Korea Research Institute for Vocational Education and Training
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국내 업종별 직장 괴롭힘 실태
Get PDF직장 괴롭힘의 피해가 가장 심한 업종은 교육 분야로, 피해자 비율은 25.3%, 6개월간 평균 괴롭힘 횟수는 223.6회에 달함.
괴롭힘의 주요 가해자는 흔히 직속상사이지만, 일반 서비스업과 보건의료 분야에서는 고객에 의한 괴롭힘도 심각함. 특히 일반 서비스업에서 주 가해자가 고객이라고 응답한 피해자의 비율은 43.2%, 보건의료업은 40.5%로 나타남.
괴롭힘에 대해 문제 제기를 하는 피해자는 불과 3명당 1명에 불과하며, 가해자에게 직접 항의할 수 있는 경우는 17.9%에 지나지 않음.
업종 전반에 걸쳐 가장 빈번하게 나타난 괴롭힘은 사직 종용으로, 업종에 따라 6개월간 평균 5.6~21.0회 반복됨.
평균 주간 근로시간이 60시간 이상인 근로자들 중 피해자 비율은 31.0%로, 40~50시간인 근로자 12.7%보다 2.4배 높음.
구조조정을 하는 직장의 피해자 비율은 22.9%로 구조조정을 하지 않은 직장의 8.9%보다 2.6배 높으며, 정규직 근로자(12.4%)보다 비정규직 근로자(22.2%)의 피해자 비율이 높게 나타남.The sector where workplace bullying is most severe is the education sector. The percentage of victims and the average number of bullying instances that occur in 6 months for the education sector are as much as 25.3% and 223.6 instances, respectively.
The most common bullies are immediate superiors. However, in the general services sector and the healthcare sectors, there are also serious incidences of bullying by customers. The percentage of victims who answered that the main bullies are customers is 43.2% in the general services sector and 40.5% in the healthcare sector.
Only one in three takes issue with bullying, and only 17.9% of victims made a direct report against the perpetrator.
The most frequent type of bullying throughout all sectors is urging resignation, and it recurred 5.6 to 21.0 times on average within 6 months depending on the job sector.
The percentage of victims among workers whose average weekly working hours are 60 hours or more is 31.0%, which is 2.4 times as much as the 12.7% among workers whose average weekly working hours are 40 to 50 hours.
The percentage of victims among those who work for companies that conduct restructuring is 22.9%, which is 2.6 times as much as the 8.9% among those who work at companies that do not conduct restructuring. In addition, the percentage of victims among non-regular workers (22.2%) is higher than the percentage of regular workers (12.4%)
직업과 일에 대한 인식 변화
Get PDF안정적 직업과 일의 중요성 인식이 크게 증가함.
‘가능하다면 한 직장에서 평생 동안 일하고 싶다’는 인식은 2006년 51.6%에서 2014년 61.1%로 9.5%p 증가하였으며, 특히 남자(53.4% → 64.6%), 고졸 이하(51.3% → 62.5%), 30대(46.4% → 57.7%)에서 크게 증가함.
‘돈을 벌 필요가 없어도 직업을 가져야 한다’는 인식은 20대 이하가 2006년 60.1% → 2014년 64.1% 증가하였으며, ‘경제적 여유가 있다면 직업을 갖지 않고 취미생활 등을 하면서 지내고 싶다’는 인식은 20대 이하(66.5% → 55.2%)에서 가장 크게 감소함.
‘자유시간이 줄어들더라도 일하는 것이 우선’이라는 인식은 남자(55.7% → 58.4%), 대졸 이상(49.2% → 53.8%), 20대 이하(39.3% → 58.6%) 및 30대(46.4% → 47.9%)에서 2006년보다 2014년에 증가함.
‘직업에서 성공하기 위해 능력보다 학연이나 지연이 있어야 한다’는 인식은 2006년 52.5%에서 2014년 47.8%로 4.7%p 감소함.Awareness of the importance of stable jobs and work has increased significantly.
