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The Influence of Dual-major Degree Program on Employment Outcomes of University Graduates
No full text이 연구는 복수전공 이수가 4년제 일반대학 졸업생의 첫 직장 취업성과에 미치는 영향을 분석하는 것에 목적이 있다. 이를 위해 한국고용정보원에서 제공하는 2010년도 대학 졸업자 직업이동경로조사(GOMS) 자료를 사용하였으며, 취업성과에 대한 대학의 고유한 영향력을 통제하기 위해 대학 고정효과(college fixed effect) 모형을 적용하여 분석을 실시하였다. 그리고 주전공 및 복수전공 계열에 따라 복수전공 이수의 효과가 달라지는지를 살펴보기 위해, 주전공 계열과 복수전공 계열 간의 상호작용 항을 분석 모형에 포함시켰다. 분석 결과에 따르면 첫째, 복수전공 이수자의 취업 확률은 단일 전공자에 비해 약 1.3배, 첫 직장의 월평균 소득은 약 5.5만원 정도 높았으나, 첫 직장의 정규직 여부에는 차이가 없었다. 둘째, 취업 여부와 첫 직장의 정규직 여부에 대한 주전공 및 복수전공의 상호작용 효과는 존재하지 않았다. 셋째, 첫 직장 월평균 소득의 경우 주전공과 복수전공의 상호작용 효과가 일부 유의미한 것으로 나타났는데, 인문계열 주전공자가 인문계열 내 타전공이나 상경계열로 복수전공할 경우 인문계열만 전공한 졸업생에 비해 첫 직장 월평균 소득이 각각 17만 원, 11만 원 정도 높았다.This research was carried out on 4-year university graduates, with the aim of analyzing the effect of having a dual-major on their employment outcome. The data used in this analysis is from the Graduates Occupational Mobility Survey 2010(GOMS), provided by the Korean Employment Information Service. The analysis method used in this study is the College Fixed Effect model which is useful when controlling the distinct characteristics of the universities. We also analyzed their interaction between single major and dual-major degrees to examine the differences in employment outcome. As a result, the research showed that the completion of a dual major program had a significant effect on their salary of their first job. However, it did not have effect on the contract type of the employment (permanent contract). Secondly, there was no interaction effect between the major program and dual-major in terms of the employment outcome and whether the individual obtained permanent position. Thirdly, in terms of the monthly salary on first job, the interaction of major-program and dual-major program has shown significant effect partially, especially for liberal arts graduates with a dual major in other liberal arts subject, commerce and business subjects had a higher average salary than their peers who had major in liberal arts only
A Study on Training Effect and Continuous Employment of Jobs for Part Time Women Workers
No full text이 연구는 향후 양질의 시간제 일자리 창출에 기여할 수 있도록 시간제 일자리의 고용유지와 임금, 고용상태 변화에 따른 능력개발 효과 분석을 통해 시간제 일자리의 정책적 시사점을 찾고자 하는 목적을 가지고 있다. 이를 위해 한국여성정책연구원의 여성가족패널 조사 2차와 3차 년도 자료를 활용하여 횡단면자료와 패널 자료로 구성하고 횡단면 로짓, 패널 임의효과 및 고정효과회귀식과 패널 로짓, 그리고 분위이중차감법을 활용하여 시간제 일자리와 전일제 일자리 간의 훈련 효과 및 정규직 전환과 유지, 그리고 고용상태 변화를 분석하였다. 연구결과 상대적인 임금상승에는 훈련 효과가 있었으나 전체적으로 고용유지, 정규직 전환 가능성, 절대적 임금 측면에서 시간제 일자리의 장점은 없었으며, 훈련효과 또한 존재하지 않아 자발적인 정규직 시간제 일자리 확대와 이를 통한 고용률 70%를 달성하기 위해서는 다양한 제도적 보완장치가 필요할 것으로 보인다.This paper has the purpose to find policy implication through analysis of training effect, career development, wage, and continuous employment for part time women workers. For the effect of job training for part time women in the Korea labor market. We adopted 2 and 3-wave panel data of Korean Longitudinal Survey of Women and Family gathered by KWDI (Korean women’s development institute). Also, We apply Polling regression, fixed and random effect for panel Logit and regression, and quantile difference-in-difference (QDID) matching after structuring panel data and cross-section data each other. In the our empirical results, we conclude that it has the effect for training to increase wage of part time women, but has not merit to part time in terms of continuous employment, possibility of change into regular job, absolutely wage. Therefore, it seems that decision-maker need institutional complementary measures for part time women workers in firms to achieve the 70% of hiring rate and extension of voluntary part time jobs
Utility Evaluation of Private CertificationsⅠ: Establishing utility Evaluation System
No full text본 연구는 『민간자격 효용성 평가연구』를 제목으로 한 3개년의 연구로서, 민간자격의 효용성 평가를 통해 ？자격기본법？이 추구하는 능력중심사회 구현에 기여하고자 한다.
