• Asia pacific journal of information systems
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• 제21권4호
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• pp.63-104
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• 2011

The study examines the relationships among employee's goal orientation, IT personnel competency, personal effectiveness. The goal orientation includes learning goal orientation, performance approach goal orientation, and performance avoid goal orientation. Personal effectiveness consists of personal work satisfaction and personal work performance. In general, IT personnel competency refers to IT expert's skills, expertise, and knowledge required to perform IT activities in organizations. However, due to the advent of the internet and the generalization of IT, IT personnel competency turns out to be an important competency of technological experts as well as employees in organizations. While the competency of IT itself is important, the appropriate harmony between IT personnel's business capability and technological capability enhances the value of human resources and thus provides organizations with sustainable competitive advantages. The rapid pace of organization change places increased pressure on employees to continually update their skills and adapt their behavior to new organizational realities. This challenge raises a number of important questions concerning organizational behavior? Why do some employees display remarkable flexibility in their behavioral responses to changes in the organization, whereas others firmly resist change or experience great stress when faced with the need to alter behavior? Why do some employees continually strive to improve themselves over their life span, whereas others are content to forge through life using the same basic knowledge and skills? Why do some employees throw themselves enthusiastically into challenging tasks, whereas others avoid challenging tasks? The goal orientation proposed by organizational psychology provides at least a partial answer to these questions. Goal orientations refer to stable personally characteristics fostered by "self-theories" about the nature and development of attributes (such as intelligence, personality, abilities, and skills) people have. Self-theories are one's beliefs and goal orientations are achievement motivation revealed in seeking goals in accordance with one's beliefs. The goal orientations include learning goal orientation, performance approach goal orientation, and performance avoid goal orientation. Specifically, a learning goal orientation refers to a preference to develop the self by acquiring new skills, mastering new situations, and improving one's competence. A performance approach goal orientation refers to a preference to demonstrate and validate the adequacy of one's competence by seeking favorable judgments and avoiding negative judgments. A performance avoid goal orientation refers to a preference to avoid the disproving of one's competence and to avoid negative judgements about it, while focusing on performance. And the study also examines the moderating role of work career of employees to investigate the difference in the relationship between IT personnel competency and personal effectiveness. The study analyzes the collected data using PASW 18.0 and and PLS(Partial Least Square). The study also uses PLS bootstrapping algorithm (sample size: 500) to test research hypotheses. The result shows that the influences of both a learning goal orientation (${\beta}$ = 0.301, t = 3.822, P < 0.000) and a performance approach goal orientation (${\beta}$ = 0.224, t = 2.710, P < 0.01) on IT personnel competency are positively significant, while the influence of a performance avoid goal orientation(${\beta}$ = -0.142, t = 2.398, p < 0.05) on IT personnel competency is negatively significant. The result indicates that employees differ in their psychological and behavioral responses according to the goal orientation of employees. The result also shows that the impact of a IT personnel competency on both personal work satisfaction(${\beta}$ = 0.395, t = 4.897, P < 0.000) and personal work performance(${\beta}$ = 0.575, t = 12.800, P < 0.000) is positively significant. And the impact of personal work satisfaction(${\beta}$ = 0.148, t = 2.432, p < 0.05) on personal work performance is positively significant. Finally, the impacts of control variables (gender, age, type of industry, position, work career) on the relationships between IT personnel competency and personal effectiveness(personal work satisfaction work performance) are partly significant. In addition, the study uses PLS algorithm to find out a GoF(global criterion of goodness of fit) of the exploratory research model which includes a mediating variable, IT personnel competency. The result of analysis shows that the value of GoF is 0.45 above GoFlarge(0.36). Therefore, the research model turns out be good. In addition, the study performs a Sobel Test to find out the statistical significance of the mediating variable, IT personnel competency, which is already turned out to have the mediating effect in the research model using PLS. The result of a Sobel Test shows that the values of Z are all significant statistically (above 1.96 and below -1.96) and indicates that IT personnel competency plays a mediating role in the research model. At the present day, most employees are universally afraid of organizational changes and resistant to them in organizations in which the acceptance and learning of a new information technology or information system is particularly required. The problem is due' to increasing a feeling of uneasiness and uncertainty in improving past practices in accordance with new organizational changes. It is not always possible for employees with positive attitudes to perform their works suitable to organizational goals. Therefore, organizations need to identify what kinds of goal-oriented minds employees have, motivate them to do self-directed learning, and provide them with organizational environment to enhance positive aspects in their works. Thus, the study provides researchers and practitioners with a matter of primary interest in goal orientation and IT personnel competency, of which they have been unaware until very recently. Some academic and practical implications and limitations arisen in the course of the research, and suggestions for future research directions are also discussed.

