본 연구는 조직 내ㆍ외부의 경력 개발 네트워크들과의 관계 강도와 다양성 수준의 조합에 따라 기업가형(S-S-H), 전통형(S-S-L), 내부기업가형(S-W-H), 내부폐쇄형(S-W-L), 외부기업가형(W-S-H), 외부 폐쇄형(W-S-L), 기회주의형(W-W-H), 수동형(W-W-L)의 8개의 경력개발 네트워크로 분류한 후 각각의 네트워크 유형이 경력성공에 미치는 영향을 문헌연구를 통해 개념적으로 고찰하였다. 이 중에서 조직 내부와 외부 모두 강하고 다양한 유대로 연결된 기업가형(S-S-H)개발 네트워크는 이상적이기는 하나 네트워크를 유지하는 데는 시간과 비용의 제약이 따르게 되므로 실용적 관점에서 본 연구가 주목한 것은 내부기업가형(S-W-H)과 외부기업가형(W-S-H) 경력 개발 네트워크 중 어느 쪽이 경력성공에 유리한가를 밝히는 것이었다. 내부기업가형 경력 개발 네트워크(S-W-H)를 가진 개인들은 외부기업가형 경력 개발 네트워크를 (W-S-H)가진 개인들보다 더 많은 정보와 자원 접근성, 경력 후원을 받음으로써 궁극적으로 객관적 경력 성공(급여, 승진)과 주관적 경력성공(경력만족, 고용가능성)에 더 유리할 것으로 기대된다.

We conducted a literature study to conceptually understand how different network types influenced career success. Network types were classified into eight of entrepreneurial(S-S-H), intrapreneurial (S-W-H), intra-closed(S-W-L), traditional(S-S-L), extrapreneurial(W-S-H), extra-closed(W-S-L), opportunistic(W-W-H), and receptive(W-W-L) types according to the combination of relational strength and diversity with career developmental networks of intra- and extra-organization. Although the entrepreneurial career developmental network(S-S-H) is ideal due to its strong intra- and extra-organizational ties and its network diversity, it takes a lot of time and money to maintain this type of network. Thus, this study took a more practical approach and examined whether the intrapreneurial career developmental network(S-W-H) or the extrapreneurial career developmental network(W-S-H) is more advantageous to career success. As individuals who have intrapreneurial career developmental networks(S-W-H) are more likely to have access to more information, resources, and career sponsorship than those who have extrapreneurial career developmental networks(W-S-H), they are expected to achieve higher levels in both objective career success(salary and promotion) and subjective career success(career satisfaction and employabilty).

We conducted a literature study to conceptually understand how different network types influenced career success. Network types were classified into eight of entrepreneurial(S-S-H), intrapreneurial (S-W-H), intra-closed(S-W-L), traditional(S-S-L), extrapreneurial(W-S-H), extra-closed(W-S-L), opportunistic(W-W-H), and receptive(W-W-L) types according to the combination of relational strength and diversity with career developmental networks of intra- and extra-organization. Although the entrepreneurial career developmental network(S-S-H) is ideal due to its strong intra- and extra-organizational ties and its network diversity, it takes a lot of time and money to maintain this type of network. Thus, this study took a more practical approach and examined whether the intrapreneurial career developmental network(S-W-H) or the extrapreneurial career developmental network(W-S-H) is more advantageous to career success. As individuals who have intrapreneurial career developmental networks(S-W-H) are more likely to have access to more information, resources, and career sponsorship than those who have extrapreneurial career developmental networks(W-S-H), they are expected to achieve higher levels in both objective career success(salary and promotion) and subjective career success(career satisfaction and employabilty).

career, career success, social capital, career developmental network