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Career success orientation of Korean women bank employees

Career success orientation of Korean women bank employees Investigates how Korean women employees define their success at work, and how those definitions differ by demographic variables, such as age, years of work experience, marital status, and education level. The instrument used is the modified Career Success Map Questionnaire, which was originally developed to measure people's career success orientation. A sample survey was conducted with a sample of Korean women employees in a large Korean bank. Implies, when comparing the results with other studies sampling both men and women (or women only) in either a US or Korean context, that women's career perceptions and career success in a specific culture could differ from those in the same culture, as well as in another culture. Therefore, it is advised that theories should not make the same assumptions regarding career phenomena cross‐culturally, in addition to cross‐gender. Moreover, the managerial implications of this study indicate that organizations can motivate employees with different incentives and options according to their internal orientations, which may differ by gender and cultural background. http://www.deepdyve.com/assets/images/DeepDyve-Logo-lg.png Career Development International Emerald Publishing

Career success orientation of Korean women bank employees

Career Development International , Volume 9 (6): 14 – Oct 1, 2004

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References (29)

Publisher
Emerald Publishing
Copyright
Copyright © 2004 Emerald Group Publishing Limited. All rights reserved.
ISSN
1362-0436
DOI
10.1108/13620430410559179
Publisher site
See Article on Publisher Site

Abstract

Investigates how Korean women employees define their success at work, and how those definitions differ by demographic variables, such as age, years of work experience, marital status, and education level. The instrument used is the modified Career Success Map Questionnaire, which was originally developed to measure people's career success orientation. A sample survey was conducted with a sample of Korean women employees in a large Korean bank. Implies, when comparing the results with other studies sampling both men and women (or women only) in either a US or Korean context, that women's career perceptions and career success in a specific culture could differ from those in the same culture, as well as in another culture. Therefore, it is advised that theories should not make the same assumptions regarding career phenomena cross‐culturally, in addition to cross‐gender. Moreover, the managerial implications of this study indicate that organizations can motivate employees with different incentives and options according to their internal orientations, which may differ by gender and cultural background.

Journal

Career Development InternationalEmerald Publishing

Published: Oct 1, 2004

Keywords: Women; Careers; Career development; Korea

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