• 농촌지도와개발
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• 제1권1호
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• pp.37-45
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• 1994

This study was conducted to investigate the organizational climate of the agricultural extension education agencies and its influence on their educators` attitude toward job in Korea. The specific objectives of the study were 1) to identify the educators` perception of the organizational climate in the agricultural extension education agencies, and 2) to determine whether or not the educators` perception of the organizational climate influnce on their attitude toward job. Organizational climate has bees defined by many scholars as the properties of the social psychological environment perceived by organization members. There are various theoretical interpretations offered by die scholas about the effect of organizational climate upon organization members` behavior. Through a series of the theoretical reviews, this study could draw more than twenty variables in four types of organizational climate which might be perceived by the educators of agricultural extension education agencies and might influence upon their attitude toward job. The data were collected mainly through questionnaires sent to the responsible officers for administering the questionnaires for all adult educators of 30 agricultural extension education agencies randomly sampled from the population of 190 agencies. After data cleaning, a total of 629 responded questionnaires were analyzed for the study. The statistical methods used in the study were percentile, correlation, one way analysis of variance and multiple regression analysis. The two major findings of the study were as follows : 1. The organizational climate of agricultural extension education agencies were classified into four types : 1) democratic-autonomous, 2) cooperative-friendly, 3) achievement-oriented, and 4) bureaucratic-authoritarian. Among these of organizational climates, the cooperative-friendly one was most positively but the bureaucratic-authoritarian one was least positively perceived by the educators. 2. The educators` potion of the organizational climate and their attitude toward job were significantly correlated. The educators` perception of the organizational climate explained 41 percent of the variance of their attitude toward job in a multiple regression analysis In particular, the perception of the achievement oriented type of the organizational climates alone explained 34 percent of the variance of the favorable attitude.

• 한국도서관정보학회지
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• 제47권2호
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• pp.359-386
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• 2016

이 연구는 조직의 성과를 극대화 할 수 있는 방안으로 개인의 직무만족과 조직몰입에 영향을 미치는 요인의 탐색을 통한 대학도서관 인적자원관리 시사점 도출을 목적으로 하고 있다. 대학도서관 조직의 전략과 연계된 조직차원의 인적자원관리 시스템이 조직성과에 미치는 직접적 영향 관계의 분석뿐 아니라 고몰입 인적자원관리 시스템이 조직성과에 영향을 미치는 권한위임, 조직문화, 조직공정성, 이직의도 등의 영향관계를 파악하고자 한다. 또한 조직수준 혹은 개인수준의 성과측정이라는 방식을 탈피하여 조직수준의 인적자원관리가 개인수준의 성과에 미치는 영향을 측정하고자 하였다.

• 전기학회논문지P
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• 제66권3호
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• pp.135-138
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• 2017

This study analyzed with the case analysis of a series of processes from job analysis survey and results analysis, and academic achievement in order to transform the curriculum of existing courses of the NCS-based video broadcasting. Also this study analysed the existing curriculum and analyzed the trend of workforce trends and needs of the broadcasting content industry. Also through a needs analysis for the industry and alumni and students, video graphics, video editing and video directing were selected. In this paper it dealt mainly with respect to the video graphics in a dual job. Modeling capability into the unit through a job analysis, animation, effects and lighting were chosen accordingly based introduction of graphics and application of graphics were derived two courses and selected profiles and performance criteria. This training according to the NCS curriculum for students was evaluated based on the student's job was to investigate the learning ability.

• 패션비즈니스
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• 제3권4호
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• pp.67-81
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• 1999

Fashion designers and fashion merchandisers are the experts who play critical roles in the apparel industry. But their job turnover rate is quite high compared with other industries and/or other positions. The purpose of the study was to investigate the level and the major causes of job stress, and the causes of the high rate of job turnover of fashion merchandisers and fashion designers. The study also compared differences between the levels of job stress, job results and job turnover rate which perceived by fashion designers and fashion merchandisers. The results of the study were as follows: 1. The designers felt more role conflict than merchandisers during job and feel more job stress about career development and their income. 2. The designers feel their job achievement more positively than merchandisers. 3. The designers have their turnover intentions more frequently than merchandisers. This study, on the basis of the above conclusion, is expected to contribute to make fashion merchandisers and fashion designers recognize the importance of managing their job stress and their supervisor obtain the directions for the efficient management of personnel by offering them better working environment.

• 아동학회지
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• 제14권2호
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• pp.149-168
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• 1993

The purpose of this study was to develop a theoretical model from which to test the influence of family background and work experience on the level of rural high school students' (N=381) occupational aspirations. In the basic model, mother's occupation directly influenced occupational aspirations. Father's education influenced occupational aspirations directly and also indirectly through students' academic achievement. The number of working hours per week had a direct and negative influence on academic achievement. In a different path, working hours had an indirect positive influence on academic achievement through parents' different treatment which especially focused on the fact that parents gave students more freedom compared to the relationship they shared before the students began to work. Enjoying school, studying homework, and extra reading were influenced by students' number of working hours. Two variables, extra reading and job characteristics, predict the social acceptance work attitudes which are a direct predictor of occupational aspirations. Academic achievement had a greater total effect on the level of occupational aspirations than any other variables.

