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초·중등단계 학부모진로교육 현황 및 개선 방안 연구
No full textIn 2013, to support the dreams and capitalize on the talents of the students in educational practice, the Park Geun-heye government implemented a personalized career plan program. The Korean Ministry of Education(MoE) supports the policy, which strengthens customized education as a major policy considering the characteristics of parental input. In order to increase the effectiveness of this policy, parents career education should be studied and improved since parents have a profound influence on all aspects of their children’s career guidance and education. In particular, cohesive support system, which links schools, home, and community, is required. Thus, data collections is needed to determine the status of parents’ career education as well as MoE policy and the implementation status of the 17 city and provincial departments of education. Therefore, the primary purpose of this study is to analyze the status and problems of parents’ career education for children’s career guidance and identify ways to improve the same. This study seeks to develop a more efficient and effective parents’ career education management plan by examining the perceptions of parents and the statuses of the school, district, department of education, parents groups, and community education organizations that provide parents with parents’ career education. The results of this study will be utilized directly by the central government to establish a career education policies as well as providing basic data to inform parents’ support policies at the MoE and school level.
국가직무능력표준의 핵심 과제와 추진 전략
No full textThe Government is promoting the unification of education, vocational training, and qualifications, through constructing the National Competency Standards(NCS) as a core mechanism for saying no to society dominated by academic cliques and going for competency-centered society. The NCS will play a role as core infrastructure for realizing the future great power of talented people. Thus, this study analyzed domestic and foreign trends related to NCS, and then drew core tasks needed to lead relevant policies. Then, this study derived promotional strategies and a road map that would innovate education and training system to meet industrial demand. The core tasks of NCS suggested in this study were ① the development of NCS, ② the development of NCS learning modules, ③ the utilization of NCS-based education & training courses, ④ the plans for the operation of NCS-based qualification system, ⑤ the introduction and test operation of competency evaluation system, ⑥ the introduction of national qualification framework (NQF), and ⑦ the construction of governance for the operation of NCS and NQF.
A Study on Cultivating Ecosystem of Entrepreneurship Education and Training in Korea’s Universities
No full text본 연구는 우리나라 창업생태계 전반에 대한 분석보다는 대학 내 창업교육 및 각종 창업활동에 한정하여 창업교육훈련의 전반적 실태를 살펴보고, 국외 사례의 벤치마킹 등을 통해 우리나라에서 청년들의 창업교육만이 아니라 창업훈련을 망라하는 굳건한 창업교육훈련 생태계를 조기에 조성할 수 있는 방안을 제시하는 것을 목적으로 한다.
보다 구체적으로 이 연구는 다음과 같은 목표하에 이루어졌다.
첫째, 대학 창업교육훈련 생태계에 대한 새로운 관점을 제시해 보고자 하였다. 여기서는 기존의 이론 중심의 청년창업 논의보다는 살아 있는 체험에 근거한 실전적 창업교육훈련에 대한 새로운 논거를 제시하는 데 중점을 두었다.
둘째, 안정 위주, 스펙 중심의 직업선택 및 고용관행을 타파할 수 있는 방안을 마련하고자 하였다.This study aims to suggest ways to cultivate a reliable ecosystem of entrepreneurship education and training in South Korean universities through examining overall startup situations in Korea and benchmarking good examples of overseas. Especially we focused on finding viable alternatives to activate practical youth entrepreneurship activities.
The main findings are as fellows.
First, the most important factor in determining the level of youth entrepreneurship activities turned out to be the existence of entrepreneurial success model within the university. In addition, the degree of financial aid from the university had a major impact on youth startup activities.
Second, there exists a wide gap between expert groups and student groups in interpreting the ecosystem of entrepreneurship education and training within the universities. The expert groups have highly evaluated the ecosystem. On the contrary, the student groups who are the practical subjects of the startup ecosystem in universities have answered very negatively.
Third, among the five groups we set to comparison group, so-called world class university group was recorded the lowest score. This means that the members of the world class universities are more risk averse than others.
Fourth, the university members who participate in the government’s project, ‘Leading Universities for start-up Business’ have different opinions and ideas on their own entrepreneurial activities. Especially many students have negative views on the effectiveness of the project.
Fifth, it turned out that the most of Korean students are risk averse. They prefered stable and high-paying jobs to breaking fresh ground. Particularly Korean students are afraid of failure due to financial reasons.
Based on the main findings of this study, we proposed several policy suggestions.
First, to activate students’ entrepreneurial activities, we need to create a roll model of successful business startups in the universities. Furthermore it is needed to expand financial aid to embody startup items.
Second, we have to change financial support schemes from university headquarter-centered startup assistance to student-centered aid to promote their involvement.
Third, it is needed to strengthen entrepreneurship training to prevent entrepreneurship education from formalization or ideation. Entrepreneurship training includes various startup contests, business plan contests, entrepreneurship internships, capstone designs, prototype productions, lab startups etc.
Fourth, in this study we found out that theoretical entrepreneurship education alone could not be a catalyst or bridge to practical startups. Every entrepreneurship education is needed to be practice-oriented.
