Korea Research Institute for Vocational Education and Training
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A Study on the Workplace Adaptation of Middle-aged (Re-)employed Female Workers
Get PDFThe purpose of this study is to analyze the job adjustment situation of middle-aged women who are (re-)entering the labor market after a long break of job career and may be experiencing conflicts in the process of their settlement in the new workplace. Most of previous studies about female labor market have focused on the causes and the impact of ‘career interruptions’ of female workers pointing out the social and personal problems caused by the withdrawal of married female workers due to burden of housekeeping and child-raising. However, another important issue except preventing such withdrawal of female workers is how to encourage the return or new entrance of middle-aged female workers who are out of the labor market for a while and to help them smoothly settling down in new working environments. In this respect, this study was conducted to gather basic information on workplace adaptation status of middle-aged (re-)employed women. Based on that information, several policy proposals were suggested as the ways of improving the labor market adaptation process of middle-aged female workers
Study of Educational Renovation Measures for Specialized High Schools
Get PDFWith the recent secondary vocational education policy change from continuing education to employment, the interest in specialized high schools and meister high schools has increased sharply, and naturally various policies have been proposed to enhance high schools’ identity and competitiveness by restructuring or improving the secondary vocational education system. However, most of them do not fully reflect the characteristics of specialized high schools since they are mostly focused more on normal high schools.
In this context, the purpose of this study is to find how to reform education for specialized high schools including meister high schools, with priority given to actual changes in their curricula and classes at school. Specifically, the study aims to develop institutional improvement plans for teacher education and management system.
To do this, first we investigated the realities of specialized high school education and diagnosed our reform agenda through theoretical discussions on this matter. Enhancing measures for specialized high schools are suggested based on the following data: an integrative approach to both general subjects and vocational subjects, several successful teaching cases and domestic education reform cases using STEAM, case studies on secondary vocational education reform in the U.S., Germany, and Sweden, the analysis of teachers’ suggestions for general and vocational subject education, teacher capability enhancement plan. ..
A Study on the Types of Occupation and Jobs for Increasing the Rate of Employment and Setting Up Business of Graduates from Agricultural Vocational High Schools
Get PDFThe purpose of this study is to develop the types of occupation and jobs available for graduates from agricultural vocational high schools with the basis of analysis on current situation of graduates utilization and management and the demand toward them from agribusiness and its related sectors. This study also researches understanding of the perception rates of employment and setting up business of teachers and students from agricultural vocational high schools. Establishment of job classification system in agriculture sector on an infrastructure building basis to enhance rates of employment and new firm formation of graduates from agricultural vocational high schools is also included in the study.
This study analyzes the past and current policy on manpower cultivation in agricultural vocational high schools and research on actual conditions through contact with human resource managers, workers and agriculturers in agribusiness. The change of manpower demand toward graduates from agricultural vocational/non-vocational high schools and general high schools are also included in the study. Moreover, we conducted a Delphi research for forecasting the agricultural vocational high schools and suggested job classification system, models, level system and career, reviewing 20 occupations based on KECO system and focusing on available jobs for employment and setting up a new business
A Study on the Socio-economic Performance of the Investments in Vocational Education
Get PDFThe objectives of the study is to identify empirical evidences of the socio-economic performance of the investments in vocational education based on four topics and to draw policy implications for reforming vocational education system
OECD INES LSO Network(2012)
Get PDFThe portion of human resource development budgets in national finances or economy is high in all countries and as there are many related parties, attention has been paid to the need of efficient budgeting. Accordingly, due to the increase of statistical demand for human resources, the OECD has published statistical compilation indexing major statistics in education and human resource development field(Indicators of Education Systems: INES). 『Education at a Glance』, which is the education statistics data that was published since the late 90's and is used as a fundamental data for related policy making in all countries world wide.
Statistics presented in 『Education at a Glance』 can be divided into two major categories; statistics related to the overall education system(supply of human resource) and a field associating to labor market, that is, statistics related to economical？social performance of education(distribution, utilization, performance of human resource).
Among these, the responsible part for economical and social performance of education related statistics is the Labor market & Social outcomes of learning network(LSO network). The Labor market & social outcomes of learning network is dealt as an interesting area required for additional indicator development within the OECD's Education at a Glance project, and this is due to problems associated with education and labor market such as global youth unemployment.
This report was documented after organizing information was provided by carrying out the related consultations and analyzing statistics data as a representative of Korea in OECD INES Labor market & social outcomes of learning(LSO)
[패널브리프] 청소년의 학교폭력에 영향을 미치는 요인 분석: 개인특성, 가정배경을 중심으로
No full textⅠ. 연구 배경
□ 최근 발생하고 있는 학교폭력의 심각성은 학교현장에서의 문제뿐만 아니라 사회적 문제로 확대되고 있음.