• 디지털융복합연구
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• 제8권2호
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• pp.131-145
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• 2010

정보기술(Information Technology)의 변화는 IT 인력에게 계속적인 역량개발을 요구하고 있다. 그로 인해 IT 인력의 역량개발이 기술의 변화를 따라가지 못한다면 IT 조직은 도태될 수밖에 없으며 업무를 수행함에 있어서도 여타 다른 인력에 비해 큰 지장을 받게 된다. 많은 기업들이 이런 이유로 IT조직을 별도로 관리하고 있으며, IT 직무체계를 기술기반에서 정립하여 관리하려고 시도하고 있다. IT 인력의 교육이 여타 다른 인력의 교육체계와 다른 특성을 보이고 있음에도 불구하고, IT 인력의 교육체계수립에 대해 이런 특성을 반영한 연구는 거의 이루어지지 않고 있다. 따라서 본 연구는 IT 인력의 교육체계를 수립하고 그 운영방안을 제도화하기 위한 프레임워크를 제시하고 그 프레임워크에 따르는 개별 프로세스를 제시하고, 그것을 사례 연구를 통하여 비교해 보고자 한다. 제시된 프레임워크와 프로세스의 특정은 IT 인력 교육의 특성을 고려하여 구성하였다. 본 연구는 최근 IT 인력 교육체계를 수립한 A사를 사례 기업으로 선정하여, 문헌연구를 통하여 도출된 프레임워크와 프로세스와 비교하였다. 이를 통하여 IT 인력의 교육을 위해서는 IT 직무체계의 합리적 수립이 필수적이며, 이를 위해 직무기술서가 IT 직무에 적합하게 구성될 필요가 있으며, IT 인력의 경력경로를 전문인력경로와 관리인력경로로 나누고 서로 다른 교육과정을 구성한다는 사실을 도출하였다. IT 교육훈련체계를 효과적으로 계속해서 운영하기 위해서 IT 인력 교육 담당자는 교육훈련대상자를 구별할 수 있어야 하고, IT 직무별 역량과 스킬을 잘 파악하고 있어야 하며, 기술적 지식을 가지고 항상 신기술 변화와 도입을 주시하고 있어야 한다.

• 패션비즈니스
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• 제18권5호
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• pp.144-158
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• 2014

National Competency Standards(NCS) is to systemize the competency that is necessary for performing duties in industrial fields and to utilize synthetically duty, vocational education training, and qualification at the national level. The purpose of this study is to analyze the process of NCS development and verification, which systemizes competency units and competency unit elements through the analysis of duty in pattern field. It is to cultivate competent people to be able to promote the development of pattern industry ultimately through being a complementary to educational circles and industry then to give them practical knowledge that is demanded in the field. Furthermore, it is to be utilized as a fundamental data for reforming the system of duty competency evaluation so as to manage personnel career systematically and to improve their competency. Focus Group Interview(FGI) was adapted as the method of this study, which was proceeded 3 times, and validity of the drawn result is verified through expert questionnaire survey. Research result, which is competency units, is 10 as follows; Fit trend analysis, Analysis of sample garment Specification sheet, Pattern making for sample garment, Pattern making for manufacturing garment, Creation of sewing specification, Instruction of manufacturing technique, Sample garment Inspection for quality control, Grading, Calculation of the required material quantities, Quality control.