Finally, to enhance undaunted entrepreneurship sprit, we need to institutionalize startup ecosystems in the universities to encourage students to engage in trials and errors repeatedly despite failures.요 약
제1장 서론_1
제1절 연구 필요성과 목적 3
제2절 연구 내용 8
제3절 연구 방법 및 분석틀 9
제2장 대졸 창업과 정부의 창업교육훈련 지원정책 현황_23
제1절 청년층 노동시장 이행과 창업 25
제2절 정부의 창업교육훈련 관련 지원정책 현황 31
제3절 대졸 창업 현황 59
제4절 소결 86
제3장 주요국의 대학 창업교육훈련 사례 분석_91
제1절 미국 MIT대학의 창업교육훈련 사례 분석 93
제2절 독일 엑지스트 창업교육훈련 사례 분석 110
제3절 주요국 사례의 정책적 시사점 115
제4장 대학 창업교육훈련 실태 분석_121
제1절 조사 개요 123
제2절 조사 결과 분석 131
제3절 분석의 시사점 177
제5장 정책제언_181
제1절 교내 벤처 창업 촉진으로 성공창업 롤모델 창출 183
제2절 학생 등 수혜자 중심 창업교육훈련으로 전환 185
제3절 사업계획서 경연대회 등 창업훈련의 강화 187
제4절 실전 지향의 창업교육 확충 및 창업교육의 이론화 지양 189
제5절 청년창업 단계별 정부지원 프로그램의 체계적 확충 190
제6장 결 론_193
SUMMARY_197
참고문헌_201
부 록_20
National Qualifications Framework Operation Plan for the Promotion of Lifelong Skill Development
No full text본 연구는 이상과 같은 필요성을 기초로 하여 NQF를 도입하기 위한 절차와 내용의 적절성을 검토하고, NQF를 적용하고자 하는 각 부문에 대한 분석을 통해 실제 NQF를 운영하게 될 경우 적용 대상 부문별로 개선되어야 할 사항과 이를 위해 정부가 정책적으로 추진해야 할 사항이 무엇인지를 제시하는 데 목적이 있다.1. Overview
Current National Qualifications Framework (NQF) has become a global phenomenon as it has been implemented or is under the process of implementation in more than 155 nations. As South Korea is also one of the nations that prepare for NQF implementation, it is going under the process of NQF implementation as a part of government project to ‘create a competence based society, not on academic clique’. Therefore, the Ministry of Education and the Ministry of Employment and Labor are planning to build up NQF, ultimately until 2017, through demonstration projects by establishing ‘Basic Plan of National Qualifications Framework (2013.12)’.
However, even though the purpose of NQF is respectable, if it is difficult to be absorbed by existing system or has some implementation limit, it is considered that its original policy goal cannot be fully achieved. Therefore, it is required to have systematic examination and analysis about the foundation for NQF and the existing system.
2. Major Result of the Research
In this research, analysis standard of NQF implementation foundation was set up based on a guide suggested by ILO for NQF construction of various nations, foreign cases including standard utilized to implement NQF on individual nation as NQF in European Union and researches about national Competence Accreditation Framework status. Through this, the research identified if South Korea has a foundation to implement NQF and suggested what policy sectors need to be practically implemented by priority. The analysis outcome of each analysis section is as follows.
① Adequacy of NQF Operation Purpose
In‘Basic Construction Plan of National Qualifications Framework (2013.12)’that is currently being carried out, the main purpose of NQF operation is on changing academic ability oriented society to competence oriented society by activating functions that corresponds to or that can replace academic ability such as qualification, the competence accreditation mechanism and field experiences as labor market only accredits academic accreditation even though it was supposed to accredit individual’s competence in various ways to create competence oriented society.
But there are difficulties in explaining reasons to replace academic ability by qualification or field experience and it seems preparing for consistent remedies based on this has restrictions as well. Besides, it is believed that academic ability can be replaced simply by showing equivalency of academic ability, qualification and field experience through NQF, but it is determined that it requires improvement as it can send wrong signal of possibility in various goals achievement in NQF implementation only with NQF construction.
② Adequacy of NQF Level and Level Descriptor
In various cases of other nations which implemented NQF, a method in South Korea, making qualifications in various fields as a trial without confirmed advance NQF level and level descriptor and ultimately integrating to confirm, is an unprecedented method in history.
As such method to confirm NQF level system and level descriptor after trial operations is restricting systematic and efficient NQF construction, it is determined to require appropriate rectification.
③ Adequacy of NQF Governance
The plan was arranged with the participation of concerned government ministry and some experts in the process of establishing ‘Basic Plan of National Qualifications Framework (2013.12)’, but in future plan establishment and NQF frame build up processes, various parties concerned including government ministry that manages qualifications, sector-based, level-based education training institutions, qualification examination institutions, representatives of industrial fields and labor fields need to be able to participate in major decision making processes related to NQF.
Besides, constitution of supervising organization that sets up the level of NQF and decides level-based qualification placement is required and NQF supervising organization needs to be constituted as a form of committee with people who represent parties concerned related to NQF operation by following the cases of other nations.
④ Adequacy of Qualification Management
An educational system, a training system, a qualification system and an academic credit approval system which provide qualifications after secondary education such as an academic degree, a graduation certificate, a license and some other educational qualification are regulated by government ministry that supervises individual related sectors. Also, Institutions that represent or manage the supervising institutions have such systems except secondary education and postgraduate education.
However, Korean Council for College Education and Korean Council for University Education which represent colleges and universities have main functions limited to carry out duties such as research development, material supply and training provision to represent or support member universities’ stance. Therefore, practically, they do not directly supervise the standard and the quality of high school education. Thus, it is required to secure a measure to be actively involved and manage the quality of academic certificates issued by concerned high school education institutions.
⑤ Operation Status of Outcome-based Qualification System
Among the fields currently being examined for NQF implementation, there is no field with detailed outcome-based examination standard (or purpose of educational training) and examination content (or content of educational training) except National Technical Qualification and Vocational Training fields. Although some parts of subject for education and educational content are stated in educational purpose of schools regulated by 「Elementary and Secondary Education Act」 and 「Higher Education Act」, the purposes are not stated in detailed to be analyzed by future NQF level-based descriptor.
