The Impact of Corporate Career Development Programs on Employment Stability and Turnover Intention

서지정보

· 발행기관 : 한국경영컨설팅학회
· 수록지 정보 : 경영컨설팅연구 / 24권 / 6호 / 37 ~ 57페이지
· 저자명 : 민병원, 김현철

초록

Modern companies invest significant efforts to remain competitive. Companies are considered important factors in enhancing employee capabilities and promoting organizational growth. Corporate career development programs differ in their structure at the organizational and individual levels. Organizational career development refers to the systematic opportunities provided by companies to enable employees to improve their skills and grow successfully within the organization. These programs provide employees with opportunities to acquire new knowledge and skills, thereby increasing their potential for growth within the company. On the other hand, career development at the individual level refers to activities initiated by employees to advance their careers, such as self-directed learning, career planning, personal networking, and professional development. These self-directed efforts are key anchors that enable employees to manage their careers and grow into more valuable assets within the organization. This study aims to demonstrate the necessity, interrelationships, and differential effects of career development at the organizational and individual levels through quantitative analysis, emphasizing the need for effective corporate career development systems. To measure the impact of these programs on job security and turnover intentions, a survey was conducted from September 11 to September 20, 2024, collecting 202 responses. After analyzing 168 valid responses excluding 34 insincere responses, the effective sample ratio was 83.16%. The results explored the dual effects of career development programs on job security and turnover intention. Career development can enhance job security, but in some cases, it can also undermine it. Especially when internal career opportunities are not provided, career development can increase turnover intention. This study emphasizes the need for new human resource management strategies to enable organizations to adapt to the rapidly changing competitive environment and achieve specific management goals.
Employees' personal growth is critical to the success of organizational career development, and this growth ultimately contributes to corporate performance. It is important to recognize the complementary relationship between the two dimensions, and when organizational and individual career development programs are effectively integrated, positive synergy occurs for both employees and the organization.
In the future, companies should focus on developing customized career development programs that fit the characteristics and capabilities of individuals, fostering a mentoring system that supports experience sharing and growth, and promoting a lifelong learning culture. In addition, companies should implement a performance recognition and reward system to motivate employees and continuously improve career development programs through regular effectiveness evaluations.

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