaction level and effect of science career decision by groups after the program. As results, they were divided into four groups by cluster analysis. University-based science education program helped the increase of science career orientation in the categories indicating the low scores of the groups. They showed high satisfaction level and positive effects of science career decision, and the programs affecting their science career decision and satisfaction about that were different by groups. Satisfaction level and effects of science career decision are highly correlated.

• Asia pacific journal of information systems
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• v.9 no.4
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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.

• Journal of Korea Entertainment Industry Association
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• v.15 no.7
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• pp.205-213
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• 2021

This study was conducted to understand the effect of college students' career goal orientation on career identity through college life adaptation according to lifestyle and career decision-making self-efficacy as a medium, and to provide basic data to increase the level of career identity of college students. 331 questionnaires collected from college students located in J province were analyzed using SPSS win 24.0 as research data. The analysis found that career goal orientation, college life adaptation, career decision-making self-efficacy and career identity had a significant positive (+) correlation with one another, and college life adaptation and career decision-making self-efficacy had significant effects on career identity. The path analysis found that career goal orientation influenced career identify through the medium of college life adaptation and career decision-making self-efficacy. Accordingly, to improve the college students'level of career identity, efficient ways and programs to increase career goal orientation, college life adaptation and career decision-making self-efficacy must be prepared.

• Journal of the Korea Fashion and Costume Design Association
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• v.22 no.4
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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.

• Journal of Korea Technology Innovation Society
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• v.9 no.4
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• pp.688-714
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• 2006

This study empirically examined the career orientations of researchers who worked for government-sponsored research institutes. Specifically, we considered the individual level's variables of age, project, and organization characteristics as the influential factors of researchers' career orientations and then investigated the relationship between career orientation and work attitudes. The results, based on the survey about 373 researchers, showed that both project career orientation and technical transfer career orientation were higher as grade level or age was higher. Moreover, the preference of career orientation was changed according to the mission of institute and the project type. Finally, the study suggested some practical implications on career development management for government-sponsored research institutes and discussed the limitations and the further research directions on career development of researchers.

• The Journal of the Korea Contents Association
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• v.21 no.12
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• pp.477-489
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• 2021

This study was conducted to confirm whether organization culture unbalance plays a role as a moderating variable on the mediation process that protean career orientation influences subjective career success through continuous learning activity. To this end, a survey was carried out on 276 office workers with more than 5 years of work experience in large companies, and the data were analyzed using SPSS 25 and Process Macro v3.5. The results showed that continuous learning activity mediates the relationship of protean career orientation affecting subjective career success, but moderating effect of organizational culture unbalance and the moderated mediation effect were not statistically significant. However, statistical significance was found on the moderating effect of organizational culture unbalance on the mediation process, that 'self-direction', protean career orientation's sub-factor, affects subjective career success and its' sub-factor 'employability', and 'career satisfaction' through continuous learning activity. The significance and limitations of our findings are also discussed.

• Asia pacific journal of information systems
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• v.7 no.1
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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.