• Korean Educational Research Journal
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• v.37 no.1
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• pp.47-66
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• 2016

The purpose of this study is to examine the analysis on the effect of incentive gap of teacher's merit-pay on organizational commitment and organizational citizenship behavior. The study verified the hypothetical path model and analyzed the effects of incentive gap of teacher's merit-pay, organizational commitment and organizational citizenship behavior. The subjects of the study are 762 elementary and secondary school teachers. The results of the study are as follows: Firstly, it was found that there are significant correlations among incentive gap of teacher's merit-pay, organizational commitment and organizational citizenship behavior. Secondly, incentive gap of teacher's merit-pay affects organizational commitment and organizational citizenship behavior. Lastly, S grade teachers of teacher's merit-pay are more organizational commitment and organizational citizenship behavior level were higher than A and B grade teacher. Therefore teacher's merit-pay have positive impacts to the teachers.

• The Journal of the Korea Contents Association
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• v.21 no.5
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• pp.221-233
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• 2021

This study analyzed the contents of changes in educational policy from the perspective of policy learning, based on the awareness of the lack of academic efforts to identify such phenomena despite repeated policy failures in educational policy. To this end, it has been more than 20 years since the policy was established, but it was analyzed using the policy analysis case of the teacher incentive policy, which still had severe conflicts between the government and teacher unions. As a result of the analysis, first, there were 11 changes in the policy content from the Kim Dae-jung administration to the Moon Jae-in administration. Whenever the government was newly launched, not only the contents of the policy for teacher incentives changed, but also the policy changes continued during the same government period. Second, when analyzing what kind of policy learning took place at the stage of change in each government's policy content, most of them were 'political policy learning' or 'instrumental policy learning'. Rather than a fundamental discussion about the goal of the policy, it has only repeated policy learning that adjusts only the ratio of differential payments to defend the teacher incentive policy. In order to recover from this current situation, this study suggests that it is necessary to present an alternative policy that can change the rigid society of teachers through 'social policy learning', which examines the basic values and strategies of teacher incentive policies.

• Journal of Korean Library and Information Science Society
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• v.48 no.2
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• pp.159-186
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• 2017

This study is to analyze teacher librarians' awareness about the performance-based pay system, their job satisfaction and the relationship between the two in an attempt to help make the pay system serve as catalyst in creating a positive competitive climate in the teacher community and boosting the qualifications of teacher librarian. As a result, the teacher librarians' grades were 4.1% in S, 27.5% in A, 62.5% in B, and 5.9% in the exception of incentive. The teacher librarians' awareness of the performance-based pay system level was only 2.15 point out of 7, and their job satisfaction level was 4.60 out of 7. The teacher librarians' were more satisfied with performance-based pay, participation, fairness of evaluation criteria, fairness of evaluation process and results. In conclusion, higher awareness of the teacher librarians' performance incentives showed higher job satisfaction. And we might be able to suggest the improvement plan for teacher librarian evaluation in teacher performance system.

• Journal of the Korea Convergence Society
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• v.10 no.3
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• pp.265-274
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• 2019

The purpose of this study was to explore high school teachers' subjective perception on performance-based pay system(PBPS) for teachers using Q-methodology. This study found three types of high school teachers' subjective perception on the system. Type I is named 'the type of negative perception.' The subjects of type I emphasize the PBPS is not appropriate system for motivating teachers' educational behaviors. Type II is named 'the type of neutral perception.' The subjects of type II emphasize the PBPS is a fair job evaluation, strengthening cooperative atmosphere of educational community but the system is not an usefulness for causing educational behavior etc. Type III is named 'the type of acceptive perception.' The subjects of type III emphasize the PBPS is a good policy to reward for the work most people avoid getting into and improve culture of teaching job etc.

