Workers' average continuous service year becomes shorter and shorter. In another respect, the shortening service year implies frequent job changes and increase of career employees. Many experts opine that such a phenomenon would continue, while the ir... Workers' average continuous service year becomes shorter and shorter. In another respect, the shortening service year implies frequent job changes and increase of career employees. Many experts opine that such a phenomenon would continue, while the irregular employees increase and individuals' views of career change. Career employees may have the characteristics different from new ones'. Career employees who have the experiences of working for other organizations should start their job life anew, breaking away from their affective relationships with their former organizations' people, their learning about the former norms, the organizational culture and core values internalized in them. In this regard, it is necessary to pay attention to their social relationships; just as the new employees need to be re-socialized, so the career employees need to be supported by their new colleagues. Namely, through the relationships with others, they can be informed of their new organization, interacting with new colleagues, to be resocialized, and after all, they can be committed to their new organization. With such basic conceptions in mind, the following study point was set up; what effects would career employees' developmental network characteristics or embeddedness and diversity have on their commitment to their new organization or a leisure business? To this end, the independent variable or the developmental network was divided in large into embeddedness and diversity indicatives. Embeddedness was examined in reference to the relational intensity of individuals' developmental network, while diversity was examined in reference to size and scope of the network and mentors' rank. The three sub-variables of the organizational commitment or affective, sustained and normal commitments were set up for the dependent variables. The data collected were processed using the SPSS 21.0 program for the multiple regression analysis to empirically examine the relationships among variables with the affective commitment, one of the sub-variables of the organizational commitment, set as a dependent variable. For this study, the employees working for 'D' Leisure Industry were sampled. In case of this business organization, the number of career employees has lately been increasing sharply; Over the last 5 years, about 15% of the new employees have been career employees on average. The leisure industry may well be characterized by the service. The quality of the service is determined at the moment when employees interact with the customers, and at the same time, the image of the business is formed. Anyway, because employees' perception and behaviors are transmitted intact to customers at the time of their services for the customers, their usual attitudes toward and perception of their organization are very important in terms of business performances. The data collected from a total of 229 career employees of 'D' company were analyzed for descriptive statistical analysis, correlation analysis and multiple regression analysis. The results of the analysis can be summarized as follows; First, it was found that the relational intensity of subjects' embeddedness of their developmental network had significantly positive effects on their affective commitment to their organization. Namely, it was found that the more close relationship the career employees would have with their supporters, the higher they organizational commitment would be. Secondly, it was confirmed that the relational net size of the diversity of the developmental network had significantly positive effects on subjects' organizational commitment. Namely, the more their supporters were, their organizational commitment was enhanced more. Thirdly, as a result of analyzing the relational net scope of the diversity of the developmental network, it was found that the wider the relationships with the supporters outside the organization was, the organizational commitment was lower. Such a finding suggests that career employees' relationship with other people outside the organization would not help to enhance their commitment to their new organization. This study may be significant in that it confirmed the characteristics of career employees' developmental network not sufficiently covered by preceding studies and further, empirically analyzed their organizational commitment. Besides, this study examined a leisure company's career employees' social relationship required for their organizational commitment and thereby, suggested some strategic approaches to the enhancement of their organizational commitment. ，韩语论文题目，韩语毕业论文 |