단기적으로는 민간자격의 폭발적 증가로 인한 정보엔트로피 증가에 대해 선제적으로 대응함으로써 정보의 비대칭성으로 인해 발생하는 시장 기능의 왜곡을 개선함을 목적으로 한다. 나아가 중장기적으로는 민간자격의 효용성 제고를 통해 질 낮은 서비스로부터 소비자를 보호함으로써 민간자격 관련 정책 및 제도의 변화 방향을 모색하기 위함이다.Qualification is a double-sided matter as it develops occurs proper function and adverse function by creation and utilization. Especially the private qualification has weak credibility of the issuing authority, therefore has big adverse effect such as information noise and such as it is hard to manage the quality. As individual ability is deemed important the necessity for utility evaluation of private certifications are expanding as the private qualification test is quantitatively expanding also. Therefore, this study would like to suggest policy method for increase quality of private certifications through establishing the utility evaluation system of private certifications based on this background.
This study is scheduled for 3 years research with ？Utility Evaluation of private certifications？ as its title. This study is to contribute the realization of the society that is based on ability pursuit by quality basic method through utility evaluation of private certifications. In the short-term this study is to initiatively confront on the increase of information entropy by explosion of private certifications. Also, it would like to improve the distortion of market function occurred by the asymmetry of information. In the mid to long term, this study looks for the policy-system change direction concerning customer protection and private qualification evaluation system through increasing utility of private certifications.
1st year research of this study was to establish theological and methodical basis to evaluate the utility of private qualifications. It was implemented ultimately to establish adequate evaluation system for the private certifications. Extensive work such as analysis of private qualifications characteristics, overseas case research, survey research, delphi research and such was implemented to achieve its purpose. As a result, the utility evaluation system(evaluation subject, evaluation standard, evaluation indicator, evaluation method and etc) was established. Moreover, 2nd, 3rd year research direction will be presented.
Totally, the utility evaluation of private certifications needs to increase the quality of the qualification by evaluating mainly on economic utility and non-economic utility than the core competence of the organization or infrastructure. Qualitative evaluation of the core competence of organization and infrastructure and etc., is related to the authorization and re-authorization, therefore there is the need to avoid redundancy in the utility evaluation subject.
The derived utility evaluation system of private certifications has the need to consider method to reduce reflection or omit evaluation in factors that have low possibility in realization, high redundancy in clarity, importance and authorization when actually applying in the future.
Moreover, the study suggested policy recommendations to overcome the limits given that the related infrastructure is not adequate to implement the utility evaluation of private certifications.
Firstly, the strengthening of connectivity of utility evaluation of private certifications and accredited private certification system. Secondly, need to establish utility evaluation system using web. Thirdly, early finding of excellent private certifications based on utility evaluation. Fourthly, strengthening connectivity with NCS in case of certifications and course finishing qualification type. Fifthly, strengthening of legal regulations to manage utility and quality of private certifications.요 약
제1장 서 론_1
제1절 연구 배경 3
제2절 연구의 필요성 및 목적 6
제2장 이론 및 선행연구 고찰_19
제1절 자격 및 효용성 관련 이론 21
제2절 선행연구 분석 24
제3절 시사점 30
제3장 민간자격 특성 및 자격별 비교 분석_33
제1절 민간자격 현황 및 통계 분석 35
제2절 자격제도별 비교 분석 65
제3절 시사점 73
제4장 해외 사례 분석_77
제1절 개 요 79
제2절 일 본 81
제3절 프랑스 94
제4절 시사점 103
제5장 민간자격 효용성 평가체계 마련_107
제1절 자격별 평가체계 비교 분석 109
제2절 민간자격 관리？운영 기관 대상 설문조사 115
제3절 민간자격 효용성 평가체계 마련을 위한 델파이 조사 119
제4절 민간자격 효용성 평가체계 관련 주요 쟁점 및 상세화 126
제6장 결론 및 정책 제언_147
제1절 요약 및 결론 149
제2절 정책 제언 154
SUMMARY_161
참고문헌_16
Cooperation for Kazakhstan human resource development
No full text2014년 한-카자흐스탄 경제협력포럼에서 제기된 한-카자흐스탄 인적자원개발 및 추진을 위한 구체적인 상호 협력 방안의 구체화가 요구되는 가운데, 본 연구는 국가직무능력표준 기반 인적자원개발 및 추진을 위한 상호 협력 방안 마련을 목적으로 한다.
