• 직업교육연구
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• 제35권6호
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• pp.1-19
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• 2016

본 연구는 2013년도 인적자본기업패널(Human Capital Corporate Panel; HCCP) 자료를 사용하여 교육훈련내용의 직무연관성, 직무스트레스와 조직커뮤니케이션이 직무만족을 매개로 하여 근로자의 이직의도에 어떤 영향을 미치는지 알아보고자 하였다. 본 연구에서는 교육훈련내용의 직무연관성, 직무스트레스와 조직커뮤니케이션을 독립변수, 직무만족을 매개변수 그리고 근로자의 이직의도를 종속변수로 설정하였고 Windows SPSS 23.0 통계 프로그램을 이용하여 분석하였다. 이 연구의 주요 결론은 다음과 같다. 첫째, 교육훈련내용의 직무연관성, 직무 스트레스, 조직커뮤니케이션이 이직의도에 유의한 영향을 미친다. 둘째, 교육훈련내용의 직무연관성이 높을수록 이직의도가 낮아지는데 직무만족이 매개역할을 함으로써 더 낮출 수 있다. 셋째, 직무만족이 직무 스트레스와 이직의도와의 관계에서 매개역할을 하지만 이직의도를 낮추는데 큰 기여를 한다고 보긴 어렵다. 마지막으로, 조직커뮤니케이션이 원활하게 일어날수록 이직의도는 낮아지는데 직무만족도가 높을 경우 이직의도는 더 낮아지는 것을 알 수 있다. 따라서 교육훈련내용과 직무스트레스 그리고 조직커뮤니케이션과 직무만족이 이직의도에 미치는 영향을 파악하고 조직관리 측면에서 대비할 필요가 있다.

• 한국융합학회논문지
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• 제13권4호
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• pp.383-396
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• 2022

본 연구의 목적은 기업의 혁신적 조직문화가 조직몰입에 미치는 영향을 종단적으로 살펴보는 것이다. 연구자료는 인적자본기업패널(HCCP) 4차년도(2011년)부터 7차년도(2017년) 데이터를 활용하였으며, 결측치를 제외한 최종 분석 대상은 207개 기업이었다. 연구모형을 통계적으로 검증하기 위하여 SPSS 26.0과 AMOS 21.0 프로그램을 활용하여 잠재성장모형(Latent Growth Modeling) 분석을 수행하였다. 연구 결과는 다음과 같다. 첫째, 기업의 혁신적 조직문화와 조직몰입 모두 시간의 흐름에 따라 지속적으로 감소하고 있는 것으로 나타났다. 둘째, 혁신적 조직문화의 초기값은 조직몰입의 초기값에 유의한 영향을 미치는 것으로 나타났다. 한편, 혁신적 조직문화의 초기값은 조직몰입의 변화율에 유의한 영향을 미치지 않는 것으로 나타났다. 셋째, 혁신적 조직문화의 변화율은 조직몰입의 변화율에 유의한 영향을 미치는 것으로 나타났다. 이러한 연구결과를 바탕으로 혁신적 조직문화의 중요성에 대한 시사점과 함께 이를 제고하기 위한 실천적인 방안을 제시하였다.

• 유통과학연구
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• 제18권4호
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• pp.27-37
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• 2020

Purpose: This exploratory research is to give managerial implication to sales personal management. This study focused on antecedents of job satisfaction and organizational commitment specially in HRD programs and system by participation and effect toward job. Research design, data and methodology: This research focuses on relationship analysis among job satisfaction, organizational commitment and HRD programs of logistics and sales personnel in Korea. HRD program consider two parts one is participation and other is effect toward job. And three HRD program is included education & training, system and self-directed Learning. This study used 7th HCCP data from KRIVET and 748 employee data is analyzed. SPSS18 is used and frequency, reliability, correlation and regression analysis are conducted. Results: Result shows that job satisfaction is positively affected by education & training participation, HRD system participation and HRD system effect toward job. Organizational commitment is positively affected by education & training participation, HRD system participation, education & training effect toward job and HRD system effect toward job. However self-directed Learning participation negatively affect organizational commitment. Lastly job satisfaction partially mediates between HRD and organizational commitment. Conclusions: Based on the results, this paper provide implication to academic, practical HRD and suggest feature research.

