• 한국컴퓨터정보학회논문지
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• 제23권5호
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• pp.47-53
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• 2018

This study is aimed to determine types of job values which is searched by 242 university student in Gwangju, to study characteristics of each type, and to analyze key competency of each type. The data were analyed with PASW 18.0 using frequency analysis, k-mean cluster analysis, crosstabs and one-way ANOVA. According to findings, first of all, university student types of job values are divided into 4 groups; a type of intrinsic job values(27.7%), a type of active job value(32.2%), a type of external job value(12.4%), a type of passive job value(27.7%). Secondly, the type of job values showed statistically significant difference only in the monthly allowance of socio-economic variables. Thirdly, the type of job values showed statistically significant difference 'communication', 'mathematics', 'problem solving', 'self development', 'resource management', 'interpersonal skills', 'technical ability', 'understanding organizations' and 'work ethics'.

• 융합경영연구
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• 제11권3호
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• pp.11-23
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• 2023

Purpose: This study empirically studied the effects of the perceived value of education and training on SME cooperative on job performance. Research design, data and methodology: From November 7 to 9, 2022, a survey was conducted targeting members and executives of SME cooperatives in their 20s and 60s across the country, and a total of 217 people were used for the final analysis. Verification of the research model was performed using SPSS & AMOS. Frequency analysis was conducted to examine the sample characteristics. Results: First, perceived value (functional value, service performance value, emotional value, convenience value) did not have a significant effect on organizational commitment. Second, perceived value (functional value, service performance value, emotional value, convenience value) were found to have a significant positive (+) effect on job satisfaction. Third, job satisfaction was found to have a significant positive (+) effect on organizational commitment. Fourth, organizational commitment was found to have a significant positive (+) effect on job performance. Fifth, job satisfaction was found to have a significant positive (+) effect on job performance. Conclusions: These results suggest that the perceived value of SME cooperative education and training can affect organizational commitment and job performance through job satisfaction, so it is necessary to strengthen online education and training to meet the emotional response of training subjects along.

• 대한안전경영과학회지
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• 제16권3호
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• pp.399-409
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• 2014

The purpose of this study includes: Firstly, to examine the effects of procedural justice and job significance on value of work, psychological ownership, and job satisfaction. Secondly, to examine the mediating effect of the value of work, psychological ownership on the relationship between procedural justice, job significance and job satisfaction. For the study, the data was collected from convenient sample of 273 nurses at university hospital in a city to test theoretical model and its hypotheses. All data collected from the survey were analyzed using with SPSS 18.0 and AMOS 18.0. This study reports findings as followed: first, the relationship between the procedural justice and the value of work is positively related. Second, there was also a positive correlation between the procedural justice and the psychological ownership. Third, there was also a positive correlation between the job significance and the value of work. Fourth, the relationship between the job significance and the psychological ownership is positively related. Fifth, there was also a positive correlation between the value of work and the psychological ownership. Sixth, there was also a positive correlation between the procedural justice and the job satisfaction. Seventh, the relationship between the job significance and the job satisfaction is positively related. Eighth, there was also a positive correlation between the value of work and the job satisfaction. Ninth, there was also a positive correlation between the psychological ownership and the job satisfaction. Finally, the value of work and psychological ownership played as a partial mediator on the relationship between procedural justice and job satisfaction. Also, the value of work and psychological ownership played as a partial mediator on the relationship between job significance and job satisfaction. Based on these findings, the limitations of the study and some directions for future studies were presented.

• 보건의료산업학회지
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• 제5권2호
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• pp.91-104
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• 2011

This study is focusing on the fact that Medical bodies are a labor-intensive organization in the technological field which needs technical knowledge and concerted efforts and then explaining the job value and the workplace value on the basis of trust in terms of a sense of organizational unity. The study reveals that, the higher recognition of their seniors the medical workers have, the higher level of self-esteem for job value they have. In terms of personal characteristics, educational experience has a meaningful influence on self-esteem for job value; in terms of job characteristics, the period of one`s service and monthly salary have a meaningful influence on it. And, it is found, the higher the pride on workplace, respect and trust in seniors, loyalty to seniors and self-esteem for job value are, the more proud they feel of workplace.