With all points considered, the purpose of education regulated by current 「Elementary and Secondary Education Act」 and 「Higher Education Act」 need to be appropriately concretized for NQF level-based descriptor, and by complementing conditions for graduation that merely emphasizes on quantity of education such as school hours or credits, a task needs to be carried out to reflect educational content that are required to be completed mandatorily on an educational course. With this, it was also revealed that implementation of course based qualification system requires expansion to carry out practical outcome-based evaluation.
⑥ Potentiality of NQF Level System Comparison
In terms of partial qualification of general education and higher education without NCS implementation, materials to verify the levels need to be submitted such as job analysis materials, job status materials and level setup materials which established the educational training course, but it was determined that the preparation was insufficient. Especially, in case of secondary education, it can be replaced through examination of educational course content as national level educational course is being implemented. But in case of higher education, there is no specified standard that comprises educational content and it is being decided by teachers in higher educational institutions depending on their personal competence. Therefore, it is difficult to verify if students who obtained a same academic degree practically have the same competence. Such points show that the purpose of education ambiguously stated in 「Higher Education Act」 needs to be concretized by referring to the NQF level-based descriptor.요 약
제1장 서 론_1
제1절 연구 필요성 및 목적 3
1. 연구 필요성 3
2. 연구 목적 5
제2절 연구 내용 6
제3절 연구 방법 및 절차 7
1. 연구 방법 7
2. 연구 절차 9
제4절 연구 범위 10
1. 방안의 범위 10
2. 국가역량체계의 범위 11
제2장 NQF 적용 관련 이론적 논의_13
제1절 NQF 도입 목적 및 기능 15
1. NQF 도입 목적 15
2. NQF의 기능 25
제2절 NQF와 지역역량체계(RQF) 29
1. 유럽자격체계(EQF) 29
2. NQF와 EQF의 차이 31
3. 아태지역자격체계(APQC) 33
제3절 NQF 수준별 자격 배치 34
1. 자격 배치 원칙 및 방법 34
2. NQF 수준별 자격 배치 사례(덴마크) 36
3. 자격 배치 시 유의사항 40
제4절 NQF 선행연구 분석 42
1. 선행연구 분석 배경 42
2. 주요 선행연구별 내용 분석 43
3. 요약 및 정리 53
제5절 시사점 57
제3장 기업체의 NQF 인식 현황 조사_61
제1절 조사 개요 63
제2절 조사 결과 64
1. 신규직원 채용 현황 64
2. NQF 인식 현황 68
제3절 시사점 75
제4장 NQF 적용 기반 분석_79
제1절 분석 배경 81
제2절 분석 영역 설정 82
1. NQF 적용 시 고려 사항 82
2. NQF 적용 기반 분석 영역 86
제3절 분석 영역별 분석 사항 87
1. NQF 기본 체계 관련 영역별 주요 분석사항 88
2. NQF 포함 자격 관련 영역별 주요 분석사항 95
제4절 분석 영역별 분석 결과 98
1. NQF 기본 체계 관련 영역별 분석 98
2. NQF 포함 자격 분야별 현황 분석 104
제5장 정책 제언_115
제1절 NQF 기본 체계 구축 관련 117
제2절 NQF 포함 자격 개선 관련 120
SUMMARY_123
참고문헌_135
부록_141
1. NQF 수준별 설명지표(level descriptor)(안) 사례 143
2. EQF 참조(Referencing) 과정을 위한 10개 준거 및 절차 147
3. EQF 고등교육 및 직업교육훈련 질 관리 기준 150
4. 설문조사지 151
5. NQF 적용 분야별 현황 자료 15
The Study of Korean Occupational Index (2014)
No full text본 연구의 목적을 정리하면 다음과 같다.
첫째, 관리직, 사회·판매 및 개인 서비스직, 농림어업직의 현직자와 관련 전문가를 대상으로 직업지표 조사를 실시하여 우리나라 직업분석에 필요한 자료를 확보한다.
둘째, 2013년과 2014년에 확보한 전체 직업에 대한 자료를 바탕으로 우리나라 직업들의 현황과 10년 후 전망을 제시한다.
셋째, 양성평등, 단시간근무, 숙련수준, 직무만족도 등 직업과 관련된 쟁점을 분석하고, 정책 과제를 도출한다.
넷째, 2007년 이후 한국직업능력개발원에서 확보한 직업지표 조사결과를 바탕으로 직업세계의 변화 양상을 분석하고 변화 추세를 파악한다.
다섯째, 일반 국민들에게 직업의 현황과 전망을 소개하는 직업정보서로 『2014 한국의 직업지표』(연구자료)를 편찬한다.This study was conducted in the fourth year of “The study of Korean Occupational Index (2011-2015).” The purpose of this study can be summarized as follows.
First, to collect the data for analyzing Korean occupations by doing a occupational index survey of the working people who are in the position or the experts related to the occupations of social, sales and personal services, administrations, and agriculture, forestry and fishery
Second, to present the current state and after-10-year prospect of occupations by researching and analyzing of Occupational Index.
Third, to analyze issues related to occupation, such as gender equality, short-time working, occupational complexity, and job satisfaction, and to draw policy tasks.
Fourth, to show the changing trend of the world of work by analyzing the research data of Korean Occupational Index started since 2007.
