• Korea journal of population studies
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• v.19 no.1
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• pp.139-159
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• 1996

This study comparatively examines a causal model of employee attatchment which focuses on employee's organizational commitment and intent to stay with an organization. This study is based on two separate studies of employee attachment among teachers : the U.S. case of the Chicago Public Schools (CPS) and the South Korean case of the Seoul Educational District (SED). The main purpose of this study is to replicate in Korea the CPS study. A revised model based on the unique characteristics of Korean teachers is also developed and estimated. The Price Mueller model of employee attachment provides the basic theoretical framework for this study. It includes five general classes of variables : 1) employee responses to work variables : job satisfaction, commitment, and intent to stay; 2) psychological stress variables: role ambiguity, role conflict, work overload, and quality of students; 3) social structural variables: autonomy, routinization, distributive justice, and legitimacy; 4) economic structural variables: pay, job security, promotional opportunities, and job opportunities; and 5) work orientation variables : career commitment, normative commitment, work motivation, affectivity, work values, and met expectations. The data was collected through questionnaire survey and a sample of 649 secondary school teachers in Seoul, South Korea, was included in the final analysis. Covariance structure analysis (LISREL) was used to estimate the causal model. The results indicate that the endogenous variables of job satisfaction and commitment play a considerably less important role than in the U.S. model in mediating the effects of the exogenous variables on intent to stay, and the model fails to explain the majority of the variance in intent to stay. In addition, the new variables added to the revised Korean model do not bave significant effects on intent to stay. The structural characteristics of the employment relationship and labor markets associated with Korean teachers forced mobility and closed external markets - are largely accountable for the major differences between the Korean and the U.S. cases. The study suggests that conceptual and empirical work on what produces employee attachment under these structural constraints needs to receive more attention in future studies.

• Journal of Korean Philosophical Society
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• v.137
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• pp.57-79
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• 2016

The purpose of this paper is to explain MacIntyre's critique of moral pluralism of modern society and reveal the limits of his critique of liberalism. It is a distinctive feature of the social and cultural order that we inhabit that disagreements over central moral issues are peculiarly unsettleable. Debates concerned with the value of human life such as those over abortion and euthanasia, or about distributive justice and property rights, or about war and peace degenerate into confrontations of assertion and counter-assertion because the protagonists of rival positions invoke incommensurable forms of moral assertion against each other. We usually call this situation 'modern moral pluralism' and concede as the natural outcome of the activities of human reason under free institution. But in After Virtue, MacIntyre vigorously criticizes modern moral pluralism. The main cause he took which brought about this state of affairs was the failure of 'the Enlightenment project'. According to MacIntyre, the Enlightenment project which has dominated philosophy for the past three hundred years promised a conception of rationality independent of historical and social context, and independent of any specific understanding of man's nature or purpose. But not only has that promise in fact been unfulfilled, the project is itself fundamentally flawed and the promise could never be fulfilled. In consequence, modern moral and political thought are in a state of disarray from which they can be rescued only if we revert to an Aristotelian paradigm, with its essential commitment, and construct an account of practical reason premised on that commitment. But one of the deepest difficulties with the argument of After Virtue is that the very extent of its critique of the modern world seems to cast doubt on the possibility of any realistic revival under the conditions of modernity of the Aristotelianism which MacIntyre advocates. Especially when we consider we are not only the characters found in our narratives but also we ourselves are the author of our own narratives. Moral pluralism is not seen as disaster but rather as the natural outcome of the activities of human reason under enduring free institutions.

• The Korean Journal of Archival Studies
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• no.47
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• pp.95-130
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• 2016

The job satisfaction of records managers is of importance because it affects their work performance and retention. The purpose of this study is to investigate records managers' job satisfaction and to identify factors affecting records manager's job satisfaction to find the way to improve their job satisfaction. Specific questions of the study are as follows: 1) What is the job satisfaction of records managers? 2) Are factors affecting job satisfaction different depending on record managers' personal characteristics? 3) What are the most influential factors on job satisfaction? To do that, questionnaires were used to gather data from 60 domestic records managers working in different types of records centers. Data analyses included descriptive statistics, one-way ANOVA, independent t-test, and multiple-regression analysis. Additionally, interviews with 2 record managers were conducted to collect opinions on factors affecting job dissatisfaction and recommendations for improving their job satisfaction. Important findings of the study are as follows: First, the respondents are moderately satisfied with their jobs (3.2 out of 5 points). The level of job satisfaction is different depending on years of career, years of employment, number of personnel the respondent is working with in the records center, and etc. The number of personnel the respondent is working with was found to be the most influential factor. Second, multiple-regression analysis result shows that motivation factors(satisfaction factors) are more influential than hygiene factors (dissatisfaction factors) on the respondents' job satisfaction, which confirms Herzberg's two factor theory. More specifically, 'work ethic,' one of motivator factors, has the greatest influence, followed by 'procedural impartiality', 'communication', 'job characteristic', 'distributive justice', and 'working conditions.' Based on the results, this study suggests several ways to improve record managers' job satisfaction level. First, the awareness of records management should be increased. The respondents indicated that their job dissatisfaction is usually derived from a lack of the awareness of records management. Therefore, every chief of organizations, National Archives of Korea, and records managers themselves should try to raise the awareness of records management. Especially, records managers should make stronger efforts to attract the office's attention. Second, records managers ought to establish their identity as records management profession. Also, they should participate in various activities of the archival community to overcome the limitation of individuals.