• 가족자원경영과 정책
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• 제15권4호
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• pp.149-167
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• 2011

The purpose of this study was is to investigate the relationship between transformational leadership in families and psychological well-being and career decision-making self-efficacy. The samples were randomly selected from high school students studying liberal arts in Seoul. 400 survey questionnaires were distributed March 11 through 18, 2010. Among them, 386 completed surveys were utilized as the data for the statistic analyses. SPSS were applied. The main results of the study are as follows. First, adolescent children of mothers with leadership have higher psychological well-being than those from families of mothers without leadership. This has been determined as a result of reviewing the psychological well-being of adolescent children according to their mothers' transformational leadership in the family. Second, the adolescent group with mothers who show transformational leadership in managing the home have higher career decision-making self-efficacy than the group without such mothers. This was determined as a result of reviewing adolescent children's career decision-making self-efficacy according to mother's transformational leadership level in the family. Third, career decision-making self-efficacy according to adolescents' psychological well-being show positive relations by group. That is, adolescents living table lives are more positive about their future. Lastly, when comparing the relative contribution of the mother's transformational leadership in the family and psychological well-being on career decision-making self-efficacy, it has gained more credibility as stage ads. Based on the results, when mothers nurture children with a affection-based autonomy, children gain higher psychological well-being, which leads to firm beliefs about constructive futures. Therefore, for successful and systematic career development, CEO mothers' transformational leadership should serve as its foundation.

• 한국실천공학교육학회논문지
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• 제3권2호
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• pp.147-157
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• 2011

경영환경의 변화로 인해 리더에게는 새로운 리더십 스타일이 요구되고 있고 이에 등장하고 있는 것이 코칭리더십이다. 이에 본 연구에서는 코칭리더십이 경력개발에 어떠한 영향을 미치는지를 구성원의 경력계획에 한정하여 살펴보고, 또한 코칭리더십이 구성원의 태도에 어떤 영향을 미치는지를 검토하고자 하였다. 이에 기존 연구를 종합하여 코칭리더십의 하위 구성요소를 방향제시, 촉진, 지지, 경청 및 질문으로 제시하고 경력계획과 조직몰입, 직무만족, 이직의향에 미치는 영향에 대하여 국내 대기업을 대상으로 분석하였다. 분석결과 코칭리더십의 하위요소는 구성원의 경력계획의 구체성 및 도전성에 정(+)적인 영향을 미치는 것으로 나타났다. 특히 경력계획의 구체성과는 방향제시와 경청이, 경력계획의 도전성과는 지지가 높은 영향을 미치고 있었다. 조직몰입과 직무만족에도 정(+)적인 영향이 있었고, 이직의향과는 부(-)적인 영향이 나타났다. 코칭리더십의 하위 요소 중 조직몰입에는 촉진과 질문이, 직무만족에는 촉진이, 그리고 이직의향에는 방향제시와 질문이 높은 영향을 미치는 것으로 나타났다. 코칭리더십이 제대로 발휘될 경우 구성원이 경력계획을 보다 구체적이고 도전적으로 수립하게 되며, 조직몰입 및 직무만족이 커지며, 이직의향은 낮아짐을 알 수 있다. 본 연구는 통해 조직에서 리더의 리더십 육성프로그램으로 코칭리더십을 도입할 경우 조직에 긍정적인 효과가 있음을 보여줌에 의의가 있다고 하겠다.

• 한국생활과학회지
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• 제22권4호
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• pp.511-524
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• 2013

The purpose of this study was to examine the impact of the communicative competence of early childhood teachers on their teaching efficacy and job satisfaction in an attempt to provide some information on the development of the communicative competence of early childhood teachers. Study results show that, first, the teaching efficacy of early childhood teachers differed according to their age, education and career level and their communicative competence differed according to their career level. Second, communicative competence had a statistically significant positive correlation with teaching efficacy and job satisfaction. Third, among the sub-factors of communicative competence, focusing attention and responding exerted a statistically significant positive influence on teaching efficacy. Among the sub-factors of communicative competence, focusing attention, analyzing and evaluating exerted a statistically significant positive influence on job satisfaction.