Fifth, to publish“2014 Korean Occupational Index”(sourcebook) as informational book for introducing the current state and the prospect of occupation to the people.
The research project was proceeded as the following 7 steps. The domestic and abroad literature review, the survey research of Korean Occupational Index, conducting FGI (Focus Group Interview), analyzing basic occupational index, analyzing applied occupational index, publishing sourcebook, and policy proposal.
The survey data collected in 2013-2014 was analyzed this year. 209 occupations of engineer, construction, and production in 2013, and 203 occupations of administration, social, sales, or personal service, and agriculture, forestry and fishery were investigated in 2014.
Judge and prosecutor showed the highest score of the basic occupational index among subdivisional occupations. The following occupations are lawyer, general practitioner, aircraft pilot, medical specialist, food/textile engineering and energy tester (energy field), oriental doctor, and dentist.
Of the upper ranked occupations, health and medical related jobs such as general practitioner, medical specialist, oriental doctor, and dentist hold the largest part. Occupations of law/police/fire protection/prison government form the second largest part.
For 10-year prospect, food/textile engineering and energy tester (energy field) had the highest score of the basic occupational index. gas/energy technician and researcher, health/hygiene and environment inspector, aircraft maintenance are followed in sequence.
The applied occupational indices such as occupational complexity, core competencies, job satisfaction, job turnover, work-life balance, and short-time working were studied considering necessity, related literature, survey results, and related issues. Based on this study, the following policies were proposed.
First, the intervention through policies is needed to resolve the mismatch between educational supply and industrial demand. The information about the comparison between the scale of educational supply and that of industrial demand should be provided to the educational authorities, students, and school parents.
Second, more diverse core competencies of occupational groups, occupations, and jobs should be discovered by analyzing the multiple year data of core competencies classified by occupations together with applied occupational index in depth.
Third, various way to improve job satisfaction need to be invented and carried out in order to make working people content with their work life.
Fourth, reflecting positive labor market policy, training program in new promising fields of work should be offered to deal with involuntary turnover caused by the change of industrial structure.
Fifth, institutional framework to improve currently practiced program for supporting housework and childcare should be suggested after finding out obstacles in actual utilization.
Sixth, experts who know abilities of the disabled in performing their job and characteristics according to types of disability should participate the survey of Korean Occupational Index and projects to invent occupations suitable to the disabled.
Seventh, professions suitable to short-time working and a model of employment switching need to be developed. It is necessary in encouraging short-time working of senior and career-discontinued women.
Eighth, a systematic research focused on qualitative aspects of occupations should be conducted for viewing the current state and future prospect of the world of work.요 약
제1장 서 론_1
제1절 연구의 필요성 및 목적 3
제2절 직업지표의 구성 6
제3절 연구방법과 연구범위 11
제2장 해외의 직업지표 현황_27
제1절 미국의 직업지표 사례 29
제2절 영국의 직업지표 사례 35
제3절 호주의 직업지표 사례 43
제4절 독일의 직업지표 사례 50
제5절 일본의 직업지표 사례 57
제6절 소결 67
제3장 한국의 기초 직업지표 분석_69
제1절 종합 기초 직업지표 71
제2절 영역별 직업지표 76
제3절 주요 영역 간 교차비교 90
제4절 10년 후의 직업전망 98
제5절 한국의 직업지표 추세와 변화 124
제6절 소결 156
제4장 직종별 특성 분석_159
제1절 관리 및 경영재무직 161
제2절 사회 서비스직 181
제3절 판매 및 개인 서비스직 202
제4절 엔지니어·건설·생산직 231
제5절 농림어업 관련직 239
제6절 소결 247
제5장 한국의 응용 직업지표 분석_249
제1절 숙련수준 251
제2절 핵심역량 261
제3절 직무만족도 281
제4절 이직 292
제5절 일·가정의 균형 299
제6절 장애인 적합정도 309
제7절 단시간근무 322
제8절 소결 341
제6장 정책 제언_343
SUMMARY_371
참고문헌_375
부 록_383
<부록 1> 한국의 직업지표 개발을 위한 조사 설문지 385
<부록 2> 설문조사 통계 자료 처리 절차 393
<부록 3> 중분류 직업군에 따른 응답자 특성 394
<부록 4> 기초 직업지표 주요 영역의 교차비교 결과 400
<부록 5> 핵심역량 영역별 상·하위 직업 41
Research into the current state of workplace bullying and the intervention: The story of Manufacturing industry
No full text본 연구의 목적은 국내 제조업 분야의 따돌림 실태를 파악하고 이를 방지하기 위한 방안을 도출하는 데 있다. 세부적인 연구의 목적은 다음과 같다.
첫째, 국내에 적합한 직장 따돌림 측정도구를 개발하고 타당도와 신뢰도를 확보한다.
둘째, 제조업 분야의 따돌림 실태를 분석한다(따돌림 발생 비율, 주요 가해자 등).
셋째, 따돌림이 개인에 미치는 영향과 기업에 미치는 손실 비용을 산출한다.
넷째, 위의 결과를 바탕으로 따돌림을 방지하기 위한 방안을 도출한다.Workplace bullying causes employees psychological and physical sufferings and the enterprises loss of productivity. The magnitude of the workplace bullying issues has long been recognised and researched in the Scandinavian and Western European countries, which resulted in the large body of literature and anti workplace bullying legislations in these countries.
In South Korea, Workplace bullying is receiving significant recognition from the mass media and yet, only a little of the interest has been shared by the policy makers and researchers. Although a number of studies have been conducted within South Korean context, most of them were conducted at a small scale and were unable to show the picture workplace bullying in South Korea. Where the body of literature is already small, research within the manufacturing sector has been even more scarce despite that manufacturing takes up a large part of South Korean industry and employment.