• 공학교육연구
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• 제20권5호
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• pp.3-13
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• 2017

The purpose of this study was to investigate the effect that completing long-term on-site training with varying grades of success had on the job satisfaction of former university students after obtaining employment. Although the grades themselves achieved during long-term on-site training did not directly affect job satisfaction, positive effects on job satisfaction were shown due to the mediating effects of job match and organizational commitment. The results of this study are as follows: First, it was found that employees who participated in long-term on-site training showed different results in belonging and attachment to their organizations according to their achievement. The higher the grades during long-term on-site training, the higher the degree of reported job match and organizational commitment, suggesting a positive correlation with job satisfaction. Therefore, long-term on-site training should not be operated as simply a program for temporary experiential learning, but instead should be optimized by companies and schools to motivate their students to achieve high grades for the purpose of their future job satisfaction.

• Human Ecology Research
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• 제52권5호
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• pp.443-456
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• 2014

The purpose of this study was to explore the patterns of private education, investigate the characteristics of private education patterns, and analyze the differences in study habits and academic achievement of youth on the basis of private education patterns. In this study, we used the data from the 2012 Panel of the Korea Children and Youth Panel Study by the National Youth Policy Institute. The subjects of this study were ninth-grade students and their parents. The statistical methods used for the analysis were two-step clustering, Chi-squared test, analysis of variance, and multiple regression. The major findings were as follows: first, private education was classified into three patterns, namely financial investment, time investment, and reduction of investment; and four categories, namely; private education methodology, private education time, private education expenses, and number of youth with access to private education. Second, the statistically significant socio-demographic characteristics of private education patterns were parents' education, parents' job type, father's working hours, sex of children, housing form, and income. Third, the study found that financial investment and a reduce of investment led to better study habits and academic achievement than time investment and no investment. Fourth, private education and study habits showed statistically meaningful effects on academic achievement; in particular, study habits had strong effects on academic achievement. Based on the results, a variety of educational programs for the improvement of the study habits of the youth were suggested.

• 디지털융복합연구
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• 제16권8호
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• pp.81-87
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• 2018

교사들 사이에 명예퇴직이 유행처럼 번지고 있다. 이는 급격한 환경변화와 스트레스가 원인으로 나타났다. 따라서 본 연구에서는 교사들의 스트레스와 직무소진 간의 영향관계를 살펴보았다. 연구는 창원시 소재 중등교원을 대상으로 하여 진행하였다. 연구결과 첫째, 중등교원의 직무스트레스는 감정고갈에 영향을 미치는 것으로 나타났다. 둘째, 중등교원의 직무스트레스는 비인격화에 영향을 미치는 것으로 나타났다. 마지막으로 중등교원의 직무스트레스는 감소된 개인성취감에는 영향을 미치지 않는 것으로 나타났다. 이상의 연구결과를 종합하면 중등교원의 직무스트레스는 직무소진과 밀접한 영향관계가 있는 것으로 사료된다. 따라서 교원의 스트레스요인의 분석을 토대로 한 행정의 간소화, 수업에의 몰입이 가능토록 개선이 시급하다하겠다.

• 한국재난정보학회 논문집
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• 제5권1호
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• pp.104-119
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• 2009

The purpose of this study is to examine the effects of job involvement and organization commitment on job form of security guard. The total 260 subjects are composed of 50 women and 210 men who work at security company for security guards in Seoul and Gyonggi province. First, according to the populational and social character, job involvement was higher in women security guards than men, higher in 'above 41' for age, higher in 'university' for educational level, and higher in '300-400' for incomes. Second, according to the populational and social character, organization commitment was higher in men security guards than women, higher in 'above 41 ' for age, higher in 'graduate school of university' for educational level, and higher in '300-400' for incomes. Third, according to the form of the job, the job involvement was higher in 'under 10' for their career, higher in 'manager' for their responsibilities of work, higher in 'afternoon working' for the time schedules, and higher in 'field service' for the kind of working. Fourth, according to the form of the job, the organization commitment was higher in 'under 10' for their career and higher in 'field service' for the kind of working. However, there was no difference between the responsibilities of work and the time schedules. Fifth, it increases the organization, when the job involvement of the security guards such as work attachment, active performance, and the pursuit of job achievement.

• 보건행정학회지
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• 제17권1호
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• pp.50-74
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• 2007

The purpose of this study was to identify a determent of mastery approach goal and performance approach goal using a basic concept of goal orientations and goal setting theory, and to evaluate a preference of goal achievement index as a balance score card (BSC). The study model proposed had a adoptable level of goodness of fit index(.94) and root mean square residual(.08). The meditating variable, goal contribution, totally mediated the impact of goal commitment, Y-theory human behavior, and self-efficacy but organizational resource contribution for pursuing goal orientation. Moreover, goal contribution significantly determined mastery approach goal(p<.01) and performance approach goal(.05). In standardized effects, the most powerful antecedent of mastery approach goal and performance approach goal were in order of organizational resource contribution(.27/.28), goal contribution(.21/.17), self-efficacy(.07/.06), and Y -theory human behavior and goal commitment(.05/.05), respectively. Moreover, goal contribution had a more powerful impact on mastery approach goal(.21) rather than performance approach goal(.17). In the preference of BSC, all job types preferred learning and growth index in first. In the second preference, medical doctors and pharmacists chose financial results, nurses customer service, and office managers internal processes. Each job type reflected its' own preferred BSC index to that of the other job types. In comparing a preference of four BSC index of each own job type, it was statistically different at p<.001. In conclusion, one who emphasize organizational goal contribution in pursuing goal orientation has a more strong orientation toward mastery approach goal rather than performance approach goal. A hospital should overcome and harmonize the different preferences of four BSC index since the differences might cause organizational conflicts among job types with having each unique professional norm.