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Influence of R&D Employees' Social Network and Self-Esteem on Organizational Commitment and Career Orientation

R&D 인력의 사회적 네트워크와 자아존중감이 조직몰입과 경력지향성에 미치는 영향

  • 이동백 ((주)미래테크놀로지 경영지원부) ;
  • 박성환 (동서대학교 컴퓨터공학부) ;
  • 강민형 (건국대학교 신산업융합학과)
  • Received : 2016.11.05
  • Accepted : 2016.12.24
  • Published : 2016.12.31

Abstract

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.

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