• 대한가정학회지
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• 제48권3호
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• pp.115-124
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• 2010

The purpose of the present study was to investigate the effects maternal employment history, achievement motivation and gender egalitarianism in job on university students' negative beliefs about the consequences of maternal employment. A total of 338 university students in Seoul, Kyungki, and Kyungnam area, provided information for the study. Analyses results showed that male students had higher level of negative beliefs about the consequences of maternal employment and achievement motivation and lower level of gender egalitarianism in job than female students did. Mothers' history of employment during the student's middle and high school period and higher job egalitarianism predicted lower negative beliefs about maternal employment. As male and female students were compared, male students with history of mothers' employment, lower level of achievement motivation and higher level of gender egalitarianism showed low level of negative beliefs about maternal employment. For female students, mothers' employment significantly predicted their beliefs about negative consequences of maternal employment.

• 가정과삶의질연구
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• 제28권4호
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• pp.43-54
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• 2010

This study examines the factors related to university students' positive beliefs about the consequences of maternal employment. A total of 338 university students in Seoul, Gyeong-gi, and Kyungnam area provided information about their socio-economic background, parents' employment history, achievement motivation, and gender egalitarian attitude. A two-way analysis of variance showed significant interaction effects of gender and grade on positive beliefs about the consequences of maternal employment. Multiple regression analyses by gender indicated that factors related with university students' positive beliefs about the consequences of maternal employment may differ by gender. For male students, grade, and socio-cultural gender egalitarian attitude were significantly related to positive beliefs about the consequences of maternal employment. For female students, grade, family monthly income, mother's employment during elementary school, and achievement motivation were related with positive beliefs about the consequences of maternal employment.

• 대한가정학회지
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• 제47권2호
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• pp.69-79
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• 2009

This study was conducted to develop a scale to evaluate maternal beliefs regarding employment and to demonstrate its validity. The subjects in the study included 225 mothers in Suncheon who had children under the age of 5. Initially, the definitions of beliefs associated with employment presented in previous studies were examined, after which the existing scale, Beliefs about the Consequence Maternal Employment for Young Children (BACMEC), was modified based the advice of three experts in child study. Next, 35 mothers who had preschool children were interviewed to assess their views on the positive and negative aspects of maternal employment. After excluding overlapping contents, a scale composed of 50 questions (24questions adapted from questions on the BACMEC and 26 created based on the results of the interview) was generated. Based on the result of factor and regression analysis, 27 (15questions regarding positive aspects of employment and 12 regarding negative aspects of employment) of the 50 questions were selected for use as the new scale. Reliability analysis showed satisfactory results (Cronbach's $\alpha$ = .89-.92). In conclusion, it is hoped that the scale for maternal beliefs in employment developed in this study will be used as a useful measurement tool in future studies conducted to evaluate maternal employment.

• 아동학회지
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• 제27권3호
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• pp.101-116
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• 2006

본 연구는 모성취업에 대한 태도에 따른 영아보육의 특성과 어머니의 심리적 복지감 간의 관계를 밝히고자 했다. 취업 중이거나 학교를 다니는 809명의 미국여성을 대상으로 하였으며, 이들의 자녀가 생후 1개월, 6개월, 그리고 15개월일 때 면접조사를 실시하였다. 모성취업에 대해 긍정적인 태도를 가지고 있는 어머니들은 그렇지 않은 어머니에 비해 더 나은 심리적 복지감을 보였으며, 개별 보육보다 시설 보육을, 그리고 더 많은 시간의 보육을 이용하였다. 이들 어머니들은 자녀들이 친인척에 의해 보육되는 경우(relative care)보다 보육시설(child care center)을 이용할 때 더 낮은 수준의 역할 긴장과 높은 수준의 취업결정 만족감을 나타냈다. 보다 부정적 태도를 가진 어머니들은 가정보육(child care home) 이용시 역할긴장 수준이 낮았다. 영아들이 생후 6개월 무렵 두 집단의 어머니 모두 보육시간이 증가함에 따라 취업 결정에 대한 만족도가 낮았으나 15개월에는 부정적 태도의 어머니에게만 이 관계가 유의했다.