The percentage of those who think: "If possible, I want to stay in one workplace for my entire life" has increased from 51.6% in 2006 to 61.1% in 2014 by 9.5pp, and the increase is particularly great among males (53.4% to 64.6%), people with a high school diploma or lower (51.3% to 62.5%), and people in their 30s (46.4% to 57.7%).
The percentage of those who think: "I must have a job even if I don't need to earn money" has increased among people in their 20s or younger from 60.1% in 2006 to 64.1% in 2014. In addition, the percentage of those who think: "If I can financially afford to pursue my hobbies, etc. without having a job, I will do so" has decreased the most among people in their 20s or younger, from 66.5% to 55.2%.
The percentage of those who think: "I will work even if that reduces my free time" has increased in the period between 2006 and 2014, among males (55.7% to 58.4%), people who have a college or higher education (49.2% to 53.8%), people in their 20s or younger (39.3% to 58.6%), and people in their 30s (46.4% to 47.9%).
The percentage of those who think: "Your school tie and regional tie are more important than your abilities for you to succeed at work" has decreased by 4.7pp, from 52.5% in 2006 to 47.8% in 2014
National Qualifications Framework Operation Plan for the Promotion of Lifelong Skill Development
Get PDFCurrent 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
후진학 계속교육 참여자의 인적 특성
Get PDF남자는 연령이 높아져도 후진학 비율에 변동이 거의 없으나 여성은 30대에 급감하는 급격한 U자형 패턴을 보이며, 10년 이상 재직자의 후진학 비율도 여자는 15.6%, 남자는 23.7%로 여자가 남자보다 8.1%p 낮음.
고졸 후진학자는 20대 초반이 31.5%로 가장 높은 반면, 전문대졸 이상은 40대 이상이 34.7%로 가장 높음.
연령별·지역별 후진학자 비율을 보면, 수도권은 30대 이후 급격히 감소하는 반면 지방은 연령이 증가할수록 높아짐.
중소기업 후진학자는 2년 미만의 신입직원 비율(52.9%)은 높은 반면, 대기업은 근무기간이 3~9년인 직원(41.8%)과 10년 이상인 장기 근무자의 비율(33.0%)이 높음.
후진학 계속교육 참여 이유를 살펴보면 고졸 후진학자의 경우 ‘학위 취득과 사회적 인정(39.5%)’이 가장 많고, 전문대졸 이상의 후진학자는 ‘직무능력 향상을 위하여(54.4%)’가 가장 많음.The percentage of males who participate in the Employment First, Life-Long Education Later program changes little in older age groups, but the percentage falls drastically in females in their 30s, showing a U-shaped pattern. The percentage of employed people with 10 or more years of service who participate in the Employment First, Life-Long Education Later program is 15.6% among females and 23.7% among males, which indicates that the percentage of females is 8.1 percentage points (pp) lower than that among males.
Among people with a high school education, the percentage who participates in the Employment First, Life-Long Education Later program is the highest in those in their 20s, at 31.5%, while among people with a junior college or higher education, the percentage is highest among those in their 40s, at 34.7%.
In terms of age and region, the percentage of program participants who live in the capital areas drops significantly in those aged 30 or older, while the percentage of program participants who live in non-capital areas increases with age.
Among people working for small and medium-sized companies, the percentage of program participants is high in workers with 2 or fewer years of service (52.9%). On the other hand, among people working for large companies, the percentage is high in workers with 3 to 9 years of service (41.8%) and in workers with 10 or more years of service (33.0%).
Regarding the reason for partaking in the Employment First, Life-Long Education Later program, among program participants with a high school education, the percentage who answered 'to earn a degree and social recognition' is the highest (39.5%), while among program participants with a junior college or higher education, the percentage who answered 'to enhance job competencies' is the highest (54.4%)
대졸 미취업 청년의 아르바이트와 생활 실태
Get PDF34세 이하 4년제 대졸 미취업자 중 69.0%가 대학 졸업 후 아르바이트를 한 경험이 있음.
4년제 대졸 미취업자 중 아르바이트 참여자의 연령별 평균 임금은 20~24세가 주당 15만 8천 원, 25~29세는 주당 22만 2천 원, 30~34세는 26만 6천 원으로 연령이 높아질수록 아르바이트 소득이 높아짐.
