• 공학교육연구
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• 제25권5호
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• pp.12-19
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• 2022

This study explored the determinants of first job employment outcomes(employment status, salary, company size) of engineering college graduates using 2018 Graduates Occupational Mobility Survey(GOMS) data. Independent variables were used as variables for personal characteristics, academic background, and job preparation efforts. The priorities and interactions between the factors determining employment outcomes were identified using the decision tree analysis. The research results are as follows. First, it was found that the most important factor in determining the 'first job employment status' was 'exam preparation(public and private company, test for teacher recruitment)' among individual's job preparation efforts. Second, the most important factor in determining 'first job salary' was 'gender' among individual characteristics. Third, the most important factor in determining the 'first company size' was the experience of 'corporate job aptitude study' among individual's job preparation efforts. Based on the results of the analysis, suggestions for establishing customized career development strategies for engineering college students were presented.

• Educational Technology International
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• 제6권2호
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• pp.43-58
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• 2005

The purpose of this study was to investigate the impact of organizational learning culture on job satisfaction and organizational commitment. Two streams of scholarly work have provided the theoretical foundations for this study. The first stream comes from the literature on learning organization. The second stream of the theoretical foundation comes from an extensive literature on attitude-intention-behavior relationships. In addition, this study was tested three alternative models. Alternative model 1 employed job satisfaction as the mediating commitments variable between learning culture and organizational commitment. Alternative model 2 used organizational commitment as the mediating variable between learning culture and job satisfaction. Finally, alternative model 3 specified a direct impact of learning culture on both job satisfaction and organizational commitment, and reciprocal linkages between these two variables. The results of this study support the hypothesized relations among an organization's learning culture, job satisfaction, and organizational commitment. The findings of this study are various congruent with a widely accepted hypothesis that job satisfaction serves as an appraisal function in evaluating various work environments and determining emotional responses such as organizational commitment. Organizational learning culture is one of the important factors that organizations cannot overlook. Therefore, the findings of this study provide a new direction for researchers seeking to explain the complex relations among these central organizational variables.

• 해양환경안전학회지
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• 제29권7호
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• pp.871-878
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• 2023

이 연구는 해양경찰공무원의 환경 적합성이 조직 및 직무 애착에 미치는 영향을 검증하기 위해 해양경찰공무원 150명을 대상으로 연구를 진행하였다. 이 연구의 독립변수인 환경 적합성의 하위변인은 조직 적합성, 직무 적합성, 상사 적합성으로 분류하였다. 연구 결과 조직 애착에 영향을 미치는 독립변인은 조직 적합성만이 유일하였고, 직무 애착의 경우 조직 적합성, 상사 적합성, 직무 적합성 모두 영향을 미치는 것으로 나타났다. 이러한 결과를 통해 해양 경찰 조직의 발전을 위한 제언 및 향 후 개인적 특성에 따른 후속 연구를 제안하였다.

• 공학교육연구
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• 제9권3호
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• pp.22-36
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• 2006

이 연구는 컴퓨터운용사의 구체적인 직무 분석을 통하여 컴퓨터 운용사 자격의 출제기준을 개선하는데 목적이 있다. 연구목적을 달성하기 위해서 본 연구에서는 산업계, 학계 전문가 7명으로 구성된 직무분석 위원회에서 데이컴(DACUM: Development A curriculum)법으로 직무분석을 실시하여 직무범위, 등급, 응시자격, 검정 기준, 출제 기준, 검정 방법 등의 구성 내용을 추출하였다. 또한 이 연구에서는 컴퓨터 운용사의 출제기준을 개발을 위한 직무분석의 모형을 절차별로 정리 제시하였는데, 1단계는 직무분석 준비(자료 조사 및 면담, 전문가 선정), 2단계는 직무모형 설정(1차 전문가 협의회 및 1차 현장 검토)하였고, 3단계는 지식, 기능, 도구 추출(2차 전문가 협의회 및 2차 현장 검토), 4단계는 코스 및 교과목 선정(3차 전문가 협의회), 5단계는 출제기준 설정(3차 현장 검토)의 과정을 통하여 컴퓨터운용사의 자격의 출제기준을 제시하였다.