카자흐스탄은 우리나라와 매우 유사한 방향, 내용, 방법 등으로 교육훈련제도와 자격제도를 개선하고 있어 양국 간 정책추진 경험을 공유하고 상호 학습하는 것이 매우 의미가 있을 것으로 판단된다.This study looks at the state of development of National Qualification Framework (NQF) and National competence standards (NCS) of Kazakhstan in overall level, specifically analysed the issues related to Vehicle Maintenance and Accounting. Initially, what is identified as the basic problems in NQF and NCS are as followings: first, analysis of labour market and needs of company/industry is very limitedsecondly, most of job analysis and competence analysis confronts to lack of participation of field experts and rely too much on foreign resources.
Regarding these problems, cooperation with the Republic of Korea would be very helpful to Kazakhstan, even though Republic of Korea is also still at the early stage of application of NQF and NCS for the national level human resource development. Trial and errors during the development and operation of NQF/NCS, and the related accumulated efforts of Korea would contribute to enhancement of operational and developmental efficiency and, at the same time reducing the trial and error that Kazakhstan should go through. Through the cooperation with Kazakhstan, Korea would also increase the knowledge and experience and spill over them to others.
The research supported by Kazakhstan identifies that overall, related policy and environment, etc, are put into consideration and enhancing the development ability of NCS, NQF in order to raise the responsiveness to industry demand is required.
While the gap between government officials and experts and difference between ministries exist, there are concrete needs to promote the common interest of NCS and NQF. Taking into account the fact that lack of prior knowledge in NQF development, development method in NCS development respectively was highly selected amongst professional groups, it seems necessary to improve the development skills in NQF and NCS development.
In vehicle maintenance and accounting sector, majority of responses similarly emphasize on the strong connection with field, utilizing teacher from industry. In accounting sector, institutional aspect such as reform of vocational training system and in vehicle maintenance sector enterprise connection are put on emphasis, respectively. From the cooperation between the government of the Korea and Kazakhstan, it is expected to share the experiences of Korea in development of NCS-based training programs, for which training program is requested from the Kazakhstan.요 약
제1장 서 론_3
제1절 연구 필요성 및 목적 3
제2절 연구 추진체계 6
제3절 연구 대상 구체화 10
제2장 카자흐스탄 현황과 과제_15
제1절 카자흐스탄 경제 및 노동시장 15
제2절 직업교육훈련 20
제3절 NQF, NCS 개선요구조사 25
제3장 카자흐스탄 NQF, NCS_45
제1절 NQF, NCS 개발 경과 45
제2절 NQF와 자격검정 49
제3절 NCS 개발과 활용 58
제4절 소결 65
제4장 자동차 정비_71
제1절 카자흐스탄 자동차 정비 부문 관련 현황 71
제2절 카자흐스탄 자동차 정비 부문 NQF, NCS의 도모 77
제3절 한국의 경험 84
제4절 소결 94
제5장 회 계_99
제1절 카자흐스탄 회계 부문 관련 현황 99
제2절 회계 부문 NQF, NCS 105
제3절 한국의 경험 124
제4절 소결 133
제6장 결 론_139
제1절 인적자원개발 정책에 대한 협력 방안 139
제2절 한국 정부에 대한 정책 제언 147
SUMMARY_151
참고문헌_155
부 록_159
1. 설문조사지(국문/러시아본) 16
Competency-Based Hiring in Korea: Current Status and Future Challenges
No full text본 연구는 직무역량 중심 채용의 현황을 살펴보고, 이의 확산을 위한 방안을 제시하는 것을 목적으로 하는데, 그 구체적인 것은 다음과 같다. 첫째, 직무역량 중심 채용의 현황, 문제점, 요구사항을 진단한다. 둘째, 직무역량 중심 채용으로의 변화에 따른 기업, 청년층 구직자, 대학의 대응방안을 모색한다. 셋째, 직무역량 중심 채용시스템의 정착 및 발전을 위한 정책적 방안을 제시한다.The unemployment rate of people aged between 15 and 29 is at its highest level since 2000. Job competition is as high as it can be among those who enter the labor market. Therefore, fair competition and equality of opportunity cannot be more important. Korean society has placed more emphasis on educational background, especially which college the person graduated, when it evaluates a person’s qualifications. Also Korean companies have focused on an applicant’s educational background rather than on his/her competency to do the job. However, more companies have adopted competency-base hiring systems recently. In 2015, the Korean government started to encourage the use of the NCS (National Competency Standards) in hiring new employees in public institutions.