Facing these issues, this study attempted to explore into the workplace bullying in manufacturing industry. Firstly, literature review was conducted examining the research conducted within and outside of South Korea. The anti-workplace bullying legislation of Norway, Belgium, and Canada were also discussed. The review of the literature and legal legislation highlighted the lack of the research into workplace bullying and of the policy support for bullying intervention.
A workplace bullying measure that were applicable to manufacturing industry was developed and named KICQ(Korean Interpersonal Conflict Questionnaire). The items of KICQ were developed based on the items of previous bullying measures and the interviews with 15 employees in the manufacturing industries. A questionnaire was devised based on the KICQ and a survey of 742 employees of manufacturing industries was carried out. Additionally, four employees working in the HR department of manufacturing enterprises were interviewed.
With the data obtained from the 742 survey respondents, the reliability and validity of the measure were analysed and the measure was found to have a good level of reliability and validity. The overall prevalence of workplace bullying was 3.5% with subjective bullying and 5.8% with operational bullying.
Differences in the prevalence were found between the groups of gender, age, organizational status, the size of the organization, the industry(electronics vs. steel industries), the type of occupation, employment type, and the length of weekly working hours. However, the logistic regression revealed that only the length of weekly working hours, electronics industry, and the age groups were the significant predictor of being a workplace bullying.
The traits of bullying perpetrators were analysed according to the gender and the organizational status. In terms of the organizational status, the colleagues(at the same level as the victims) were most likely to be reported as the subjective perpetrators and the superiors as the operational perpetrators. In terms of the gender, men were more likely to be perpetrators of bullying than women.
The respondents were divided according to their responses into the ‘victims’, ‘perpetrators’, ‘witnesses’, and ‘not-involved’ groups and the group differences were analysed. The ‘victims’ were consistently lowest at their job satisfaction and productivity index and had the longest ‘idle time’ followed by the ‘perpetrators’ and the ‘witnesses’. The ‘not-involved’ group had the shortest ‘idle time’ and the highest job satisfaction and the productivity index. The cost of bullying was analysed in terms of the productivity loss and the cost involved in resolving interpersonal conflict reported to the HR department. The results were discussed and conclusions were drawn to provide policy recommendations for bullying prevention and intervention.요 약
제1장 서론_1
제1절 연구의 필요성과 목적 3
제2절 연구 내용 및 방법 5
제2장 직장 따돌림 선행연구와 국내외 법령 분석_15
제1절 직장 따돌림의 정의 17
제2절 국내외 직장 따돌림의 현황 22
제3절 직장 따돌림의 원인 및 영향 25
제4절 직장 따돌림 관련 국내외 법령 37
제5절 소론 59
제3장 따돌림 측정도구의 개발_61
제1절 선행연구의 따돌림 측정도구 63
제2절 제조업 근로자 면담 분석 72
제3절 설문도구의 개발 81
제4절 소론 87
제4장 양적·질적 분석 결과_89
제1절 설문조사 결과 분석 91
제2절 인사담당자 면담결과 분석 116
제3절 소론 123
제5장 결론 및 제언_127
제1절 분석결과 논의 129
제2절 제언 131
SUMMARY_137
참고문헌_141
부 록_155
1. 따돌림 문항(1차 목록) 157
2. 직장 따돌림 설문지 16
The difference in the perception of workplace bullying: The influence of culture and gender
No full textThis study addressed the influence of culture and gender in the way people perceive workplace bullying. A mixture of interview and survey design was used. 50 Korean and 43 UK employees were asked to define workplace bullying and rate their tolerance level to negative acts. In the quantitative analysis, Korean employees were most tolerant of superior bullying whereas UK employees were most tolerant of peer bullying. Koreans were also more tolerant of being a bully than UK employees were. These results were attributed to Confucian culture and compulsory military service in South Korea. Gender effect emerged in that females were less tolerant of being a ‘bully’ than being bullied whereas males’ tolerance changed little. This result was attributed to social desirability effect and females’ greater tendency to be influenced by their social surroundings than males. The findings have implications for the need of indigenous approach and accounting for individual’s perceptions in addressing workplace bullying. This study was original for its attempts to cross-culturally examine the lay definition of bullying and workers appraisal of bullying items used in previous bullying questionnaire. At the same time, the study carries a limitation of the categorization of imagined profile (i.e. bully vs. victim) instead of actual profile. However, identifying actual bully and victim groups would have required an initial selection process, which was not possible during the course of study.Ⅰ. Introduction 3
Ⅱ. Methods 5
Ⅲ. Results 6
Ⅳ. Discussion 13
References 1
A Study on Regional College Student’s View about the Employment in Intra-regional Small Company
No full text본 연구는 청년노동시장 문제를 해결하고 지방 중소기업의 인력부족을 완화하여 지역경제를 활성화하기 위하여 지역 대학생들의 지역 내 중소기업 취업이 중요하다는 관점 하에, 지역 대학생들의 지역 내 중소기업 및 취업에 대한 인식을 살펴보고 이를 개선하기 위한 정책적 제언을 찾아보는 것을 목적으로 한다.1. Purpose and method of the study
The purpose of the study is to look into the regional college student’s view about the employment in intra-regional small and medium companies(hereafter SMEs) and seek the policy implications in view that regional college student’s employment into the intra-regional SMEs is important for accelerating the regional economic development by solving the youth labor market problem and easing the job vacancy. In the paradoxical situation of coexistence of the difficulty in filling the job vacancy and the hardship of finding jobs for the college graduates, it is import to see what they think of each other in each side’s view because it is a basement for solving the disequilibrium between labor demand and supply.