• 디지털융복합연구
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• 제16권2호
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• pp.189-194
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• 2018

본 연구에서는 최근 정부주도로 학력이 아닌 직무능력 중심의 블라인드 채용문화를 확산시키고 있는 흐름을 반영하고, 기존 서류 중심의 온라인 채용 프로세스의 한계를 극복하기 위하여 원격 온라인 인력 채용을 위한 새로운 동영상 면접시스템 구조 설계안을 제안하고 이를 기반으로 시작품 개발 및 성능실험을 통해 효용성을 검증하고자 하였다. 제안하는 원격 동영상 면접시스템은 맞춤형 잡 매칭 및 원격 잡 코칭이 가능하도록 지능형 웹 기술을 융합하여 설계하였고, 이를 통해 구인기업의 채용비용 및 구직자의 기회비용이 절감될 수 있도록 구성하였다. 본 연구에서 도출된 설계 사양 및 시작품 개발 결과를 바탕으로 향후 공공 및 민간 채용시장에서 필요한 온라인 면접시스템 기술로서 상용화된다면 능력 중심 채용문화 정착을 위한 실용적인 온라인 채용 솔루션으로 활용이 기대될 수 있다.

• Human Ecology Research
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• 제52권2호
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• pp.141-150
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• 2014

The purpose of the present study was to determine the structural relationship among the father's participation in childcare, parenting stress, marital satisfaction, and the job satisfaction of working mothers. This study is based on the 2011 Panel Study on Korean Children, a large, population-based study conducted by the Korea Institute of Child Care and Education. The participants were 431 working mothers. To ensure the reliability and validity of the questions, descriptive statistics of the frequency, ratio, average, standard deviation, skewness, and kurtosis were obtained using SPSS 21.0. Exploratory factor, variables correlation, and reliability analysis were also performed. The structural analysis using AMOS 20.0 in the bootstrapping method was conducted to perform a path analysis among the variables and to assess the suitability of the model. A hypothetical model was proposed, which was composed of a father's participation in childcare as an exogenous variable and parenting stress, marital satisfaction, and job satisfaction of a working mother as the endogenous variables. The results of this study are as follows: First, a father's participation in childcare and the parenting stress and marital satisfaction of a working mother affect the job satisfaction of the mother. The most influential factor is marital satisfaction. Second, marital satisfaction has mediating effects between the father's participation in childcare and the parenting stress and job satisfaction of the working mother. Third, parenting stress does not affect job satisfaction.

• 치위생과학회지
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• 제17권2호
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• pp.150-159
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• 2017

치과의료기관의 경영성과를 달성하기 위해서는 치과 중간관리자의 직무역량은 매우 중요하다고 볼 수 있다. 따라서 본 연구에서는 문헌고찰, FGI, 델파이 조사를 통해 치과 중간관리자의 직무역량모델을 개발하는 데 목적이 있다. 먼저 문헌고찰과 FGI를 거쳐 치과 중간관리자 직무역량 모형은 6개의 역량군, 25개의 하위역량, 그 안에 125개 행동지표로 도출하였다. 도출된 치과 중간관리자 직무역량모델 초안은 3차에 걸친 델파이 조사를 통해 치과경영관리, 진료지원, 인적자원관리, 의사소통과 고객관리, 리더십, 자기관리와 태도의 6개의 역량군으로 구성하였고 각 역량군에 따른 25개의 하위역량과 95개의 행동지표로 구성된 최종 치과 중간관리자의 직무역량모델을 개발하였다. 본 연구에서 개발한 치과 중간관리자 직무역량모델은 치과 중간관리자의 교육프로그램 개발의 기초자료로 활용될 뿐만 아니라 치과 중간관리자의 선발, 평가 등 광범위하게 활용될 수 있을 것이다.

• 한국응급구조학회지
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• 제12권2호
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• pp.85-97
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• 2008

