ScholarWorks@Dongguk University: Kim, Hyon dong

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Kim, Hyon dong (김현동)

Dongguk Business School (Department of Business Administration)

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Tel 02-2260-3282
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직장가정생활 부정적전이:3||경력목표:3||가정직장생활 부정적 전이:3||3차.7차 여성관리자패널조사:2||Careers:2||유연근무제도 수요:2||성별:2||gender:2||3rd and 7th female manager panel dataset:2||flexible work scheduling demands:2||career goal:2||Economic Efficiency:1||Employee contribution and commitment:1||Employee turnover:1||Empowerment practice:1||English language confidence:1||Englishmedium instruction:1||Female manager promotion numbers:1||Flexible work arrangements (FWAs):1||Formal mentoring:1||GPA:1||Gender:1||Gender Role:1||Gender diversity:1||Gender diversity spillover effect:1||Groupbased payforperformance plan:1||HR process:1||Hiring Disability Workers:1||Husband Housework:1||Implicit quota theory:1||Income Level:1||Internal Hiring:1||Job Satisfaction:1||Job mobility:1||KWMP:1||Labour market:1||Management techniques:1||Manager Gender:1||Married Women’s Employment Status and Housewife:1||Mediation Model:1||Negative workfamily:1||Negative workfamily interactions. career goal:1||Negative workfamily interactions. women friendly organizational culture:1||Organizational Contribution.:1||Outsourcing Hiring:1||Positive Perceptions About Husband:1||Positive Workfamily Transfers:1||Social Networking Service (SNS) Usage:1||South Korea:1||Strategic HR function:1||Strategies targeting female markets:1||Submissive Loyalty to Organization:1||Submissive loyalty to organization:1||Surveys:1||Work Environment:1||Workfamily conflict relationships:1||Workfamily spillovers:1||Workplace Attitudes:1||avoidance behavior:1||career development programs:1||college stopout:1||competition in samegender relationships:1||demand for flexible work arrangements:1||employment outcomes:1||familyfriendly practices:1||familyfriendly programs:1||familysupportive supervision:1||familywork spillover:1||foreign language anxiety:1||future career information:1||gap between expected and actual wage:1||gender difference:1||gender discrimination perception:1||graduation delay:1||instructor competence:1||job preferences:1||job ranks:1||manager gender:1||mentoring:1||mentoring functions:1||multinomial logistic regression analysis:1||negative workfamily spillovers. turnover intention:1||parenthood:1||perceived organizational support (POS):1||positive and negative workfamily spillover:1||promotability of Korean female managers:1||selfesteem:1||stopout reasons:1||supervisor gender:1||universities in seoul:1||womenfriendly supervisor:1||workfamily conflicts:1||workfamilyspecific supervisor:1||가구의 소득수준:1||가정일 갈등:1||경력위주채용:1||경제적 효용:1||관계지향적리더십:1||관리자의 성별:1||구직조건 선호도:1||긍정적.부정적 직장가정 전이:1||기대임금과 실제임금 격차:1||남편 가사활동:1||남편과의 부부싸움:1||남편에 대한 긍정적 인식:1||능력 및 성품 위주 채용:1||멘토링 기능:1||서울 소재 대학:1||성별 차이:1||성역할인식:1||여성 친화적 기업문화:1||여성관리자패널:1||여성배우자의 종사상지위와 전업주부여부:1||우울증:1||의사소통애로:1||이직의도:1||일가정 갈등:1||일가정 양립제도:1||자녀부양책임감:1||자녀출산:1||자존감:1||자체 모집:1||작업환경:1||장애인 고용의 조직기여도:1||장애인고용:1||조직우선시문화:1||조직우선주의:1||졸업유예:1||직장가정생활의 긍정적 전이:1||진로개발 프로그램:1||취업성과:1||취업알선업체 모집:1||학점:1||휴학경험:1||휴학유형:1||희망직업 인지도:1||Big Five Personality:1||Career Vs. Ability & Personality Selection:1||Career goals:1||Childbirth:1||Childcare Obligations:1||Communication Abilities:1||Communication Difficulty:1||Conflicts With Husband:1||Contingency perspective:1||Depression.:1||

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