The purpose of this study was to explore the current status of competency-based hiring among Korean companies, and to make suggestions for its proliferation. A survey was conducted and 449 HR managers responded. Five case studies were conducted: one small sized private company, one conglomerate, and three public institutions. To identify perceptions and needs of both supply and demand sides, HR managers from the private and public sectors, job seekers, and career center staffs in colleges were interviewed. Suggestions for developing competency-based hiring were discussed.
The Korean government should provide clear policy guidelines for NCS-based hiring. The revision of related laws should be considered to enhance fairness and equality in companies’ hiring process. Success cases of NCS-based hiring should be accumulated and disseminated and continuous support and monitoring should be accompanied as well. Linkage of NCS-based hiring and existing policies which target HR practices will bring about synergy.요약
제1장 서 론_1
제1절 연구의 필요성 및 목적 3
제2절 연구 내용 및 방법 8
제3절 연구의 범위 15
제4절 용어의 정의 16
제2장 직무역량 중심 채용의 배경과 구성요소_17
제1절 능력주의 사회와 청년층 고용 19
제2절 직무역량 중심 채용의 개념과 특징 29
제3절 직무역량 중심 채용 동향 44
제4절 소결 54
제3장 직무역량 중심 채용의 실태 및 사례분석_57
제1절 직무역량 중심 채용의 실태 59
제2절 직무역량 중심 채용 사례 100
제3절 소결 119
제4장 직무역량 중심 채용에 관한 인식과 요구_123
제1절 인사담당자 125
제2절 취업준비생 143
제3절 대학 취업지원 담당자 160
제4절 소결 171
제5장 정책제언_175
제1절 직무역량 중심 채용의 확산을 위한 정책과제 177
제2절 직무역량 중심 채용에 따른 대응방안 186
SUMMARY_193
참고문헌_195
부 록_207
1. 기업의 직무역량 중심 채용에 관한 설문지 209
2. 국내 직무역량 중심 채용 사례 220
3. 취업준비생 사전 질문지 24
Reform of Wage System based on the National Competency Standards (NCS)
No full text본 연구의 구체적인 목적은 다음의 두 가지이다.
우선, 현 시기 우리나라 임금체계의 현황과 특징이 어떠한지를 살펴보고, 그에 따라 왜 임금체계의 개편이 필요한지, 즉 임금체계 개편의 필요성을 검토하는 것이다.
이어서 가장 핵심적인 목적은 임금체계의 개편 과정에서 NCS가 어떻게 활용될 수 있는지를 검토하는 것이다.The Park government has been accelerating the development and application of the National Competency Standards (NCS), motivated by the national agenda of “a realization of a competence-based rather than a degree-based society.” So the government has completed the development of 797 NCS during 2013 and 2014, which the government is pushing ahead various initiatives in order to implement the NCS in vocational education and training (VET) and corporate HRM. In the midst of this, the government also announced plans for the NCS’ implementation in wage system reform during the second half of last year, but the specifics are yet to be determined. This study has revealed the need for a job-based and skill-based wage system to replace the current seniority-based wage system, and the goal is to examine ways in which the NCS can be effectively utilized for this purpose.