• 가정과삶의질연구
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• 제27권2호
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• pp.111-122
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• 2009

The relations of mothers' attitudes regarding maternal employment to mothers' psychological well-being, mothers' parenting sensitivity and children's social competence were examined for mothers who worked full-time (extensively) from age 6 months of their children on, mothers who were not employed, and mothers who worked part-time or inconsistently during their children's early years. Longitudinal observations of 1,034 mothers and children in the NICHD Study of Early Child Care from age one month to first grade were analyzed using structural equation models. As predicted, mothers and children benefited when maternal attitudes were consistent with mother's actual employment status. Among extensively employed mothers, those with positive attitudes about employment had better psychological well-being; among mothers who were not employed, those who believed that maternal employment would have negative consequences for children's development reported better psychological well-being. The findings suggested that whether the mother's status of employment is congruent with their beliefs, not whether the mother is working or not, predicted the mother's well-being and their child's social development.

• 한국경영과학회:학술대회논문집
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• 한국경영과학회 2003년도 추계학술대회 및 정기총회
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• pp.99-102
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• 2003

While information technology has been advanced impressively, the issue of system underutilization has continued. Although TAM provides a theoretical and empirical model for explaining information technology acceptance, there exist some issues: lack of focusing task and organization. The present study examines the motivational factors influencing the beliefs about the system, in terms or the extended TTF (task-technology fit) model, to address the issues. For this purpose, an exploratory case study was conducted based on the data gathered from a Web-based survey. The present research proposes five propositions, based on the results of the case study and prior study findings, which can be used as a starting point fur future research.

• 한국컴퓨터정보학회논문지
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• 제28권3호
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• pp.127-135
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• 2023

본 연구는 대학생들의 취업기대감과 취업소진이 취업불안에 미치는 영향을 분석하고자 하였다. 수집한 데이터는 PASW 18.0 통계 프로그램을 이용하여 빈도분석, 기술통계분석, 신뢰도분석, one-way ANOVA, T-test, 상관관계분석, 다중회귀분석을 실시하였다. 연구결과 첫째, 대학생들은 취업불안 상태보다 취업불안 유발상황과 원인에 대한 불안을 조금 더 경험하는 것으로 나타났다. 둘째, 취업불안은 성별, 학년, 용돈, 월평균 가계소득에 따라 차이가 있는 것으로 밝혀졌다. 셋째, 취업불안은 취업기대감이 낮을수록, 무능감, 부정적 신념, 비인간화 등의 취업소진이 높을수록 더 증가하였다. 넷째, 취업불안과 관련된 변수들의 영향력을 분석한 결과 가장 크게 영향을 미치는 변수는 무능감이었다.

• Safety and Health at Work
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• 제10권3호
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• pp.260-264
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• 2019

Background: Professional dance is a physically demanding career path with a high injury prevalence, yet an ingrained culture of hiding or pushing through injuries. Developing better knowledge surrounding the cultural beliefs and behaviors related to injury reporting is critical to understand their incidence and burden. Therefore, the aim of this study was to investigate injury fear and injury reporting behaviors in professional dancers in Australia. Methods: This study utilized data collected in a cross-sectional survey of professional dancers in Australia. Descriptive analysis of injury fear and reporting stigma are presented with comparisons between subgroups (full-time versus part-time dancers; men versus women) conducted using two-sided Fisher's exact tests. Results: A total of 146 professional dancers were included. Over half (63%) of the respondents reported that they fear sustaining a dance-related injury, that they believe there is still a stigma surrounding injuries in dance (62%), and that this stigma has led to a delay in reporting or seeking care for an injury (51%). A lower proportion of part-time than full-time dancers reported that they would usually tell someone within their dance employment about an injury (35.1% vs. 59.6%, p = 0.006). Conclusion: Professional dancers are at risk of losing contracts or roles if they are injured, and therefore, it is common to dance through their occurrence. Many dancers, particularly those dancing part-time, are unwilling to tell their employers about their injuries. Action is required to improve this culture regarding injury reporting and help seeking for more effective injury understanding, prevention, and management in dance.