• 한국콘텐츠학회논문지
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• 제10권3호
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• pp.355-363
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• 2010

본 연구의 목적은 이론적 배경과 선행연구를 통해 호텔직원의 근로가치관이 직무몰입에 미치는 영향을 살펴보는 것이다. 본 연구를 위해 회귀분석이 이용되었는데, 연구결과는 내적근로가치관이 직무애착, 직무책임감, 직무중요성에 유의한 영향을 주었고, 외적근로가치관도 직무애착, 직무책임감, 직무중요성에 유의한 영향을 주었다. 이 연구는 개인의 태도와 행동에 영향을 주는 근로가치관에 대한 이해와 분석, 활용을 통하여 조직목표 달성을 위한 조직구성원들의 행동관리의 효과를 높일 수 있을 뿐 아니라 가치관에 대한 분석을 통해 조직 내에 서로 다른 가치관을 소유하고 있는 조직구성원들의 문제를 이해하고 해결하는데 직접적으로 활용할 수 있을 것이다.

• 한국콘텐츠학회논문지
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• 제22권4호
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• pp.292-300
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• 2022

본 연구는 정확한 중소기업 일자리 정보를 알지 못하는 상황, 선호 기준에 맞는 일자리 파악이 어려운 현실을 브랜드 범주화 이론을 반영한 '고용주 브랜드(Employer Brand)' 관점에서 개선하고자 하였다 이를 위해 청년구직자 700명을 대상으로 위계적 회귀분석을 통해 5가지 가치 요인(Interest Value, Social Value, Economic Value, Development Value and Application Value) 중심의 취업의향 영향요인을 파악하였다. 분석결과 청년구직자는 인재육성이나 제품, 서비스, 경영진 등 기업 측면의 특성보다 구직자 개인에게 직접적 영향을 미치는 업무문화와 환경, 자신의 전공 활용 등에 보다 관심을 가지고 취업의향에 영향을 받는다는 것을 확인하였다. 이는 중소기업 일자리 정책이 기존 양적 지원 중심에서 플랫폼 중심의 일자리 정보 활용을 강화하는 질적 체질 개선으로 변화될 필요가 있음을 시사하고 있다.

• 대한영양사협회학술지
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• 제2권1호
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• pp.49-61
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• 1996

For the purpose of disclosing the relationship between job characteristics and satisfaction and organizational commitment for foodservice employees, questionnaire survey was carried out on 427 subjects of 14 general hospitals in Seoul, Korea. Questionnaire items consisted of general characteristics, organizational commitment, job satisfaction and characteristics. Data were analyzed by ANOVA, Duncan's multiple range test and Pearson correlation using SPSS PC package. The results were as follows 1. Mean score of value commitment and commitment to stay were 3.57 and 3.67. 2. There were significant differences between value commitment and age, marital status department, period and management, and between commitment to stay and experience and management. 3. Mean score of job satisfaction was the highest in co-workers(3.37) and work itself (3.37) and followed by in supervision(3.25), wage(2.43) and promotion(2.01). There were significant differences between job satisfaction for work itself and age, educational status and job department and management, between job satisfaction for wage and position, department, period and management, between job satisfaction for supervision and age, educational status and department, between job satisfaction for promotion and age, marital status, position, period, and management, between job satisfaction for co-workers and sex and educational status. 4. Mean score of job characteristics was the highest in dealing with others(4.13) and followed by in feedback(3.51), autonomy(3.29), task identify(3.07), variety(2.71) and friendship(2.47). 5. Job satisfaction for work itself, supervision and co-workers were significantly increased with increasing value commitment. Job satisfaction for work itself, supervision were significantly increased with increasing commitment to stay. Job satisfaction for promotion had negative correlation with organizational commitment in all job position. 6. Value commitment had significantly positive correlations with variety, autonomy, identity, feedback and dealing with others, and significantly negative correlation with friendship. Commitment to stay had significantly positive correlations with dealing with others, and significantly negative correlations with friendship. In all job position organizational commitment had significantly negative correlations with friendship.

• International Journal of Internet, Broadcasting and Communication
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• 제15권2호
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• pp.1-13
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• 2023