The following three main issues will be studied.
The current job situation of SMEs by region(in respect of quantity and quality).
The employment situation in intra-regional SMEs of regional college graduates.
The analysis on regional college student’s view about the employment in intra-regional SMEs.
The methods of study are statistical analyses, survey on regional college students, and FGI on human resource managers of regional SMEs.
2. The current job situation of SMEs by region
38.7% of college graduates were working for SMEs, and the ratio of the employment in SMEs by region was the lowest in the Seoul-Kyounggi area at 32.2% and the highest in Chungnam at 48.6%. Except in Seoul-Kyounggi, it was generally over 40%.
Generally speaking, the employment ratio in SMEs by industry was the highest in educational service sector, and 21.1% of new college graduates were working for this industry. Manufacturing jobs were 14.8% of all jobs in SMEs of young college graduates, and the ratio is 10.9% for professional scientific and technical services, 10.4% for healthcare services and social services, 9.3% for publishing, video, broadcasting, and communications, 8.2% for wholesale and retail, respectively in order.
The number of total wanted persons for the SMEs between 2010 and 2011 was 473 thousands in 6 months average, 369 thousands people were newly employed, and 104 thousands jobs were unoccupied and the ratio of the unoccupied to the wanted persons was 21.9%. The current employees were 6 millions 707 thousands, 246 thousands of jobs were vacant and the ratio of the job vacancies to the employees was 3.7%, and the planned new employment was 257 thousands in average. In size of the current employees, the wanted persons, the new employment, Busan-Ulsan-Kyoungnam is next to Seoul-Kyounggi, Daegu-Kyoungbuk is next to it, and Jeonbuk is the lowest. The ratio of job vacancies is higher in Busan-Ulsan-Kyoungnam and Daegu-Kyoungbuk than other area except Seoul-Kyounggi, and relatively low in Kangwon, Jeonbuk and Kwangju-Jeonnam.
The ratio of irregular worker was 32.1% of the new college graduates’ employment in SMEs. It was the highest in Kangwon as 43.3% and exceeded 30% in all areas except Busan-Ulsan-Kyoungnam where it was 29.7%. Among them, Seoul-Kyounggi(30.6%) and Kwangju-Jeonnam(31.2%) were relatively low.
The average monthly pay was 1,720 thousands won and it was 1,720 thousnads won for Seoul-Kyounggi which was the only area where it was higher than the average. It was 1,700 thousands won for Busan-Ulsan-Kyoungnam, 1,670 thousands won for Chungbuk and Chungnam, 1,630 thousands won for Daegu-Kyoungbuk, Kangwon, and Kwangju-Jeonnam. It was relatively low in Jeju and Jeonbuk as 1,590 and 1,570 thousands won, respectively.
By education level, 56.9% of total employees had high school degree and took up about half of the employment in manufacturing SMEs. 21.8% of them had college degree and 15.2% had vocational college degree. By region, in Seoul-Kyounggi area, the ratio of college graduates employees was 22.6% and that of high school graduates employees was 55.1%, which revealed that the average education level of that area was higher than others. The ration of college graduates employees was the highest in Chungbuk at 24.2% and the lowest in Daegu-Kyoungbuk at 19.1%. Busan-Ulsan-Kyoungnam was also among the relatively low areas.
3. The employment situation in intra-regional SMEs of regional college graduates.
32.2% of regional college graduates were employed in intra-regional SMEs, 20.3% were in Seoul-Kyounggi SMEs, and 40.4% were working for the big companies. According to 2011 statistics, only 17.7% of employees were working for the big companies, therefore, such high ratio of young college graduates in employment in big companies implicate that the SME aversion of them is severe.
In terms of employment conditions, the ratio of irregular workers was relatively low and the average monthly pay was higher for Seoul-Kyounggi SMEs. For the big companies, the level of average monthly pay was higher even if the irregular workers’ ratio was also high. Therefore, in respect of working condition, we couldn’t find any advantage of the intra-regional SME employment. Additionally, with regard to job contentment, there was no section related with job in which the level of contentment of those employed in big companies was lower than that of those employed in intra-regional SMEs. This means that there is not only need to improve the cognition about SMEs but also create the decent job by improvement of working condition in SMEs to induce regional college graduates to get employed in intra-regional SMEs.
8.1% of college graduates among those who had been employed in intra-regional SMEs at the first survey year of Graduates Occupational Mobility Survey(GOMS) moved their compaies. 5.3% of them moved to other intra-regional SMEs, 0.8% moved to SMEs in Seoul-Kyounggi, and 2.0% moved to big companies.
8.1% of those who had been employed in SMEs in Seoul-Kyounggi at first survey year experienced moving their companies at third survey year. 0.4% of them moved to intra-regional SMEs and 5.7% moved to other SMEs in Seoul-Kyounggi. The portion of those who moved to big companies was 2.0%.
7.7% of those who had been employed in big companies at first survey year experienced moving their companies at third survey year. 3.9% of them moved to other big companies, 1.9% moved to intra-regional SMEs, and 1.8% moved to SMEs in Seoul-Kyounggi.
In sum, we can conclude that the labor movements between regional SMEs and SMEs in Seoul-Kyounggi are not active and the markets for them are also divided into separate ones. But we could observe the demand for climbing the class ladder by moving from SMEs to big companies at both markets. The preference for SMEs in Seoul-Kyounggi over regional SMEs were not observed.
