• Journal of the Korea Institute of Information and Communication Engineering
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• v.25 no.8
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• pp.1019-1025
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• 2021

Support policies such as education and training for re-employment of career-interrupted women are being implemented, but they are not being effectively employed. In addition, it is difficult for women with high educational background to re-enter, such as having to revise their previous careers or plan a new career for re-employment. In the previous studies, there was insufficient research to solve fundamental problems for re-employment, such as promising jobs with high employment opportunities. Therefore, when developing a curriculum for women with career interruptions, it was felt the need to select educational occupations that would be helpful in finding employment by age and educational background of the trainees. In this study, data on vocational training education of women with career interruptions were used to analyze the educational occupations with the highest employment rate by age and educational background.

• Journal of Korea Society of Industrial Information Systems
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• v.15 no.5
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• pp.197-209
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• 2010

The present state of the IT industry show workers with core capability KSA required by the IT industry having a high frequency of leaving for other industries or having the intention of doing so. This is not beneficial for the worker's career as well as the entire IT industry. Therefore, the purpose of this research is to support the development and management of IT human resources by selecting self-efficacy along with core capability KSA as the variables for researching career commitment and career change intentions. The results are as follows. It was found that the technical KSA and behavioral KSA of IT workforce influences self-efficacy. Self-efficacy has a significant effect on career commitment. It was found that managerial KSA has no effect on self-efficacy and career commitment.

• Korean Journal of Culture and Social Issue
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• v.20 no.2
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• pp.107-131
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• 2014

This driving simulation study examined relative differences in driving anger as the functions of drivers' gender and driving experiences, and actor-observer perspectives when they were exposed in two anger-provoking driving scenarios(cutting-in and sudden stop). The results showed the followings. First, neither drivers' gender nor driving experience, when they were considered independently of the driving situation types and actor-observer perspectives, yielded significant difference in driving anger. Second, actor-observer effect on driving anger was observed only in the cutting-in condition where other driver's intension was emphasized. Third, the female drivers of low driving experience tended to show the strongest tendency of actor-observer bias in the cutting-in condition. These results suggested that the levels of driving anger as the functions of drivers' gender and driving experience can be differed by types of driving situation as well as perspectives of drivers' interpreting the situations.

• Proceedings of the Korea Technology Innovation Society Conference
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• 1999.05a
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• pp.365-380
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• 1999

현재 이공계 고급인력의 경력이동은 매우 기형적인 패턴이다. 연구인력과 연구시설의 불균형이 심각하다. 본 연구는 고급인력의 경력이동과 관련된 문제점과 그에 따른 연구여건의 변화의 실태를 분석했다. 실태분석에 나타난 결과를 바탕으로 고급인력의 유동성을 국가적으로 최적화할 수 있는 정책방향을 틀을 제시하였다.

• Electric Engineers Magazine
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• v.173 no.1
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• pp.28-38
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• 1997

전력기술관리법에서 전력시설물에 대한 설계 및 감리제도를 신설하고 전력기술인 및 감리원의 경력 관리제도를 마련하여 부실공사를 미연에 방지하고 전력기술인의 권익신장 및 편의를 도모할 수 있도록 하였습니다. 전력기술인이란 감리원의 등급 또는 경력의 확인을 받고나 하는 전력기술인 및 감리원을 고용하고 있는 관리주체 또는 사용자는 소속된 전력기술인 및 감리원의 현황을 한국전력기술인협회에 제출하여야 합니다.

• Journal of Labour Economics
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• v.36 no.2
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• pp.37-65
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• 2013

This study compares the return to seniority and experience among different groups of workers. Skilled workers in large company appear to enjoy the biggest seniority premium, while non-regular workers and small company workers hardly have any. Trade union did not have significant effect. Return to experience increased especially in large firms. Nonparametric model specification test shows that the biases for returns to seniority and experience of 30 years to be between -25~29%, and -42%~6%, respectively.

• Proceedings of the Korean Institute of Navigation and Port Research Conference
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• 2010.10a
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• pp.118-120
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• 2010

해상교통안전에 영향을 미치는 수역의 설정 및 개발 등으로 항해안전 위험요인을 조사, 측정 및 평가하여 선박의 안전한 통항로를 확보하기 위한 진단을 의무화한 해상교통안전진단제도가 시행되었다. 그러나 진단대행자 경력인정기준이 수학적 오류는 물론 비대칭적으로 설계되어 책임진단업무를 극소수로 제한함으로 해상교통안전을 저해하고, 기회균등의 공정사회 구현에 역행 할뿐만 아니라 건전한 학문발전 분위기를 해치는 등 폐단을 초래하고 있다. 본 논문에서는 경력인정방법의 오류와 탈법적 요소들을 고찰하고 그로 인한 폐단을 탐색하여 해상교통안전 진단제도가 공공성, 사회성, 공익성을 기반으로 한 합목적 제도로 발전 할 수 있는 경력인정설계 방안을 제안하고자 한다.