YouTube has become a popular platform for vlogs. Among various forms of vlogs, office worker vlogs, in which a person engaged in a specific job shows his/her work environment and daily routine, are gaining popularity. Thus, focusing on office worker vlogs, the present research investigates the effects of office worker vlogs' characteristics (i.e., vlog content characteristics, vlogger characteristics) on the YouTube viewers' educational value of the vlog and their job engagement. Specifically, this research examines whether(1) vlog content characteristics (i.e., usefulness, accessibility, and vividness) and (2) vlogger characteristics (i.e., job similarity, credibility, and expertise) influence the YouTube viewers' educational value of the vlog. Moreover, this research examines how the YouTube viewers' educational value of the vlog affects their job engagement. With a sample of YouTube viewers of office worker vlogs (N = 215), structural equation modelling was implemented to investigate the relationships in the proposed model. The results indicate that (1) perceived usefulness of the office worker vlog is positively associated with the educational value of the vlog; (2) perceived accessibility of the office worker vlog is positively associated with the educational value of the vlog, albeit marginally significant; (3) perceived vividness of the office worker vlog is positively associated with the educational value of the vlog; (4) perceived job similarity to the office worker vlogger is positively associated with the educational value of the vlog; (5) perceived credibility of the office worker vlogger is positively associated with the educational value of the vlog; (6) perceived expertise of the office worker vlogger is positively associated with the educational value of the vlog; and (7) the educational value of the office worker vlog is positively associated with the YouTube viewers' job engagement. The findings provide important implications for the production and use of office worker vlog contents.

• 경영과정보연구
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• 제29권4호
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• pp.245-266
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• 2010

지금까지 대졸자에 대한 연구는 대졸자의 취업, 임금 등에 집중되어 왔다. 그러나 본 연구에서는 대졸자가 취업을 하였다면 과연 자신의 수준에 맞는 일자리를 얻게 되었는지 아니면 현재 자신의 직무에는 만족하는 지에 대한 연구로 확장하고자 한다. 이러한 연구를 위해 '2007년도 대졸자 직업이동경로조사(GOMS)' 데이터를 사용하여 대졸자의 일자리적합과 직무만족에 영향을 미치는 요인을 확인하고자 구조방정식모형을 설정하였다. 구체적으로 대졸자의 직업가치관, 대학 취업지원프로그램 참여를 선행요인으로 하여 일자리적합과 직무만족을 분석하였다. 분석 결과, 직업가치관은 취업지원프로그램 참여에 긍정적인 영향을 미치고 있었으며, 일자리적합과 직무만족에도 긍정적인 영향을 미치는 것으로 분석되었다. 그리고 대학 취업지원프로그램 참여는 취업 시 직무만족과 일자리적합에 긍정적인 영향을 주었다. 이밖에 일자리적합은 직무만족에 긍정적인 영향을 주는 것으로 나타났다. 이로서 대졸자가 재학 시 갖는 직업에 대한 가치관이 매우 중요하며 취업 시에 일자리적합이나 직무만족에 중요한 역할을 하는 것으로 나타났다. 또한 직업 가치관이 높은 사람은 대학의 각종 취업지원프로그램에 참여하게 되고 취업 후 일자리 적합이나 직무만족을 경험하는 것으로 나타나 대학의 각종 취업지원프로그램이 대졸자들에게 중요한 역할을 하는 것을 알 수 있었다. 따라서 학교 당국과 고용센터 등에서는 대학생들에게 직업 가치관을 심어 줄 수 있도록 가치관교육을 강화하여야 하며 대학의 취업지원프로그램을 개선하고 강화하여야 할 것이다.

• 한국산학기술학회논문지
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• 제19권2호
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• pp.472-482
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• 2018

본 연구의 목적은 직업상담사의 직업가치관이 조직몰입에 미치는 영향과 그 관계에서 직무만족의 매개효과를 검증하는 것이다. 이를 위해 전북지역의 직업상담사 207명을 대상으로 직업가치관, 조직몰입, 직무만족에 관한 설문조사를 실시하여 분석하였다. 분석결과, 첫째, 직업상담사의 직업가치관이 높을수록 조직 몰입이 증가하는 것으로 나타났다. 둘째, 직업상담사의 직업가치관과 조직 몰입의 관계에서 직무 만족은 유의한 매개효과를 보이는 것으로 나타났다. 또한 직업가치관의 유형에 따라 내재적 직업가치관과 외재적 직업가치관 유형 모두와 조직 몰입의 관계에서 직무 만족의 매개효과 역시 유의하였다. 이를 통해 직업상담사들은 직업 그 자체에 대한 내재적 의미와 가치뿐만 아니라, 직업을 통해 사회적 경제적으로 취할 수 있는 이익 등 외재적 가치 모두가 높다고 인식할수록 조직에 대한 몰입이 높아지는 경향이 있음을 확인하였다. 특히 내재적 가치관보다 외재적 가치관이 상대적으로 더 직무만족과 조직몰입에 영향을 미치는 것으로 나타났다. 이는 직업상담사로서의 역할에 대한 자신감과 자부심 등 내재적 가치 외에 물질적 보상과 직업안정성 등 외재적 가치를 증진시켜 주어야 한다는 것을 시사한다고 볼 수 있다.