□ 학교폭력에 영향을 주는 요인으로는 크게 개인적 특성, 가정배경, 학교와 친구 변인을 들 수 있음.
□ 본 연구에서는 학교폭력에 영향을 미치는 요인을 개인특성, 가정배경을 중심으로 살펴보고자 함.
Ⅱ. 분석자료 및 대상
□ 한국직업능력개발원에서 실시하는 한국교육고용패널(KEEP: Korean Education & Employment Panel) 조사의 2차(2005)~4차(2007)년도 자료를 이용하여 학교폭력에 영향을 주는 요인에 대한 분석을 실시함.
□ 학교폭력 문항은 가해 관련 4개 문항, 피해 관련 4개 문항으로 구성되었으며, 고등학교 재학 당시인 2차(2005)~4차(2007)년도 설문에 포함됨.
Ⅲ. 분석 결과
□ 남학생의 21.8%가 학교폭력 경험이 있으며, 특성화고 학생의 23.5%가 학교폭력 경험이 있는 것으로 나타남.
1. 학교폭력과 지위비행
□ 학교폭력을 경험한 학생의 흡연율은 학교폭력을 경험하지 않은 학생의 흡연율보다 3.8배 높게 나타남.
□ 학교폭력을 경험한 학생의 '일주일에 1회 이상 음주' 비율은 16.9%로 학교폭력을 경험하지 않은 학생(4.9%)에 비해 3.5배 높게 나타남.
□ 학교폭력을 경험한 학생은 학교폭력을 경험하지 않은 학생보다 가출 경험 비율이 4.75배 높게 나타남.
□ 학교폭력 경험 여부에 따라 인터넷 중독 정도에 차이가 나타남.
2. 학교폭력과 성적 변화
□ 선행 연구에 따르면 학교성적은 청소년들의 긴장을 유발하는 주요 요인으로, 학업 성취도가 낮은 학생이 학교생활에 잘 적응하지 못하고 비행이나 학교폭력에 가담할 가능성이 높게 나타남.
□ 중학교 3학년 내신성적(9등급)과 수능성적(언어·수리·외국어 영역 평균등급, 9등급)의 차이를 비교해 보면, 학교폭력 경험이 있는 학생의 성적 하락 정도가 더 큰 것으로 나타남.
□ 학교폭력 경험이 있고, 성적이 하락한 학생 그룹의 성적 변화를 중학교 내신성적 그룹별(1~3/4~5/6~9등급)로 비교해 보면, 중학교 3학년 내신 성적이 좋은 그룹일수록 성적 하락(등급 상승) 폭이 더 크게 나타나고 있음.
3. 학교폭력과 가정환경
□ 자아 통제 이론에 의하면 청소년의 문제행동에 영향을 주는 자기 통제력의 형성은 부모의 양육태도와 관계가 깊음. 따라서 부적절한 양육 태도는 낮은 자기통제력의 주요 원인이 될 수 있음.
□ 본 연구에서는 부모의 양육태도를 6개 요인으로 나누어 분석한 결과, '감독', '과잉간섭', '학대'가 학교폭력 경험에 유의한 영향을 주고 있는 것으로 나타남.
□ 아버지의 일자리 유무는 학교폭력 경험 여부에 유의한 차이를 보이지 않으나, 어머니의 일자리 유무는 학교폭력 경험 여부에 영향이 있는 것으로 보임.
□ 어머니의 근로시간은 학교폭력 경험 여부에 영향을 미치는 것으로 나타남.
Ⅳ. 결론
□ 여학생(15.6%)보다 남학생(21.8%)이, 일반고 학생(16.9%)보다 특성화고 학생(23.5%)이 학교폭력에 더 많이 노출되어 있음.
□ 학교폭력을 경험한 학생은 흡연이나 음주, 가출 등 지위비행에도 더 많이 노출된 것으로 나타났으며, 인터넷 중독과도 관련이 있는 것으로 나타남.
□ 단순히 성적이 낮을수록 학교폭력에 가담할 가능성이 높다는 기존의 연구 결과를 넘어서 학교폭력이 성적을 하락시키는 정도에 더 부정적인 영향을 주고 있는 것으로 나타남.
□ 부모의 양육태도 중에서 '감독', '과잉간섭', '학대' 요인은 학교폭력에 영향을 미치는 것으로 나타남.
