이사회 임기와 혁신성과의 역 U자형 관계: 이사회 성별 다양성과 독립 사외이사 비율의 조절효과

The shift in perceptions of lifelong jobs in the firm employment market is affecting the change in career activities of the employees in the firm. A career paradigm shift that seeks to capture employment opportunities in a variety of markets through self-directed career management that emphasizes individual expertise, unlike the past, where career management focused on organizational commitment was required for a long-term career success in an enterprise. It is being strengthened because of the differentiation from the head office policy, cultural differences in industrial relations, and open and flexible organizational members in multinational corporations, employment and job instability are higher than general domestic firms, individual-led career management is an important issue in enhancing competitiveness of organizational members. The purpose of this study is to verify empirically the relationship between the self-efficacy, desire of growth, and job challenge, which are individual factors influencing career management on the success of career in multinational corporations. As a result, a total of 366 questionnaire data were collected and analyzed for a total of 27 multinational corporations in Korea. As a result, it was found that job challenge was more influential than self-efficacy or desire of growth for multinational companies’ In addition, career completement does affect the career success of multinational corporations, unlike career attitude, which shows that objective and flexible career attitude is more important than immovable characteristic.