Upon analyzing the NCS structure in detail (ch. 2) and demonstrating the need for wage reform (ch. 3), this study investigtes examples of firms that have restructured into a job-based and a skill-based wage system (irrespective of the NCS) and the relation between the NCS and wage system in Australia (ch. 4), and then finally examines the applicabilities and limitations of NCS in regard to the wage reform process (ch. 5).
Currently, seniority-based pay is Korea’s predominant wage system, and the following reasons have been brought forth as to why reform is needed. First, seniority-based pay is highly rigid, but the flexibilization of the labor market demands wage flexibility. Second, seniority-based pay (specifically targeting regular employees) exacerbates the two-tier structure of the labor market, while widening the wage gap between regular and irregular employees, conglomerates and SME’s, and between different industries and occupations. Third, due to technological progress and the development of educational/training institutions the emphasis on skill acquisition within firms has waned, leading to decreased importance of continuous employment in a firm in regard to wage determination.
Job-based pay system and skill-based pay system are alternatives to the current seniority-based wage system. The NCS can be utilized in the initiation phase of the alternative wage systems, but the scope of its application is limited.
One potential benefit of the NCS is that it can be used in the establishment of job surveys and job classification systems in the initial phases of the job-based system because the NCS categorizes jobs based on various subcomponents, such as units of competency and components of such units. Due to the fact that not all job positions directly align to its job classification benchmarks, the NCS cannot be directly applied in these cases, but relevant reference materials can be used to facilitate this process. The NCS can also be useful for drawing up job descriptions because such documents are exemplified in its application package. It can also be used for comparative analysis. Furthermore, the NCS application package provides the Unit of Competency Framework based on the skill level assessed by each unit. Thus, the NCS can be helpful as a reference when distinguishing job grades between similar jobs, providing a basis for job evaluations.
On the establishment of skill-based pay, analyses and assessments of skills are used to distinguish skill grades, and using similar reasoning as in the job-based pay, the NCS’ units of competency can be applied to analysis of skill levels in specific firms, while acting as a comparative resource and a general reference. It follows that the Unit of Competency Framework can be a resource for skill assessment in the determination of the aforementioned skill grades.
Despite its applicability, the NCS can be used solely as a reference because the NCS, like its namesake suggests, is considered only as a standard across industries. In other words, the NCS is limited in that it cannot be applied directly to analyses of individual firms. In regard to the skill-based pay system’s operation, the lack of a basis of an accreditation system can be another potential limiting factor of the NCS. The establishment of skill-based pay is dependent upon ensuring the pay process is impartial and rigorously enforcedhowever, if an external accreditation system is already in place, then companies could simply make use of it or alter it to produce their own in-house accreditation system. Thus, the establishment of a New Job Qualification System and a National Qualification Framework on the basis of the NCS is an urgent agenda.