• 한국콘텐츠학회논문지
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• 제18권12호
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• pp.432-443
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• 2018

본 연구는 건설기술자 경력관리체계의 현황을 분석하고, 이에 대한 개선안 도출을 목표로 한다. 특히, 건설기술자 경력관리의 근간을 이루는 건설기술자 역량지수(Index of Construction Engineer's Competency: ICEC)에 기초한 등급제도와 실제 업무현장에서의 능력 개발의 이슈를 중심으로 현 운영제도를 탐색하고 개선방안을 도출하는 것이 본 연구의 목적이다. 이를 위해 현대 경력개발의 주요 흐름과 이론적 개념들을 탐색하였다. 또한 향후 건설기술자 경력관리 방안의 발전방향을 모색하기 위해 전문가들을 대상으로 한 초점집단면접(Focus Group Interview: FGI)을 실시하였다. FGI에는 경력관리업무를 수행하는 공공기관 담당자 6명과 기업체 담당자 6명 등 총 12명이 참여하였다. 연구결과 향후 건설기술자의 경력관리와 관련하여 첫째, 신규인력의 적극적인 유인책 마련, 둘째, 현재 활용되고 있는 직무/전문분야의 제도적 보완, 셋째, ICEC의 최종 등급산정에서 현장경력의 중시, 넷째, 건설기술자 경력 평가 시 다양한 경력구성 요소의 고려, 그리고 다섯째, 특급인력의 실질적 업무 전문성 제고 등의 발전방안이 도출되었다. 이러한 연구결과에 근거한 이론적, 실천적 시사점 및 향후 연구에 대한 제언이 논의되었다.

• 비교교육연구
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• 제19권1호
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• pp.211-240
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• 2009

현대 사회의 급격한 변화는 직업세계에 영향을 미치게 되었고, 이에 따라 진로 교육의 중요성이 그 어느 때보다 강조되고 있다. 체계적인 진로교육에 있어 학교에서의 진로교육이 중요하다는 논의가 지속되고 있음에도 불구하고, 학교 현장에서의 진로교육은 행사위주의 단발성 교육이 주를 이루고 있는 현실이다. 비록 많은 학교에서 「진로와 직업」 교과를 선택하여 운영하고 있기도 하지만, 학교 체제의 구조적인 한계로 인해 내실 있는 진로교육이 운영되기 힘들기 때문이다. 이에 대한 해결책으로 학교에서의 진로교육은 기존 교과와 교육과정 측면에서 연결되어 시행되어야 한다는 의견들이 최근 빈번하게 제기되고 있는 가운데, 교과통합에 의한 진로교육의 선진 외국 사례 분석은 향후 우리나라의 학교 진로교육에 의미 있는 시사점을 제시할 수 있을 것이다. 이에 이 연구는 교육과정 내에 진로교육을 통합시키려는 많은 노력이 정부 차원에서 이루어지고 있는 호주의 사례를 연구의 대상으로 하였다. 이 연구는 인터뷰와 문헌분석을 바탕으로 호주 연방정부 및 주정부 수준에서의 교과통합 진로교육 현황과 주정부별 정규교과 내 진로교육 내용을 분석하였다. NSW주의 건강 및 체육 교과에는 자신과 대인관계를 포함하여 진로교육 요소가 중점적으로 포함되어 있었고, SA주의 경우는 일의 세계에 대한 광범위한 이해를 범교과적으로 강조하고 있었으며, VIC주는 사회 및 환경교과에 진로교육 요소가 중점적으로 포함되어 있었고, NT주의 경우에는 핵심학습 교과의 내적학습자 단원에 진로교육과 관련된 내용요소들을 포함하고 있었다. 이러한 연구결과를 바탕으로 우리나라의 교과통합 진로교육에 주는 시사점이 도출되었다.