• 한국콘텐츠학회논문지
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• 제21권11호
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• pp.528-542
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• 2021

이 연구는 기술진보에 따른 일자리 전환에 대한 인식을 살펴보기 위해 첫째, 4차 산업혁명에 따른 일자리 변화에 대해 구직자와 재직자들의 인식은 어떻게 구조화되며 인식유형별 특성은 무엇인지, 둘째, 4차 산업혁명에 따른 일자리 변화에 대해 구직자와 재직자들의 인식 유형에 걸쳐 나타나는 공통점과 차이점을 알아 보았다. 주관적인 태도에 대한 접근을 위해 객관화된 질적 연구방법인 Q방법론을 활용하여 수집된 자료는 PC용 QUANL 프로그램을 사용하여 분석하였다. 분석 결과, 도출된 4가지 유형은 부정적 인식 유형, 중립적 인식 유형, 근무환경 개선 인식 유형, 고용 증가 인식 유형으로 나누어졌다. 부정적 인식 유형은 일자리 규모 및 일자리의 질 관점에서 모두 부정적으로 인식하는 경향이 컸으며, 특히 4차 산업혁명에 따른 일자리 증가에 대해서 동의하지 않는 경향이 큰 것으로 나타났다. 중립적 인식 유형은 4차 산업혁명에 따른 일자리 변화에 대해 중립적이면서 부정적인 영향을 수용하고 동시에 제도적·교육적 요구가 강하게 나타났다. 근무환경 개선 인식 유형은 4차 산업혁명에 따라 일자리가 증가한다는 것에 대해서는 동의하지 않지만, 일자리의 질 측면에서는 향상될 것으로 보고 있었다. 고용증가 인식 유형은 전반적으로 4차 산업혁명에 따른 일자리 변화에 대해 긍정적으로 인식하는 가운데, 특히 일자리 규모 증가에 대한 기대가 높은 것으로 나타났다.

• Asia pacific journal of information systems
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• 제17권2호
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• pp.49-81
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• 2007

Research in the IS (Information Systems) outsourcing has focused on the importance of legal contracts and partnerships between vendors and clients. Without detailed legal contracts, there is no guarantee that an outsourcing vendor would not indulge in self-serving behavior. In addition, partnerships can supplement legal contracts in managing the relationship between clients and vendors legal contracts by itself cannot deal with all the complexity and ambiguity involved with IS outsourcing relationships. In this paper, we introduce a psychological contract (between client and vendor) as an important variable for IS outsourcing success. A psychological contract refers to individual's mental beliefs about his or her mutual obligations in a contractual relationship (Rousseau, 1995). A psychological contract emerges when one party believes that a promise of future returns has been made, a contribution has been given, and thus, an obligation has been created to provide future benefits (Rousseau, 1989). An employmentpsychological contract, which is a widespread concept in psychology, refers to employer and employee expectations of the employment relationship, i.e. mutual obligations, values, expectations and aspirations that operate over and above the formal contract of employment (Smithson and Lewis, 2003). Similar to the psychological contract between an employer and employee, IS outsourcing involves a contract and a set of mutual obligations between client and vendor (Ho et al., 2003). Given the lack of prior research on psychological contracts in the IS outsourcing context, we extend such studies and give insights through investigating the role of psychological contracts between client and vendor. Psychological contract theory offers highly relevant and sound theoretical lens for studying IS outsourcing management because of its six distinctive principles: (1) it focuses on mutual (rather than one-sided) obligations between contractual parties, (2) it's more comprehensive than the concept of legal contract, (3) it's an individual-level construct, (4) it changes over time, (5) it affects organizational behaviors, and (6) it's susceptible to organizational factors (Koh et al., 2004; Rousseau, 1996; Coyle-Shapiro, 2000). The aim of this paper is to put the concept, psychological contract commitment (PCC), under the spotlight, by finding out its mediating effects between legal contracts/partnerships and IS outsourcing success. Our interest is in the psychological contract commitment (PCC) or commitment to psychological contracts, which is the extent to which a partner consistently and deeply concerns with what the counter-party believes as obligations during the IS project. The basic premise for the hypothesized relationship between PCC and success is that for outsourcing success, client and vendor should continually commit to mutual obligations in which both parties believe, rather than to only explicit obligations. The psychological contract commitment playsa pivotal role in evaluating a counter-party because it reflects what one party really expects from the other. If one party consistently shows high commitment to psychological contracts, the other party would evaluate it positively. This will increase positive reciprocation efforts of the other party, thus leading to successful outsourcing outcomes (McNeeley and Meglino, 1994). We have used matched sample data for this research. We have collected three responses from each set of a client and a vendor firm: a project manager of the client firm, a project member from the vendor firm with whom the project manager cooperated, and an end-user of the client company who actually used the outsourced information systems. Special caution was given to the data collection process to avoid any bias in responses. We first sent three types of questionnaires (A, Band C) to each project manager of the client firm, asking him/her to answer the first type of questionnaires (A).