• Journal of Korean Public Health Nursing
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• v.30 no.1
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• pp.83-92
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• 2016

Purpose: In this study, factors affecting career satisfaction of nurses were explored in the career development and career plateau. Methods: Participants were 143 nurses drawn from a general hospital in Busan. independent t-test, one way ANOVA and Hierarchial multiple regression with SPSS/WIN 18.0 program were used for data analysis. Results: The mean score of career satisfaction was 2.85/5, Career development was 2.99/5, and career plateau obtained 2.53/5. The extent of the career satisfaction differ according to age(F=3.60, p=.030), marital status(t=2.42, p=.017), current position(F=6.61, p=.002), total clinical career(F=3.36, p=.023), and work unit(t=0.95, p=.029). The influencing factors in career satisfaction of clinical nurses were organizational career management, career plateau and individual career planning. $R^2=.415$. Organizational career management was the highest significant predictor of career satisfaction(${\beta}=.325$). Conclusion: Factors influencing career satisfaction were organizational career management, career plateau and individual career planning. Thus a program for career development of organization is needed.

• 한국벤처창업학회:학술대회논문집
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• 2016.04a
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• pp.177-179
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• 2016

본 연구의 목적은 우리나라도 초 고령화시대가 도래 하고 있다. 80세의 평균수명이 100세 까지 늘어나면서 인생을 바라보는 관점이 달라지고 있다. 평생직장이 아닌 평생 직업으로 바뀌면서 정년 후 무엇을 하며 어떻게 살아갈 것인가. 경찰관 역시 후반전 인생설계를 하지 않을 수가 없다. 그러나 실상은 격무에 시달리고 퇴직 준비를 제대로 못하며 임무가 산적된 경우가 경찰관의 다반사가 현 실태이다. 그러면 이와 관련된 창업의 전 단계를 알아보자"퇴직예정 경찰관에게 심리적 특성요소들이 창업의지에 미치는 영향"과 -경력지향성의 조절효과 중심으로, 이에 부합되도록 예비창업가의 심리적 특성요인에 변수 요소를 찾아보면 사회적지향성, 성취욕구, 위험감수성, 자기 효능감, 창의성의 5가지 독립요소로 정리하고 창업의지를 종속 변수로 하여서 이들 간에 어떠한 영향을 미치는지 여부를 확인하고 마찬가지로 예비창업자 경력과 창업의지와 관계를 알아보며 경력지향성에 포함되는 요소들 관리, 사업, 안정, 기술, 자율지향성은 퇴직경찰관의 심리적 특성요인과 창업의지에 조절변수 요소들로 상관관계들을 검토해보기 위해서 연구모형과 가설을 세워본다. 또한 이를 위하여 검증단계로 현직경찰관 154명에 대한 설문지를 발송하였으며 접수가 완료되면 검증을 실시하기 위해 통계분석 처리를 할 예정이다. 첫째. 예비창업자의 개인적 특성으로 구성하는 요소들은 사회적지향성, 성취욕구, 위험감수성, 자기 유능감 창의성은 창업의지와 (+)정의 관계로 창업의지에 영향이 미칠 것이다. 둘째. 예비창업자의 경력이 창업의지와 (+)정의 관계로 창업의지에 영향이 미칠 것이다. 셋째. 예비창업자 경력 지향성에는 관리지향성 사업지향성 자율지향성 기술지향성 안정지향성은 심리적 특성과 창업의지에 조절효과로 정(+)의 관계로 영향을 미칠 것이다.

• 대한공업교육학회지
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• v.33 no.2
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• pp.44-71
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• 2008

This paper was intended to investigate employment conditions and career planning of ex-participants of the customized training program(CTP) in Technical High Schools for the specific Small and Medium Business through questionnaires. Results of the research were: 1. The average ex-participant of CTP was employed in small size company with 50 employees, earned 1~1.2 Million Won monthly, worked about 50 hours per week. 2. They were earnestly considering and worried about their career. They had their career goals : Engineer in production and manufacturing, CEO of a company, Design engineer. 3. They were not able to invest enough time and energy in developing their capabilities and skills. 4. There were feelings of respondents, which the main barriers of their career achievement were : (1) their deficiency of personal competencies and endurance. (2) not time enough to learn (3) the fallacy of organizational support and atmosphere.