• 기술경영경제학회:학술대회논문집
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• 기술경영경제학회 1997년도 제11회 하계학술발표회 논문집
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• pp.57-82
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• 1997

This paper empirically examines various personal characteristics and preferences of HRM (Human Resorce Mamagement) systems using data from 968 R&D professionals in 9 private R&D organizations. It identifies different patterns of reward and career development needs associated with 4 types of R&D professionals, who are categorized by personal characteristics: personality and attitude. A productive leader type shows active personal traits (which encompass high scores of need for achievement, risk-taking propensity, tolerance for ambiguity, and self-efficacy) and positive attitudes (which include high scores of job satisfaction, organizational commitment, and low scores of turnover intention), while a cynical bystander type exhibits passive personal traits and negative attitudes toward a job. A passive adapter, who has passive personal characteristics but positive attitudes, and a frustrated champion, who is active in personality but negative in current job attitude, lie in between them. The results reveal that: 1) These four different types of R&D professionals show differences in their education, age and tenure level, and technical performance. 2) They have different career orientations and problem solving styles. 3) They also exhibit different preferences in performance appraisal criteria and rater, and reward structures. Based on these findings, this study suggests a contingent type of human resource management in terms of selection and staffing of R&D professionals, performance appraisal, incentive systems, and career development plans.

• 의학교육논단
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• 제17권2호
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• pp.88-93
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• 2015

The purpose of this study was to examine the variation in professors' satisfaction with faculty development programs and in their teaching efficacy according to their demographic characteristics and the rate of participation in faculty development programs in a medical school. The data were collected from 59 faculty members who participated in the Professor's Seminar. The questionnaire consisted of three parts: general background of the respondent; satisfaction with the faculty development program; and teaching efficacy. The data were analyzed by methods of descriptive analysis, analysis of variance, and the Mann-Whitney U-test. The program satisfaction of faculty members was significantly different by the years of educational career but it was not different by job status, specialty, gender, and the participation level in faculty programs. The faculty members' teaching efficacy differed significantly by gender and the participation level in faculty programs, while it did not differ by educational career, job status, or specialty. The results of this study suggest that various faculty programs should be developed to increase the satisfaction level of different groups of faculty members, and that they should be more focused on teaching efficacy, as it is considered to be one of the most effective way to increase the quality of education.

• 산업경영시스템학회지
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• 제28권4호
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• pp.1-6
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• 2005

This study is to investigate empirically the turnover awareness of key member working in Research & Development Division in high technology electronic R&D institute. Through the analysis of 106 questionnaires and individual depth interview with key member who is evaluated as core researcher and developer in their working project or has good results in the last 2-3 years, this study obtains the practical informations on the understandings of their professional consciousness and extend of turnover awareness etc. The findings are as follows. Two-thirds of the researcher has the mind of turnover to improve job stability and develop their career. They have an self-awareness that they are key member as a core competent person in working project and their organization, but are dissatisfied with the underestimation of their performances that are not recognized by the organization as they expected level. And the result indicates that many of them haven't find their visions in their organization.

• 한국IT서비스학회지
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• 제18권4호
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• pp.55-66
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• 2019

The career development of information security workforce affiliated in administrative department is very different from workforce affiliated in private companies. Their career development attempts are made not by voluntary motivation but by involuntary job movement by the principle of internal relocation. So they are not directly linked to monetary compensation or advancement. Due to the nature of the organization, their work attitude is very passive and there is little intention to turnover. They do not need professionalism, but they must be retrained according to the law. In this paper, we investigate and analyze the roles and responsibilities of information security workforce of each administrative department. And we do questionnaire survey to find out current roles and responsibilities of them will not affect the demand for retraining. Through these research, we would like to discuss how to manage information security workforce affiliated in administrative departments.

• International Journal of Computer Science & Network Security
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• 제22권3호
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• pp.23-28
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• 2022

The purpose of the article is to analyze students' self-assessment of the level of soft skills development and the prospects for its improvement in a pandemic. For an adequate and objective study of the stated issues, comparative analysis was most often used. For this purpose, theoretical studies of national and foreign experts were analyzed, which included specific sociological surveys. Prospects for further work are assumed in a detailed study of the factors, conditions and mechanisms for the formation and development of soft skills in students of natural, engineering and technological, medical, social and humanitarian specialties.