□ 어머니의 일자리 유무와 어머니의 근로시간은 학교폭력에 영향을 미치는 것으로 보임
[동향] 직업능력개발
No full textⅠ. 직업능력개발 정책
□ '제3차 국가기술자격 제도발전 기본계획 ('13~'17년)' 심의·확정(2012.11.27.)
□ 한국산업인력공단, 기술사 제98회 최종 합격자 436명 발표(2012.11.16.)
□ 고용노동부, 「대·중소기업 공생발전을 위한 인력양성 협력 가이드라인」제정·발표(2012.11.19.)
□ 고용노동부 지원 제2호 기업대학, 현대백화점 유통대학 출범(2012.11.20.)
□ 고용노동부, 민간고용서비스 우수기관 15곳 인증마크 부여(2012.12.21.)
Ⅱ. 직업능력개발 통계
◈ 임금근로자의 교육·훈련 실태: 경제활동인구조사 근로형태별 부가조사(2012.8.) 결과
□ 2012년 8월 현재, 임금근로자의 지난 1년간 교육·훈련 경험 비율은 37.2%로 전년 동월 대비 1.7%p 증가
□ 청년층(15~29세) 임금근로자의 지난 1년간 교육·훈련 경험 비율은 33.9%로 전년 동월 대비 0.3%p 증가
□ 고령층(55~79세) 임금근로자의 지난 1년간 교육·훈련 경험 비율은 27.1%로 전년 동월 대비 3.2%p 증가
□ 2012년 8월 현재, 지난 1년간 교육·훈련 경험이 있는 임금근로자의 평균 교육·훈련 시간은 36시간으로 전년 동월 대비 1시간 증가
□ 지난 1년간 교육·훈련 경험이 있는 청년층(15~29세) 임금근로자의 평균 교육·훈련 시간은 38시간으로 전년 동월 대비 3시간 증가
□ 고령층(55~79세) 임금근로자는 평균 교육·훈련 시간이 29시간으로 전년 동월과 동일
◈ 고용보험 동향
□ 2012년 11월 고용보험 적용 사업장은 162만 개소로 전년 동월 대비 7.5% 증가
□ 직업능력개발사업 건수는 3만 8천 건으로 전년 동월 대비 9.3% 증가
□ 직업능력개발사업 금액은 395억 4천만 원으로 전년 동월 대비 30.1% 증
An Exploratory Study on Korean Workers'' Cognition of Career Success : Basic Research for International Comparison
No full text본 연구는 한국형 경력성공에 대한 개념 정의를 통해 한국 직장인들의 경력성공에 대한 인식 차이를 성별, 세대별, 직종별로 규명하는 것을 일차적 목적으로 한다. 이를 위해 한국 직장인들을 대상으로 경력성공에 대한 인식 및 관련요인을 조사하고, 이를 통하여 한국 직장인들의 ‘경력성공’ 인식에 차이를 가져오는 선행요인(antecedent)은 무엇이며, ‘경력성공’의 세부 차원들이 어떤 결과요인(outcome)들과 연관되는지를 규명하고자 한다. 또 향후 5C project의 국제연구 결과가 발표되면 한국인을 대상으로 한 본 연구의 분석 결과와 총체적 비교가 이루어질 수 있을 것으로 기대한다. 이 연구 결과는 취업 대상자들의 직업선택 및 직장인들의 경력상담에 의미 있는 시사점을 제시하고, 아울러 정부의 인적자원개발 및 경력개발 프로그램을 위해 필요한 정책들을 수립하는 데 필요한 기초자료로 활용될 수 있을 것이다.
구체적인 연구문제는 다음과 같다.
첫째, 한국 직장인들은 경력성공을 어떻게 정의하는가?
둘째, 성별, 세대별, 직종별로 경력성공 인식에 차이가 있는가? 있다면 어떠한 차이가 있는가?
셋째, 경력성공 인식에 영향을 주는 요소들은 무엇인가?