• 디지털산업정보학회논문지
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• 제13권3호
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• pp.83-104
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• 2017

It is the approach of development of teaching methods for competency development in business class. This study distinguishes areas that can be commonly applied to many business subjects. And we derive core competencies from the basic skills of NCS. The results of this study are as follows. First, we have established an opportunity to distinguish the subject field of business administration(personnel/organization/strategy, production/operation management, marketing, financial/finance/insurance, accounting, MIS). Second, we have proposed guidelines for the setting of the each subject goals and the setting of the professor's competency. Third, we have summarized teaching method which are studied as valid in business class(lecture method, problem based learning method, action learning teaching method, and management simulation teaching method) and we suggested how to apply teaching methods to the each subject.

• Journal of Information Technology Applications and Management
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• 제17권2호
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• pp.47-69
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• 2010

Small and Medium Enterprises(SMEs) represent quite a large proportion of the Information Technology (IT) industry as a whole in terms of the sales revenue and the number of employees. And their role has been constantly growing. However, they have suffered from the shortage and turnover of skilled IT personnel. Under the background, this study focuses on how to effectively retain IT personnel in SMEs. Job embeddedness is the newly emerging concept in the turnover research. It is known that job embeddedness predicts turnover better than the traditional attitude variables such as job satisfaction and it can be developed by human resource practices. So, this study empirically investigates the relationship among human resource practices, job embeddedness and turnover intention. The survey results of 193 IT personnel reveal that compensation, technical competency development, recognition and work-life balance practice have statistically significant effects on job embeddedness, and that job embeddedness has a negative influence on turnover intention of IT personnel. Based on these results, the implications for managing turnover issues in IT SMEs are suggested.

• Journal of Advanced Marine Engineering and Technology
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• 제41권2호
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• pp.163-170
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• 2017

The International Convention for the Control and Management of Ships' Ballast Water and Sediments (hereafter "BWM Convention") will be enforced beginning on September 8, 2017. Even though the STCW Convention (International Convention on Standards of Training, Certification and Watchkeeping for Seafarers) and other international instruments require all ship personnel be qualified under certain competencies and standards, the International Maritime Organization (hereafter "IMO") has no unified requirements for training ship personnel on ballast water management. When the BWM Convention enters into force, all officers and crew on board ships should be intimately familiar with the guidelines and procedures outlined by the BWM Convention, regarding, among other topics, proper record keeping techniques and measures, the layout of the ballast control system, methods of ballast water exchange, and inspections by the port state control. To ensure that officers and crew members are adequately familiar, this paper proposes new competency requirements for ballast water management training and education to be added to the STCW Code. To support the introduction of these new competency requirements, this paper explores the evolution of the BWM Convention and examines how international regulations will be used to implement it.

• 한국정보통신학회:학술대회논문집
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• 한국정보통신학회 2015년도 춘계학술대회
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• pp.250-252
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• 2015

창조경제를 내세운 박근혜 정부는 인력채용에 있어서도 학벌, 스펙 위주의 인재선발을 지양한다. 따라서 공공기관이나 기업이 창조경제를 뒷받침할 만한 인재선발을 추진하고 있다. 이를 위해 도입한 방식이 국가직무능력표준 이다. 특히 IT분야는 전 공공기관에서 인재가 필요하다. 따라서 본 논문은 국가직무능력표준의 IT인재 부문을 연구하고, 국가직무능력표준을 적용한 IT인재 선발에 대해 분석한다. 본 논문은 국가 공공기관 뿐만 아니라 창조 경제를 발휘하는 기업에서 필요한 IT인재상에 대한 중요한 연구 자료가 될 것이다.

