여성 관리자의 경력만족에 영향을 미치는 경력열망 그리고 멘토링/교육훈련의 효과

The female employment rate is increasing year by year, and as of 2016, 37.8% of all workers (based on large workplaces with 500 or more employees) account for 20.1% of female managers. In the management field, due to the continuous increase of female economic manpower, it is required to more aggressively manage career development of female workers at the enterprise level, but researches on career development of women are still relatively inadequate. This study was designed to examine career development of female managers based on three factors of career success presented by Campbell et al. (1970) - career aspiration (motivation) - career development activity (ability and opportunity securing) - career satisfaction. Individuals with high career aspirations will actively pursue a variety of activities to achieve their career goals. Career development behavior suggests participation in mentoring and education/ training, suggesting that this will positively affect career success. In addition, we expect that the effect of career development behavior on career success will vary depending on the ratio of female managers in the company. Therefore, we propose the following hypotheses with the theoretical model Hypothesis 1: Career aspiration of female managers will have a positive impact on mentoring. Hypothesis 2: Career aspiration of female managers will have positive effects on education and training. Hypothesis 3: The more women managers have mentoring, the more career satisfaction increases. Hypothesis 4: The more women managers participate in education and training, the more career. Hypothesis 5: The higher the percentage of female managers, the more mentoring will have higher career satisfaction than the effort for education and training. The purpose of this study is to investigate the factors affecting the career satisfaction of female managers using the original data of the "Women Manpower Panel Survey (2014)" of the orea’s Women’s Development Institute. First, the higher the career aspirations, the more mentoring. Second, the higher the career aspirations, the greater the participation in education and training activities. Third, career development activities such as mentoring and participation in education and training have a significant positive impact on career satisfaction. On the other hand, the moderating effect of female managers portion has not been verified. Based on this study, the implications of the research and future research topics were presented.