The purpose of this study was to examine the relationships among organizational culture, leaders’ vision of talent, HR functions, training, and organizational commitment of employees who have experienced a career change. A total of 484 responses were analyzed using structural equation modeling based on data obtained from the Human Capital Corporate Panel (HCCP) survey in South Korea. The findings indicated that organizational culture positively influenced HR functions and organizational commitment. Additionally, HR functions directly affected organizational commitment while the leaders’ vision of talent indirectly affected their organizational commitment via HR functions. Furthermore, training practices positively moderated the relationship between HR functions and organizational commitment. Discussion, implications, and recommendations are elaborated.

中文翻译：

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组织文化，领导者的人才观以及人力资源职能对职业转变者的承诺：韩国培训的调节作用

这项研究的目的是研究组织文化，领导者的人才观，人力资源职能，培训以及经历过职业变更的员工的组织承诺之间的关系。基于从韩国人力资本公司专家组（HCCP）调查获得的数据，使用结构方程模型对总计484个响应进行了分析。调查结果表明组织文化对人力资源职能和组织承诺产生了积极影响。此外，人力资源职能直接影响组织承诺，而领导者的人才愿景则通过人力资源职能间接影响其组织承诺。此外，培训实践积极缓解了人力资源职能与组织承诺之间的关系。讨论，影响，