4. The analysis on regional college student’s view about the employment in intra-regional SMEs.
The results of the analysis on regional college student’s view about the employment in intra-regional SMEs, which is the core of this study, and FGI on human resource managers of regional SMEs are as follows.
At first, college students consider their aptitude, stability of jobs, and payoffs when they decide their occupations and jobs. And they prefer to get a job in public services, public institution, big companies, and foreign companies, in order, over SMEs. By the college region, the their preferences of SMEs are also different, which is biggest in Kangwon, second in Busan, and third in Kwangju.
About the question where are you going to get a job after college graduation, 26.1% answered they plan to get a job in big companies, 10.6% in SMEs, 6.6% in foreign compaines, and 23.4% are indifferent to the companies. The share of those who plan to get a job in SMEs is the highest in Busan as 13.7%, 9.5% in Kangwon, and 7% in Kwagnju. Comparing the expectation wage by the job region of SMEs, the expectiona wage for the employment in Seoul-Kyounggi SMEs is the highest as 29 millions and 40 thousands won and that for the same region of college and that for other areas are same as 26 millions won. Most of students incorrectly answered the question how much the SMEs take up in the number of enterprise and workers, which revealed the low concern of college student about the SMEs.
In the results of the scores of some items that those questioned would have given to SMEs if the big companies had got 50, the big companies were higher than SMEs at all 7 items, which are working conditions, working hours, wage, possibility of personal development, welfare, stability of job, social fame of job, and relationship between employee. Among them, relationship between employee got 37.8 and ranked top and welfare and social fame of job ranked last as they got only 29.
The result that 71% of college students answered that they didn’t know well about the intra-regional SMEs and 11.1% didn’t know anything shows that the degree of cognition of intra-regional SMEs is very low. The share of those who had considered the employment in the intra-regional SMEs was 44% and 31.4% of them had experienced in searching a job. The shares of those who had considered the employment in the intra-regional SMEs were same each other, which was 56.3% in Busan, 49% in Kangwon, and 21% in Kwangju, in order. The main sources from which the college students got SMEs’ information were schools, public website, friends and colleagues and they thought that it wag difficult to get information. The main reasion why they haven’t considered the employment in the intra-regional SMEs was that they thought the employment in Seoul-Kyounggi SMEs and big companies was more promising, so that 27.6% of those questioined answered like this. In addition, they had discontentment in welfare, low wage, and working condition in SMEs.
Only 4.1% of college students had experience in the employment in SMEs while in school, which is very low and also shows the regional difference. Futhermore, most of them answered that they were willing to get unemployed for a year after graduation or so to get employed in big companies or public institutions.
According to these results, we can conclude college students don’t like to get employed in SMEs, which seems to originate from not their experiences but the distrust on SMEs. This is because the industrial structure of our society is oriented for big companies and most of advertisements are focus on big companies. And there are overestimation of the publlic servants and public institution workers with job stability. The high bankruptcy risks of SMEs, poor working conditions, low wage, dismal aspects under the subcontracting system also increase the averseness to SMEs together.
The results of the FGI(Focus Group Interview) for the personnel managers of SMEs are follows.
At first, there are regional differences. In cases of Busan and Gangwon, they have advantages in respect of cooperative relationships between colleges and SMEs by virtue of Polytechs and vocational colleges. But it is not so in Gwangju. All of the personnel managers agreed that the cooperative relationships between high ranking regional colleges, e.g. Cheonnam University in Gwangju, Busan University in Busan, Gangwon University in Wonju, and SMEs were not good, so some companies were even unwilling to employ the graduates from those colleges.
At second, there are very prominent differences in affordable wage levels among regions. Gwangju where the industrial environment is poor is the lowest region in which the wage is between 18 millions and 22 millions won. Gangwon is the second one where the wage is between 23 and 25 millions won and Busan is the highest in which the wage is between 28 millions and 32 millions won.
Many of new employees tend to leave the companies within 6 months because the wages are very low when the real work hours are considered, the working environment is poor including accessibility and leisure time, and there are wide gaps between SMEs demand for multi-playing in reality and workers’ expectation of specialization in jobs related to their majors. Conversely, they pointed out that systemization in SMEs was needed to induce the workers who had worked for at least a year not to leave their jobs. Under the high college entering rate, most of students are entering into colleges and have too high standards for their jobs overlooking their private aptitudes and their learning abilities. They have undergone trials and errors for a few years right after the college graduations searching for easy and high-profitable jobs or stable jobs because the basical work ethnic educations such as value of work, utility of work and necessities of jobs are deficient. They point out the importance of systematical vocational educations from the elementary schools.
To improve the young internship programs, they proposed the introduction of direct subsidies for working employees who had been working for at least 3 years, which was hopefully applied as a method to activate the regional economies by regional differentiations.
They also proposed the active supports for marketing SMEs. In addition to simple support such as making web pages for SMEs, the improvement of knowledge of SMEs is needed through the application of diverse media such as the air broadcasting.
Finally, they stressed the importance of SMEs’ long-lasting endeavor. In view of the students, they naturally hope the employment in the famous companies. Therefore, the more competitive SMEs are and propose better working conditions, the more they like the employment in SMEs, which means that SMEs are also need to be changed and have to try to let them known by themselves.
5. Policy Implications.
a. Improvement of working condition in SMEs.
According to the resulth of this study, the main reason why the regional college students don’t like the employment in intra-regional SMEs is not their high standards for jobs but the poor working conditions in SMEs. Therefore, improvement of working conditions in SMEs is the most fundamental way to solve the SMEs’ difficulties in filling job vacancies and minimize the mismatch probem between labor demand and supply.
