초록 열기/닫기 버튼
Workers have believed that they can perform their duties as long as they want by working diligently if included to one organization. But, organization must reduce classes, make horizontal organization, fulfill employment adjustment and make changes of outsourcing, employment relation, etc. so as to respond the environment which is changed from various angles. Because of the changes of administrative environment, individual employee has to study and challenge new things continuously. Study the purpose of this study is to provide basic materials so that workers of organization can develop and manage career efficiently. The results of this study can be abstracted as follows. if examining the career commitment and turnover intention, the more career concentration is, the less turnover intention is. And, as their career is more, they want to remain in the organization rather than turn over. For the relationship between career satisfaction and turnover intention, the more they satisfy their career, the less their turnover intention is. It has the context same as the studies of precedent researchers, Aryee & Tan, Carson & Bedian, Darden, Hampton & Howell and Lee, Jong Chan. Also, value aiming character plays a negative variable for seniors' support in the relationship with career concentration. It means that the involvement of seniors decrease their career concentration for the value aiming workers. Among the career commitment, value aiming workers showed that seniors' support plays a role to decrease career concentration. It can be seen by distrust for seniors. Therefore, seniors must be meticulous interests in workers so as to form complementary relations between company and workers.