넷째, 경력성공 인식이 ‘개인의 행복’과 ‘조직유효성’에 어떠한 영향을 주는가?I. Introduction
1. Objective and Necessities of Study
In 2013, the Park, Geun-hye Administration aimed to expand job opportunities for young people by supporting their entrance to foreign countries and vitalizing job creation, in order to build up the base of job expansion for young people. Not only the central government but also local governments are promoting office workers’ self-directed career development by creating new jobs and supporting entrance to foreign countries. Moreover, the recent changes in corporate environment such as internationalization, intense corporate competition, aging, youth unemployment and early retirement have changed not only organizational structure, but also viewpoint on office workers’ career management, which is the reason why office workers have paid attention to self-directed activities for career development(Yun, Ha-Na, Tak, Jin-Guk, 2006; Walton & Mallon, 2004). The protean career referring to individuals’ self-directed career management behaviors indicates that individuals’ cognition of career is an important factor that composes career success, together with objective elements such as wage and promotion. Contrary to traditional society in which objective elements such as high wage and promotion explain career success, in modern society, subjective career success cognized by individuals is considered as an important factor that explains office workers’ career success(Heslin, 2005; Lee, Hyoung-Ryong, Park, Seul-Gi, 2009).
Recently, Prof. Jon Brisco, Douglas Hall, and Wolfgang Mayrhofer are performing 5C project as an international-level development regarding career success, to establish the differences depending on each state and cultural area. In the results of the primary research through 5C project, the concept of career success can be set up variously depending on historical/cultural process, socioeconomic background, degree of individuals’ socialization and life stages (Briscoe et al., 2012). Thus, there is a problem rising that the conceptual framework measuring career success cannot be equally applied to diverse cultural areas.
The primary objective of this study is to establish the differences in Korean office workers’ cognition in each sex, generation, and job type through defining the Korean concept of career success. By researching Korean office workers’ cognition of career success and the relevant factors, we aim to determine what causes the differences in Korean office workers’ cognition of ‘career success’, and also what result variables are related to sub-factors of ‘career success’. The results of this study will be suggesting significant implications for job seekers’ job selection and office workers’ career counseling. Futhermore, it can be used as basic data necessary for establishing policies related to government human resource development and career development programs.
Detailed research questions can be summarized like following.
First, how do Korean office workers define career success?
Second, are there any differences in cognition of career success depending on sex, generation and job type?
Third, what elements have influence on cognition of career success?
Fourth, what is the influence of cognition of career success on ‘personal happiness’ and ‘organizational effectiveness’?
II. Literature Review
1. Concept of Career Success
‘Career’ means accumulated ‘individual job path(Enache, Sallan, Simo, & Fernandez, 2011)’, ‘rise from a career ladder(Arthur, Khapova, & Wilderom, 2005)’, and ‘understanding of his/her own vocational development’(Abele, Spurk, & Volmer, 2011). Also ‘success’ means descriptive explanations of goal-oriented progress and also positive evaluation of results and development(Abele et al., 2011). In this study, therefore, ‘career success’ means work-relevant products and positive mentality accumulated from individual work experience (Seibert & Kraimer, 2001).
Generally, the concept of career success is divided into objective career success and subjective career success(Arnold and Cohen, 2008; Arthur, Khapova and Wilderom, 2005). The objective career success means outcomes such as rise in income and promotion, easy to be measured from outside(Ituma, Simpson, Ovadje, Cornelius and Mordi, 2011) while the subjective career success includes personal experiences such as job satisfaction, satisfaction with life and belief in job(Arnold & Cohen, 2008; Choi & Mun, 2012).
2. Conceptual Framework
In this study, the analysis framework of the concept of career success is based on four levels of career success suggested by Mayrhofer, Briscoe and Hall(2012) through the research on people’s cognition of career in each state and cultural area. The first level means achievement and satisfaction in work, and learning and self-realization through organizational life. The second level means economic reward. The third level includes employment stability, and job characteristics and results, and the fourth is related to work environment and interactions.
3. Antecedents of Career Success Cognition
Since the cognition of career success is influenced by complex factors, various preceding factors have been considered by many scholars. In order to establish the Korean concept of career success, the research by Rasdi et al(2011) showing relatively comprehensive approach to preceding factors of career success divided preceding factors having influence on cognition of career success into ‘sociodemographic factor’, ‘human resource factor’, ‘personal factor’, ‘structural factor’, and ‘behavioral factor’. This study recomposed the preceding factors reviewed by Rasdi et al(2011) into ‘sociodemographic factor’, ‘human resource factor’, ‘structural factor’, and ‘behavioral factor’.