Problem is how we can improve the job quality of SMEs. One possible solution is to improve the job quality by increasing the SMEs size through the amalgamation. But the industrial structural regualtion is needed to be confined to simple support to SMEs to change gradually with farsight.
In short run, it could be thought that government makes the guideline for working condionts such as wage, working hours, proportions of regular workers, and working conditions of irregular workers, and induces SMEs by providing the firms that abide by it with addiotional supports such as addional tax credits and opportunities to participate into public projects.
Raising the social consensus about minimum condition in jobs is the most important thing in long-tem view to improve the job quality of SMEs. In the long run, raising the social consensus of minimum conditions could bring about the industrial structural regulation effects by inducing the cos-ineffective SMEs to leave the market. Therefore, it is needed that central and regional governments stress the importance of decent job, strictly monitors SMEs’ working conditions, and try to raise the social consensus level of general working condition.
b. Changing the young internship program from employer-oriented support to employee-oriented one.
To increase the inducement to job in SMEs in supply side, the change of the young internship program from employer-oriented support to employee-oriented one is needed. In addition, differentiation in support could be used as policy measure to activate the regional economies. The support could be conditional on whether the rate of regular worker must exceed the minimum level and wage rate is also higher than predetermined minimum wage. This supports not only directly the young worker but also increase the social consensus level.
c. Stress on advertisement of SMEs.
One of the main reasons that the young are unwilling to get employed in regional SMEs is their misunderstanding of and the negative social prejudice on SMEs. The FGI with personnel managers also revealed that they wanted the stable advertisement measure to let their SMEs known. They point out that there is need to get rid of the social prejudice on SMEs by the stable advertisement, not just by temporary employment fair events. Big companies can continue to advertise their images through the many media and TV broadcast, while SMEs are hard to access these and the social prejudice is widened above the real difference between big companies and SMEs, which results in college students’ unwillingness to get employed in SMEs.
To overcome these problems, government need to support the SMEs’ advertisement and we propose the concert for SMEs as the regular college class.
d. vocational career instruction and work-study dual program.
In addition to increasing the advertisement opportunities of SMEs, there is need to improve the vocational career instruction and the work-study dual program to support the college students’ understanding of SMEs and have them get realistic in employment situation.제1장 서 론_1
제1절 연구의 목적과 필요성 3
제2절 선행연구 및 연구의 구성 6
제3절 설문조사 및 심층면접조사 개관 10
제2장 지역별 중소기업 일자리 현황_13
제1절 지역별 중소기업 일자리의 양적 현황 15
제2절 지역별 중소기업 일자리의 질적 현황 24
제3장 지방대학생의 지역 내 중소기업 취업 실태_29
제1절 지방대학생의 지역 내 중소기업 취업 현황 31
제2절 지역 내 중소기업 취업 지방대학 졸업자의 이직 43
제4장 지방대학생의 지역 내 중소기업 취업에 대한 인식조사_47
제1절 설문조사 개요 49
제2절 설문조사 결과 55
제3절 설문조사 요약 및 소결 84
제4절 지역 내 중소기업 인사담당자 간담회 87
제5장 결론과 정책 제언_97
제1절 연구의 결과 요약 99
제2절 정책 제언 106
SUMMARY_117
참고문헌_131
부 록_133
<부록 1> 설문지 135
<부록 2> 중소기업 인사담당자 FGI 회의록 141
<부록 3> 부처별 중소기업 대졸 청년인력 지원 정책 24
마이스터고·특성화고 2012년 절대평가 도입에 따른 산업체 현장 직무능력평가 적용과 과제
No full textThe purpose of this study is to successfully settle the competency evaluation, that was introduced based on 2012 absolute evaluation system in vocational high schools. For teachers and industry people, this study did are cognition survey that was expected to provide it as basic materials for future policy study. We additionally conducted the compliance degree methods based on industrial people’s demographic factors. Other research methods such as analyzing related materials or reviewing literature, and holding conferences of vocational education professionals are included. As a result, the output is presented as policy recommendations which came out with help of SWOT analysis methods.
기업체의 장년근로자 활용 실태 및 인식
No full text○ 조사 기업체의 51.6%가 지난 3년간 퇴직인력을 활용한 경험이 있음.
○ 관리사무직을 활용한 기업체는 15.5%, 기술기능직은 42.5%로 기술기능직을 활용한 기업체가 관리사무직을 활용한 경우보다 27.0%p 높음.
○ 업종별로는 운수업(84.4%), 사업시설관리 및 사업지원서비스업(75.4%), 하수∙폐기물처리 원료재생 및 환경복원업(69.9%) 등에서 활용한 기업체 비중이 높음.
○ 퇴직인력의 고용형태는 계약직으로 재고용하는 형태(63.1%)가 다수를 차지. 퇴직인력 활용 비율이 높은 업종일수록 상대적으로 고용연장 비율이 높고, 낮은 업종일수록 계약직 재고용 형태 선호
○ 장년근로자에 대한 기업체의 인식은 전반적으로 긍정적이지만, 신기술 적응에 시간 필요(2.92점/5점 만점), 임금부담(2.79점) 등을 상대적으로 우려함.
○ 장년근로자 활용 제고를 위해 퇴직인력 활용비율이 낮은 업종에서는 전직지원서비스 강화, 활용비율이 높은 업종에서는 고용지원서비스와 정년연장 등 차별화된 정책 지원 필