4년제 대졸 미취업자의 60.5%가 경제적인 이유(용돈 마련 37.3%, 생활비 마련 23.2%)로 대학 졸업 후 아르바이트를 실시함.
25~29세 4년제 대졸 미취업자가 가장 걱정하는 문제는 취업(71.1%), 경제적 문제(52.0%), 건강(40.4%) 순이나 30~34세는 경제적 문제(57.7%), 취업(47.4%), 인간관계(45.9%) 순으로, 취업 걱정은 줄어들고 경제적 문제와 인간관계에 대한 걱정이 더 많아짐.Among unemployed people with a four-year college education who are 34 years old or younger, 69.0% have the experience of having a part-time job after college graduation.
The average wage for each age bracket of part-time work participants among unemployed people with a four-year college education is as follows: those aged 20-24, 158,000 won per week; those aged 25-29, 222,000 won per week; and those aged 30-34, 266,000 won per week. The figures show that income from part-time work increases in proportion to age.
60.5% of unemployed people with a four-year college education worked a part-time job after college graduation for economic reasons ('to earn pocket money' (37.3%) and 'to pay living expenses' (23.2%)).
The issue most worried about by unemployed people with a four-year college education who are aged 25-29 is 'finding a job' (71.1%), followed by 'economic issues' (52.0%) and 'health' (40.4%). On the other hand, among those who are aged 30-34, the most worried about issue is 'economic issues' (57.7%), followed by 'finding a job' (47.4%) and 'interpersonal relationships' (45.9%). The figures show that with age, concerns about finding employment decrease, but concerns about economic issues and interpersonal relationships increase
A 시청 공무직 근로자의 직장 괴롭힘 실태
Get PDF공무직 중 간접고용 근로자가 직접고용 근로자보다 괴롭힘에 더욱 취약한 것으로 나타남(1회 이상 괴롭힘 에 노출· 직접고용: 41.2%, 간접고용 54.6%: 6개월간 평균 괴롭힘 행위 경험 빈도 · 직접고용: 24.0회, 간접고용: 28.7회).
여자는 주로 개인적인 괴롭힘(성희롱, 언어폭력, 트집·시비 등)을 당하는 반면, 남자는 업무 관련 괴롭힘(CCTV 감시, 업무능력·성과 비인정, 업무능력·성과에 대한 조롱)을 더 많이 겪음.
공무직 괴롭힘의 주요 가해자는 담당 공무원과 작업반장·실장임(공무원: 37.2%, 작업반장·실장: 32.1%, 같은 직급: 11.5%, 선임직원: 10.3%).
괴롭힘에 대해 항의(호소)하는 피해자는 10명당 1명에 불과했으며, 고용형태에 따라 큰 차이가 있음(직접고용 피해자: 23.1% 호소, 간접고용 피해자: 0% 호소).It has come to light that among civil servants indirect employees are more vulnerable to harassment than direct employees (disclosure of at least 1 count of harassment · direct employees: 41.2%, indirect employees: 54.6%; average frequency of workers experiencing harassment in a 6-month period · direct employees: 24.0 counts, indirect employees: 28.7 counts).
Females usually experience interpersonal harassment (sexual harassment, verbal abuse, nitpicking, being picked on, etc.), while males more commonly experience work-related harassment (CCTV surveillance, lack of recognition for or ridicule of work capabilities/achievements).
The main perpetrators of workplace harassment are officers in charge and heads of working groups/department chiefs (officers: 37.2%, heads of working groups/department chiefs: 32.1%, equal rank civil servants: 11.5%, senior personnel: 10.3%).
Just 1 in 10 victims complain about (report) harassment, and a big difference exists between job types (direct employee victims: 23.1% filed reports, indirect employee victims: 0% filed reports)
단시간 근로와 근무시간 선택이 유연한 직업
Get PDF단시간 근무 가능성이 높은 직업으로는 보험 설계사 및 간접투자증권 판매인, 기타 문화·예술 관련 종사자, 혼례 종사원이 높게 나타남.