However, these prognoses are merely based on intuition, as there are no precedents in which the NCS has been used in wage reform. Over time, there will be a need to assess problems and propose improvements to the NCS, as cases of its implementation begin to accumulate. To that end, an expansion of consulting services and government support for that will be required to ensure its success.요 약
제1장 서론_3
제1절 연구의 필요성 및 목적 3
제2절 선행연구 검토 7
제3절 연구의 내용 8
제4절 연구의 방법 9
제2장 NCS의 개발·활용과 구조적 특성_13
제1절 NCS의 개발과 활용 13
제2절 NCS의 구조적 특성 24
제3장 임금체계의 현황과 개편의 필요성_39
제1절 임금체계의 개요 39
제2절 임금체계의 현황과 변천 43
제3절 연공급 체계의 한계와 개편의 필요성 50
제4절 연공급 체계 개편의 방향 54
제4장 국내외의 임금체계 (개편) 사례_65
제1절 직무급 개편 사례: A사 65
제2절 직능급 개편 사례: B사 74
제3절 호주의 (N)CS와 임금체계 90
제5장 임금체계 개편에서 NCS 활용과 과제_101
제1절 직무급 개편에서 NCS 활용 101
제2절 직능급 개편에서 NCS 활용 108
제3절 임금체계 개편에서 NCS 활용의 한계와 향후 과제 111
Summary_115
참고문헌_119
부 록_123
[부록 1] NCS 사례 (인사) 125
[부록 2] NCS 직무기술서 사례 (인사기획) 133
[부록 3] A사 직무기술서 사례 (인사기획) 13
The Differences of Student Adaptation to College Depending on Career Education at High Schools
No full text본 연구에서는 한국교육개발원의 한국교육종단연구 5, 6, 7차 데이터를 사용하여 고교 진로교육활동 경험에 따라 대학 생활에서 적응 차이가 있는지에 대해 분석하였다. 이를 위해 7차 조사 자료 중 대학진학자의 5차와 6차 조사에서의 응답 결과를 활용하여 빈도 분석과 차이 분석을 실시하였다. 분석 결과 고교에서의 진로교육활동 정도 차이나 진로교육활동의 도움 정도에 대한 인식에 따라 대학에서의 학업적응, 일반적응, 사회적응 등에서 차이를 나타내지 않았다. 또한, 고교-대학 연계활동 여부에 따른 대학에서의 적응 차이도 나타나지 않았다. 이상의 연구 결과는 일반 고교에서의 진로교육활동이 적어도 대학에서의 생활에서 영향을 미치지 못한다는 것을 의미하며, 조사 당시 일반고에서의 진로교육활동이 성적에 기반을 둔 대학진학지도에 한정하여 이루어졌음을 나타낸다. 향후 진로교육은 진로 및 진로교육이 한 사람의 생애발달에 걸쳐 이루어져야 할 총체적 활동이라는 인식에 기반하여, 개인의 적성에 맞는 생애 설계의 특성을 지닐 수 있도록 다양한 활동으로 구성되어야 할 것이다.The purpose of this study is to investigate the differences of student adaptation to college depending on career educational experiences at high schools. For analysis, data from KEL’s 5th, 6th, and 7th rounds are employed. According to the results, no difference is shown in academic, general, and social adaptation depending on students’ career education and their recognition of the support for career education at high schools. Also, it is observed that there were no effects of high school to college co-working activities on student adaptation to college, either. The research results show that career education at high schools- at least at present- has no effect on the student’s life in college. Rather, the research only reveals the limitations of current career education. Therefore, it is suggested that, in the future, career education should be designed based on the person’s whole life rather than on the tentative idea focusing on his/her achievement
The Study on Competency Modeling for Insurance Agents
No full text이 연구는 보험설계사가 해당 직무를 효과적으로 수행하기 위해 필요한 역량을 정의하고 타당화를 제고하는 데 목적이 있다. 이를 위해 기존의 문헌자료를 기반으로 고성과자 심층면접, 전문가 패널 검토를 실시하여 예비문항을 도출하고 보험설계사를 대상으로 한 자기보고식 설문자료를 수집하여 역량모델의 타당도와 신뢰도를 검증하였다. 연구 결과 보험설계사의 역량모델을 구성하는 6개 역량군으로 성취지향성, 자신감, 신뢰감, 분석력, 전문성, 책임감 등과 24개 역량 및 행동지표를 도출하였다. 보험설계사의 성별과 급호별로 역량의 차이가 있는지를 살펴봄으로써 역량모델의 타당도를 제고함과 동시에 교육훈련을 위한 역량모델의 실용적 효용성을 제안하였다. 이 연구는 기존의 일반 영업직군의 역량모델과 차별화하여 국내 보험설계사에 맞춤형 역량모델을 제공하고 역량기반의 체계적 교육 설계 및 운영의 기초가 될 수 있다는 점에서 의미가 있다.This study purports to define and validate the competency model needed for insurance agents to do their jobs well. To meet its purpose, the researcher executed the relevant literacy review, interviews of high performers and expert panel review to withdraw the preliminary items, and finally collected self-reported survey results from insurance agents to verify validity and reliability. The study result shows 6 competencies which include a total of 24 behavioral items. These competencies are self- initiatives, self-confidence, trust-building, analytic ability, professionalism and responsibility. The analysis result of the relationship between gender and competencies and between performance level and competencies not only verified the validity of the competency model but also showed its possibility of practical usage. This study is significant in that it truly developed the competency model relevant for insurance consultants who have specialized characteristics different from general sales consultants. This study ends with suggestions on diverse ways of how to use the competency model