• 노동경제논집
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• 제31권1호
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• pp.105-133
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• 2008

본고는 우리나라 기업교육훈련의 요인을 시장실패와 정부개업의 초점에서 살펴보았다. "인적자본기업패널조사" 1차 자료를 분석한 결과, 숙련의 일반성이 높지만 기업교육훈련의 시장실패는 비교적 크지 않았고 제조업에 국한된 현상으로 나타났다. 기업교육훈련에 대한 정부의 개입 역시 제조업에서는 효과가 있었지만, 비금융서비스업에서는 효과가 유의하지 않았다. 이상의 분석 결과는 기업교육훈련의 시장실패를 규정하는 것이 비금융서비스업에서는 어려우며, 이에 모든 업종에 동일하게 적용되는 정부의 기업교육훈련 개입에 대한 검토가 요청됨을 시사한다.

• 한국콘텐츠학회논문지
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• 제15권12호
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• pp.586-595
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• 2015

본 연구는 시니어 인력의 교육훈련이 지식공유 활동을 매개로 직무만족에 영향을 미치는지에 대하여 실증적으로 검증하였다. 인적자본기업패널(HCCP) 자료 중 시니어 인력 970명의 데이터를 활용하였으며, 구조방정식모형을 통해 분석을 실시하였다. 연구 결과는 다음과 같다. 첫째, 시니어 인력의 교육훈련은 직무만족에 긍정적 영향을 주었다. 둘째, 시니어 인력의 지식공유 활동은 직무만족에 긍정적인 영향을 주었다. 셋째, 시니어 인력의 교육훈련은 지식공유 활동을 매개로 직무만족에 긍정적 영향을 미치는 것으로 나타났다. 분석결과를 바탕으로 본 연구의 시사점과 한계점 및 향후 연구방향을 제시하였다.

• 유통과학연구
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• 제18권7호
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• pp.49-62
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• 2020

Purpose: The purpose of this study is to examine under what conditions suggestion programs conducted by organizations actually increase individual perception of their work effectiveness. Specifically, this study looks into the effects of cooperation perception and relational demography of employee on work effectiveness of suggestion programs. It does this by focusing on the interaction effect of organizational commitment. Research design, data and methodology: Data was collected from 1,872 participants who took part in the suggestion program of HCCP 6th DATA. This data was subjected to multiple regression analysis. Results: a) higher employee cooperation perception enhances work effectiveness of suggestion program, but relational difference of knowledge diversity between team members has no effect on work efficiency; b) Positive effect of cooperation perception, and difference in education level on work effectiveness become greater as commitment increases. However, organizational commitment decreases the positive effect of difference in organizational tenure on work effectiveness by suggestion program. Conclusion: The results point to the importance of broadening the current conceptual models of employee work effectiveness of suggestion program to include relational demography, as well as the utility of conducting additional cross-level research on suggestion programs.

• The Journal of Asian Finance, Economics and Business
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• 제7권8호
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• pp.599-611
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• 2020

The purpose of this study is to explore and empirically analyze the factors affecting the financial performance of Korean small- and medium-sized manufacturing companies, which are relatively insufficiently researched, in terms of human resource management (HRM). In particular, this study intends to examine the human resource management activities focusing on the individual influences of workers' attitudes on systems and policies as well as jobs and organizations. This study reviews previous research and discussions on the human resource management system, as well as the organization and job-related attitudes and financial performance of workers, for the formulation of two hypotheses. Among the HCCP data, the hypothesis was verified through reliability and correlation analysis and stepwise multiple regression analysis for small- and medium-sized manufacturing enterprises. The results show, firstly, that human resource systems and systems have the same effect, but there were differences in the degree of impact. Secondly, job satisfaction has a statistically significant influence on financial performance. Lastly, all worker/employee attitude determinants are statistically significant for both job satisfaction and organizational commitment. HRM, previously relatively overlooked, provided theoretical and practical implications by demonstrating the direct impact on financial performance and the impact of individual human resource management systems and policies.