• Korean Journal of Comparative Education
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• v.28 no.4
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• pp.221-248
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• 2018

The purpose of this study was to analyze the performance of the Daegu Happiness Competency Education Program. It was confirmed that students, parents, teachers, and education professions are aware of the middle and higher level of education for happiness in Daegu in terms of the formation and operation of the curriculum. There is no significant difference between students and parents in terms of average value, and teachers' perception level is relatively high, which is understandable in that teachers are the subjects of the curriculum organization and operation. In addition, there was no statistically significant difference between the parents and the school level, but there were significant differences between students and teachers. In particular, students' and teachers' perceptions were lowered as the number of schools increased, unlike the predictions. They showed the lowest results in the special schools, autonomous schools and special schools. The reason for this is that Daegu Happiness Competency Education was implemented in 2014, and it was because there was little room to recognize and accept the new curriculum due to the burden of college entrance examination or employment. In the future, it will naturally improve as the education process is settled, but here we can find suggestions for the establishment of Daegu Happiness Competency Education.

• Journal of the Korean Society of School Health
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• v.24 no.2
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• pp.141-154
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• 2011

Purpose: The purpose is to provide basic information for establishing improvements on performance-based pay's evaluation method of health teachers. Methods: For subjects, 200 teachers at public elementary schools and 200 health teachers at public elementary schools in Gyeonggi-do were conveniently sampled, and then surveyed through a questionnaire. The questionnaire was to recognize recognition of teachers working under the teacher's performance-based pay system, which was quoted in the questionnaire of Choi ji-hye (2005) and Lee mi-gyeong (2008). Inquiry for the recognition of teachers on evaluation of health teacher's performance-based pay system and improvements on the performance-based pay's evaluation method of health teachers were used after consultation with five incumbent health teachers and a review with the thesis director. Results: The performance-based pay's evaluation method of health teachers has the same method with general teachers in schools, so it is not fair to evaluate the performance of health teachers. The ways to improve the performance-based pay evaluation method of health teachers is as follows: first, the approval on improving 'the number of class hours' which is a detailed item of a teacher's performance evaluation criterion to 'the number of health lesson hours per week and the number of students visiting the school infirmary per week'; second, improving 'life guidance' into 'counseling results of medically-treated students, parents of students and personal hygiene guidance'; third, improving 'a teacher in charge' into 'awarding of points by being recognized as a health teacher in charge of all students and considering the economic situation of the region,; forth, improving 'difficulty of position' into 'the number of health-teacher's annual promotion task items and the treatment number of issuing and receiving of official documents', and improving the 'task difficulty' into 'importance and urgency of emergency patient management, risk level and urgency of infectious diseases and avoiding work in charge' appeared to be more than 90% respectively. Conclusion: The performance-based pay system of teachers being carried out every year should be executed by preparing fair evaluation criteria suitable for task properties and the role of health teachers with different evaluation criteria compared to general teachers.

• Journal of the Korean Society for Library and Information Science
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• v.53 no.4
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• pp.5-22
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• 2019

The purpose of this study is to analyze the factors that hinder the role recognition and role performance of teacher librarians and suggest some improvement methods. For this purpose, a questionnaire was conducted among 41 persons who participated in the first-level qualification training for teachers librarians at K University Secondary Teacher Training Institute in 2019.The results showed that there was a difference between the expected role and the execution role of the teacher librarians. In other words, teacher librarians recognize that they should teach information literacy as instructors and operate library-based instruction and cooperative classes as teaching partners. However, the most frequently played roles are reading education and library use education. They recognizes the cause as institutional limitations, such as the absence of a national level curriculum and the ambiguity of the role of specialists in school libraries. And it is perceived as a real problem such as the lack of partnership and recognition of their peers. Among the variables of teacher librarians, the higher their educational level, the more they perceived their peers as teachers. Based on this, some suggestions for strengthening the role of the teacher librarians' instructor and teaching partner were proposed in terms of including cross-curricular subjects of information literacy education, analyzing jobs and establishing scholarship system for school libraries.