An Exploratory Study on the Factors influencing Changes in Career Maturity During Transition from High School to College
No full text본 연구에서는 고등학교에서 대학으로 진학하면서 나타나는 진로성숙의 변화가 어떤 요인으로 설명될 수 있는가를 파악하고자 「한국교육종단연구2005」 자료를 활용하여 대학 입학 전인 고 2때와 대학 입학 초기인 대학교 1학년 두 시점의 진로성숙도 변화와 유의한 관계가 있는 요인을 탐색하였다. 분석 결과, 진로성숙도는 제반 요인의 영향을 통제한 이후 대학에 진학하면서 향상되었다. 진로성숙도의 하위 요인별로 보면, 계획성, 자기이해, 진로행동 영역의 수준은 향상된 반면, 직업태도 영역은 유의한 차이가 없었다. 그리고 진로성숙도는 가정의 사회·경제적 배경의 영향을 거의 받지 않으며, 고교 및 대학에서의 진로교육 경험, 교사 및 교우관계, 독서, 교내외 활동 참여 등의 영향을 받는 것으로 나타났다. 이를 통해 진로성숙이 개인의 독자적 노력뿐만 아니라 학교와 사회의 지원을 필요로 하며 실제 경험과 관계 속에서 성장·발전한다는 것을 확인할 수 있었다.This study aims to analyze the factors influencing changes in career maturity during one’s transition from high school to entering college. The results from the analysis using the KELS 2005 dataset were as follows. First, the career maturity significantly increased as students entered college, when other variables were controlled. Second, as subcategories of the career maturity, planning ability, self-understanding, and career behavior improved by year. But there was no significant change in the attitude toward a job. Third, career maturity was affected by career education experiences, students’ relationships with teachers, reading, and student participation in school activities. In conclusion, it is suggested that support from the schools and communities as well as individual efforts is essential for improving career maturity
What Troubles the Participants of the Employment First, Life-Long Education Later Program?
No full text○ 회사와 대학교육을 병행하면서 겪는 어려움으로는 ‘학습시간 부족’이 46.4%, ‘교육비(개인 부담금) 부담’은 37.8%, ‘인근 지역에 희망 학과 부족’은 36.8%, ‘상사의 눈치’는 32.9%로 나타남.
○ 후진학자의 73.4%가 개인이 등록금의 일부 또는 전액을 부담하고 있음. 정부 재정지원 및 학자금 대출을 받는 경우는 34.3%, 대학 장학금은 33.6%, 회사 재정지원 및 학자금 대출은 32.6%임.
○ 4년제 대학 후진학자 중 상사의 눈치 때문에 일·학습 병행에 어려움을 겪는 경우는 36.5%로 전문대학 후진학자 30.4% 보다 많음.
○ 대기업 후진학자(42.7%)가 중소기업 후진학자(30.8%)보다 상사의 눈치 때문에 일·학습 병행이 어렵다고 응답한 비율이 11.9%p 더 높음.
○ 정부의 재정 지원 확대를 통해 후진학자의 교육비 부담을 덜어주고, 학습하는 직원에게 “눈치 주는” 기업 문화를 “격려하는” 기업문화로 전환하는 것이 필요함.○ Regarding the difficulties in juggling work and college education, the percentage who answered 'shortage of studying time' is the highest (46.4%), followed by 'tuition fees shouldered by individuals' (37.8%), 'shortage of desired departments and courses in nearby areas' (36.8%), and 'pressure from superiors' (32.9%).
○ 73.4% of program participants are shouldering the whole or part of their tuition fees themselves. The percentage who receive the government's financial aid and student loans is 34.3%; the percentage who receive college scholarships is 33.6%; and the percentage who receive their companies' financial aid and student loans is 32.6%.
○ Among the program participants, the percentage of four-year college graduates who have difficulties in juggling work and study because of pressure from their superiors is 36.5%, which is higher than the percentage of two-year college graduates, at 30.4%.
○ The percentage of program participants in large companies who answered that they have difficulties in juggling work and study because of pressure from their superiors (42.7%) is 11.9 percentage points higher than the percentage of such program participants in small and medium-sized companies (30.8%).
○ It is necessary to ease the burden of tuition fees on program participants by expanding the government's financial aid and changing the current corporate culture of 'putting pressure' on learning employees into a new corporate culture of 'giving encouragement.