• 문화기술의 융합
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• 제4권1호
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• pp.51-56
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• 2018

본 논문은 조직의 혁신적 조직문화가 종업원 참여와 이직의도에 대해 미치는 효과와 최종적으로 조직성과에 미치는 효과에 대해 분석하였다. 분석을 위한 자료는 한국직업능력개발원의 인적자본패널에 대한 6차년도(2015년) 조사로 수집된 411개 기업에 대한 자료를 활용하였다. 연구모형의 분석에는 구조방정식분석을 활용하였으며, 분석결과 혁신문화는 조직 내 종업원의 참여를 높이고 이직의도는 낮추는 것으로 나타났다. 또한 혁신문화는 조직성과에도 긍정적인 효과를 미치는 것을 확인하였다. 마지막으로 종업원 참여의 수준이 높을수록 종업원의 이직의도는 줄어들며, 이직의도가 높아지면 조직차원의 성과에도 부정적인 것으로 나타났다.

• 4차산업연구
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• 제1권1호
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• pp.11-22
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• 2021

Purpose- The purpose of this study is to give implications on how to decrease employee turnover intention of Korean information and communication industry employees using organization culture, job satisfaction and organizational commitment. To do that this study analyzes relationships among variables and analyses mediating effect of job satisfaction and organizational commitment. Research design, data, and methodology- To analyze relationships among organization culture, job satisfaction, organizational commitment and turnover intention of employees, this study used the 7th KRIVET's HCCP employee data especially employees working in the information and communication industry who has more than university degree education. The analysis is conducted by using SPSS 21 and frequency analysis correlation analysis, regression analysis and mediating effect are analyzed by using MACRO PROCESS procedure for SPSS. Result- According to the empirical results, organization culture of innovation, relation and rational directed significantly affect both job satisfaction and organizational commitment. And job satisfaction and organizational commitment significantly affect each other. Turnover intention is significantly affected by job satisfaction, organizational commitment, innovation directed and hierarchy directed. However, the influence of innovation and hierarchy showed conflicting results. Conclusion- Based on this study result, implications to manage the turnover intention of Korean employees in the information and communication industry are discussed. Especially, the effect of organization culture, job satisfaction and organizational commitment is discussed. And the mediating role of job satisfaction and organizational commitment is also analyzed. Result implicates that cautious approach is needed in managing organization culture to employee attitude of job and organization is needed

• 동아시아경상학회지
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• 제9권2호
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• pp.31-42
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• 2021

Purpose- This research's purpose is to give implications on how to increase employee satisfaction and organizational commitment of Korean employees using internal marketing. To do that this study analyzes relationships among variables and analyses mediating effect of satisfaction. Also, this study wants to analyze economic performance change of business as a moderator so group comparison between an economic slump and economic recovery is included. Research design, data, and methodology- To analyze relationships among internal marketing, employee satisfaction and organizational commitment of Korean employees, this study used the 7th KRIVET's HCCP data of employee and firm's financial statements data. And conducted CFA, SEM and group comparison analysis by using AMOS 21. Result- According to the empirical results, employee satisfaction mediates between internal marketing and organizational commitment. However, trust was the only significant antecedent that give a positive influence on employee satisfaction. And employee satisfaction increases organizational commitment. Also, economic performance change of business does significantly deteriorate relationships. Conclusion- Based on this study result, implications to manage the organizational commitment of Korean employees are discussed. Especially, the effect of employee satisfaction and trust discussed. Also, economic performance group which is an economic slump and economic recovery differentiation is highlighted. Therefore the cautious approach is needed in managing employee attitude to job and organization is needed