• 정보화연구
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• 제9권1호
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• pp.79-93
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• 2012

본 연구는 EA 전문가의 역량을 정의하기 위해 국내외 교육과정을 살펴보고, EA 전문가의 기초적이고 공통적인 역량을 도출하였다. 특히 EA의 다양한 이해당사자들이 공통으로 참조하고 활용할 수 있는 역량을 정의하여 향후의 지속적인 발전모델의 기초로 삼고자 하였다. 본 연구에서는 EA의 공통, 개발, 분석, 관리 등 4개 핵심역량을 정하여 각 역량의 정의를 제시하였으며 경력 단계별(아키텍트, 엔터프라이즈 아키텍트, 수석 아키텍트)로 역량의 중요도를 구분하였다. 본 연구결과는 EA 전문가와 정보화 담당자의 EA 이해도를 제고하고 역량을 강화하기 위한 교육과정의 표준 역량과 커리큘럼 작성에 시사점을 제공할 수 있다.

• 한국항공운항학회지
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• 제28권3호
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• pp.61-73
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• 2020

This study is an empirical analysis of the cultural competencies of college students majoring in aviation services on their major satisfaction and professionalism. In order to focus on the cultural competencies of aviation service college students, who are rarely addressed in the preceding study and to see how cultural competencies have significant effects on their major satisfaction and professionalism, we divid them into six sub factors: willingness to participate, cognitive openness/flexibility, emotional control, patience with uncertainty, self-efficacy, and cultural empathy. And the mediated effects of major satisfaction on cultural competency and professionalism are analyzed to provide educational implications for cultural competency. Based on the results of this study, it is expected to apply to the education of aviation service-related departments, it will be a basic data to promote students' adaptation to the department and satisfaction of the department and to train global professional service personnel who can improve their post-employment work adaptability, job satisfaction, and service productivity.

• 벤처창업연구
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• 제14권3호
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• pp.73-84
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• 2019

국내 중소기업 종사자들은 수십 년의 직장 근무경력에도 불구하고 퇴직 후 직장에서 쌓은 직무역량을 활용한 자영 업종에 진출하지 못하고 있다. 대기업과 달리, 중소기업은 당장 성과에 치중하다 보니 종사원의 중장기적인 직무역량 향상을 위한 시스템을 제대로 갖추지 못하고 있다. 중소기업 종사자들의 직무역량에 영향을 미치는 독립변수를 분석하여 중소기업 인사담당자를 위한 실무적인 시사점을 도출할 필요가 있다. 선행연구에서는 의료, 공무원, IT 등 특정 업종 분야에서 직무역량에 영향을 미치는 독립변수 분석은 있지만, 중소기업 종사자들에 대한 분석은 미흡한 실정이다. 본 연구는 중소기업 일반 종사자들의 직무역량을 종속변수로 하고 이에 영향을 미치는 독립변수를 선행연구에 기초하여 직무 적합성과 조직 공정성으로 설정했다. 이들의 하위 변수로는 직무 적합성에는 지식, 기술, 경험, 욕구를, 조직 공정성에는 분배, 절차, 배치 공정성을 각각 도출하였다. 국내 중소기업 종사자를 대상으로 2019년 2월~3월에 걸쳐 Likert 5점 척도에 의한 설문조사를 진행했으며, 323명으로부터 설문을 회수하여 SPSS와 AMOS 통계패키지를 활용하여 실증 분석하였다. 직무 적합성의 4개 하위 독립변수 가운데, 지식, 기술, 경험은 직무역량에 유의한 영향을 미치는 것으로 나타났고, 욕구는 그렇지 못한 것으로 나타났다. 조직 공정성의 3개 하위 독립변수 가운데, 배치 공정성은 직무역량에 유의한 영향을 미치지만, 분배와 절차 공정성은 그렇지 못한 것으로 나타났다. 중소기업 인사담당자는 채용, 배치, 승진 등 단계별로 지식, 기술, 경험, 배치 공정성 등의 독립변수를 적절히 활용하여 종사자들의 직무역량을 향상할 필요가 있다. 직무역량을 객관적으로 측정하지 못하는 본 연구의 한계를 극복하기 위해 향후 직무역량 모델링 연구가 필요하다.