Purpose : This study was cross-sectional study to examine the influence of job stress in 119 briefing room workers and aimed to provide the important basic materials for improving working conditions of 119 briefing room workers and further studies. Methods : This study selected 271 workers of 119 briefing room at National Emergency Management Agency and fire stations, metropolitan cities and provinces to examine the influences of job stress of 119 briefing room workers on depression. and as a result of analysis, the following conclusions. Results : 1) The whole average of job stress measure was 3.30. The highest area was interpersonal relationship factor as 3.41, 'job characteristic factor' as 3.36 and communication factor' as 3.01. 2) Total score of whole items of depression was 11.88 and showed slight depression level. 3) There was static correlation between job stress and depression(r=44.7, p= .000). There were statistically significant static correlations between job stress factor and depression(r= .388, p= .000), interpersonal relationship factor and depression(r= .471, p= .000), and communication factor and depression(r= .386, p= .000). 4) There was statistically significant difference in the influence of job stress on depression(B=8.575, p< .001). Influence of job stress on depression was explained as $R^2=.200$. When job stress factors as independent variables were input, interpersonal relationship factor(B=5.062, p< .001) had the greatest influence on depression and there was no statistically significant difference in communication factor(B=2.490, p< .05). Conclusions : It is considered that development of the various programs including program for getting rid of job stress of 119 briefing room workers and counseling program will be needed. particularly, factors such as human relationships and communication in the area of job stress must be the first priority.

• 한국콘텐츠학회논문지
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• 제18권2호
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• pp.626-641
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• 2018

최근 들어 직무순환은 조직 구성원에 다양한 직무경험과 잠재된 능력 개발의 기회를 제공함으로써 개인 및 조직의 경쟁력을 향상시키는 기업 경영의 핵심적인 인적자원관리 전략으로 고려되고 있다. 따라서 본 연구는 공기업 조직구성원의 직무순환 인식이 조직유효성에 미치는 영향을 실증적으로 검증하고자, 문헌연구를 토대로 직무순환 인식의 차원(운영절차, 개인발전, 경력관리)과 조직유효성의 차원(직무만족, 조직몰입, 조직충성도)을 검토하고, 구조적 관계를 실증적으로 분석하였다. 연구결과, 첫째, 직무순환 인식으로서 운영절차는 직무만족에 긍정적인 영향을 미치며, 운영절차와 경력관리는 조직몰입에 긍정적인 영향을 미치는 것으로 나타났다. 둘째, 직무만족은 조직몰입에 긍정적인 영향을 미치는 것으로 나타났다. 셋째, 직무만족과 조직몰입은 조직충성도에 긍정적인 영향을 미치는 것으로 나타났다. 본 연구를 통하여 공기업의 조직유효성 향상을 위한 직무순환 인식의 중요성을 확인하고, 이를 통해 공기업의 개인 및 조직 경쟁력 제고를 위한 실무적 시사점을 제시하였다는 점을 본 연구의 의의라 할 수 있다.

• 재활간호학회지
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• 제10권2호
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• pp.81-89
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• 2007

Purpose: The purpose of this study was to identify the degree of Job stress and Coping of the nurses in ICU and Cancer ward, and to compare the Job stress and Coping between two groups, and finally to get the basic information about the adequate method to promote Coping about Job stress of the nurses in ICU and Cancer ward. Method: The subjects of this study were 131; 62 nurses in ICU and 69 nurses in Cancer ward. Data were collected from 27th August to 14th September in 2007. The instruments for this study were Job stress scale(55 items) developed by Kim(1989), and Coping scale(32 items) developed by Lazarus and Folkman(1984) and revised by Han and Oh(1990). For the data analysis, SPSS PC/win 12.0 program was utilized for descriptive statistics, $X^2$-test, t-test, Pearson correlation. Result: The results of this study were the followings; The mean score of Job stress(range 1-5) was 2.93 in ICU nurse and 2.58 in Cancer ward nurse. There was a significant difference (t=4.453, p<.01)between them. There were significant differences in subscale of Job stress between the two groups, such as Nursing job(t=3.717, p<.01), Job circumstances(t=4.558, p<.01), Personal relations(t=3.425, p<.01), Hospital administration and ward management(t=2.94, p<.01). The mean score of Coping(range 1-4) was 2.55 in ICU nurse, and 2.54 in Cancer ward nurse; there was no significant difference. But one subscale of the Coping(Search of social support) showed significant difference(t=-2.865, p<.01). There was no significant correlation between Job stress and Coping of ICU nurse vs Cancer ward nurse except one subscale in cancer ward(correlation between Nursing Job and Coping). Conclusion: The ICU nurse is higher than the Cancer ward nurse in the Job stress score significantly and lower than the Cancer unit nurse in the Coping. Based on the study results, it is needed the program development using the Coping methods in accordance with ward speciality to relieve Job stress.