여자가 남자보다, 60대 이상이 40대 미만보다, 학력별로는 고졸 이하와 박사학위 취득자가 단시간 근무 가능성이 높은 일자리에 종사하고 있음.
단시간 근무 가능성이 높은 일자리 종사자 중 직무만족도(82.9%)와 일·가정균형(80.1%)은 단시간 근무 가능성이 낮은 집단보다 각각 11.2%p, 29.6%p 더 높으나 고용 안정성은 7.6%p 더 낮음.
근무시간 선택 가능성이 큰 직업으로는 보험 설계사 및 간접투자증권 판매인, 화가 및 조각가, 대학 교수로 나타남.
근무시간 선택 가능성이 높은 일자리 종사자 중 직무만족도(83.2%)와 일·가정균형(80.2%)은 근로시간 선택 가능성이 낮은 집단보다 각각 11.3%p, 30.4%p 더 높으나 고용 안정성은 5.5%p 더 낮음.More women than men and more people aged 60 or older than people aged 40s work in jobs that provide ample opportunity for temporary work. In terms of education levels, people with a high school diploma or lower, and doctoral degree holders work in jobs with a high chance of temporary work.
People who work in jobs with a higher chance of temporary work have higher levels of job satisfaction (82.9%, 11.2pp higher) and work-family balance (80.1%, 29.6pp higher) but less employment stability (7.6pp lower) than those who work in jobs with a lower chance of temporary work.
The jobs that provide a greater opportunity to work flexible hours are insurance agents, sellers of indirect investment securities, painters, sculptors, and university professors.
People who work in jobs with a greater chance of flexible working hours have higher levels of job satisfaction (83.2%, 11.3pp higher) and work-family balance (80.2%, 30.4pp higher) but less employment stability (5.5pp lower) than those who work in jobs with a lower chance of flexible working hours
특성화고 NCS 기반 직무능력평가에 대한 산업체 요구
Get PDFNCS 기반 직무능력평가를 통해 취업자가 실제로 보유한 직무능력을 평가할 수 있다고 보는 산업체는 59.3%, 평가하기 어렵다고 보는 산업체는 11.1%임.
NCS 기반 직무능력평가제 운영 시, 산업체의 참여가 높을 것이라고 보는 산업체는 59.3%, 높지 않을 것이라고 보는 산업체는 3.7%임.
NCS 기반 직무능력평가제가 기존의 기업별 직무능력평가제를 대체할 수 있다고 보는 산업체는 70.4%, 대체 가능성이 낮다고 보는 산업체는 3.7%임.
시범 운영 중인 NCS 기반 교육과정을 전체 특성화고로 확대할 필요가 있다고 응답한 산업체는 88.9%이며, 교육 대상을 고졸 취업자뿐만 아니라 재직자, 퇴직 후 재취업자 등을 위한 교육·훈련으로 확대할 필요가 있다고 보는 산업체도 74.1%로 높음.
NCS 기반 교육과정에 대해 잘 알고 있다고 응답한 산업체는 53.9%, 보통은 15.4%, 잘 알지 못하는 산업체는 30.8%로 나타남.The percentage of industries that consider NCS-based job competency assessments a suitable way to evaluate would-be employees' actual job competencies is 59.3%, and the percentage of industries skeptical of it is 11.1%.
Assuming an NCS-based job competency assessment system is run, 59.3% of industries expect the participation rate of industries to be high while 3.7% of industries do not.
When asked if NCS-based job competency assessments could replace existing company-specific job competency assessments, 70.4% of industries answered positively while 3.7% of industries answered negatively.
The percentage of industries that answered that it was necessary to extend the NCS-based curriculum, which is currently on a test run, into all specialized high schools is 88.9%, and the percentage of industries that answered that it was necessary to broaden education and training targets for high school graduate job seekers to include people who are currently employed, people who seek employment again after retirement, etc. is 74.1%. Both percentages are high.
When asked if they were well aware of the NCS-based curriculum, 53.9% of industries answered that they were well aware; 15.4% answered that they were fairly aware, and 30.8% answered that they were not really aware
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 5.5만 원 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
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