The sociodemographic factor includes sex, age, health condition and family environment(Dries et al., 2009; Ng et al., 2005; Rasdi et al., 2011), and generally, there were differences in cognition of career success, career path, and results of career success in accordance with sex(Kim & Jung, 2013; Blickle, Witzki & Schneider, 2009). Things like degree, employment type and job experience are the human resource factor having influence on career success(Kim, Bo-Kyoung, Jung, Cheol-Young, 2013; Chen, 2011; Rasdi, 2011). The personality characteristics have been studied as a factor that has significant influence on career satisfaction and career success(Jung, Mun-Young, Lee, Gyu-Man, 2011; Ng et al., 2005), and especially, sincerity and extroversion among personality type showed relatively big influence on career success(Lounsbury et al., 2004; Seibert & Kraimer, 2001). The preceding factor in structural level includes the size and form of organization, and organizational and bosses’ support of organization members’ career development(Abele, Spurk & Volmer, 2011). Lastly, the career plan for career development, as a behavioral factor, was analyzed to have positive influence on both individuals'' career success and major outcomes in organization(Crant, 2000; Hwang, Ae-Young, Tak, Jin-Guk, 2011).
4. Outcomes of Career Success Cognition
The result factors led by cognition of career success include satisfaction with life, work engagement, employment possibility, organizational engagement and turnover intention.
The satisfaction with life was influenced by every experience through changes in career, important state and relevant mental conditions(Lounsbury et al., 2004) while the career-oriented behavior and personality which were the preceding factors of career success had positive influence on vitality and engagement at work(Christian, Garza, & Slaughter, 2011). Therefore, it is expected that career success and relevant elements would have significant influence on satisfaction with life and work engagement as much as objective life conditions. The cognition of career success increased the level of organizational engagement while it had negative(-) relationship with turnover intention(Nam, Kim, & Yang, 2008; Choi, & Mun, 2012).
III. Method
1. Subject
This study selected 1,000 office worker samples out of the whole Korean office workers. Through sampling based on ‘Population and Housing Census(Statistics Korea, 2010)’ and ‘Survey on Labor Conditions by Employment Type(Ministry of Employment and Labor, 2012)’, we aimed to have equal distributions of job type, age and region. Through proportionate quota sampling considering the international comparative guidelines, we selected total 1,000 subjects including 200 managerial workers, 200 professionals, 350 office workers/ service workers/sales workers, and 250 blue collars. The international comparative guidelines such as simple laborers, office workers with experience less than two years after completing the final education, housewives and unemployed people were excluded from the research subjects. The characteristics of respondents were shown in in Chapter 3.
2. Measurement and Procedure
For the survey of this study, we conducted web-panel research for more than 3,000 office workers targeting 1,000 from September 15th 2013 to October 15th 2013. When necessary, we also carried out research through mail and visiting companies. Through the survey, the preceding factors and result factors were analysed to understand factors related to Korean office workers’ cognition of career success. The detailed research contents were comprised of employment type & characteristics of company, characteristics related to job and position, career success, career path, turnover intention, work/ organizational engagement, career development in organizational level, satisfaction with life, support by boss, respondents’ sociodemographic characteristics. The whole questionnaire used for the survey is shown in . The collected data was analyzed by using IBM SPSS(Statistical Package for Social Science) 19.0 program and SAS program.
IV. Result
1. Validity Analysis of Career Success Concept
By conducting factor analysis on 47 questions about the concept of career success based on the discussions in 5C project, this study extracted five factors such as ‘stable life’, ‘self-realization’, ‘wealth and fame’, ‘lifelong workplace’, and ‘private business’.
In average, Korean office workers cognized ‘stable life’ and ‘wealth and fame’ as importance. In the results of comparing the importance and achievement of the level of career success, every concept level showed less achievement than importance.
2. Relationship between Cognition of Career Success and Antecedents
In the results of examining the relation between sociodemographic factor and cognition of career success, first, men rather than women, older generation and people whose spouses were employed and fathers were unemployed highly cognized the importance of career success level while people in 20s had relatively high cognition of the importance of ‘stable life’ and ‘wealth and fame’.
In the results of examining the relation between human resource factor and cognition of career success, second, among personality characteristics, people with extroverted personality highly cognized the importance of career success. In case of academic background, overall, college graduates rather than high school graduates, and graduate school graduates rather than university graduates more highly cognized the importance of each level of career success. The importance of career success levels cognized by workers in technical position with working period for 5-15 years was low.
In the results of examining the relation between structural factor and cognition of career success, third, The importance of career success levels evaluated by members of public agencies and service/ charity groups was higher, than members of private companies. The support by boss(overall) and organizational support (partially) had positive influence on cognition of the importance of career success levels. Compared to employees of multinational enterprises, employees of domestic companies put emphasis on ‘lifelong workplace’ and ‘stable life’. Fourth, workers who were active in career planning, a behavioral factor cognized career success levels as more important.
3. Relationship between Cognition of Career Success and Outcomes
First, the satisfaction with life was low when putting low emphasis on the level ‘self-realization’ and ‘lifelong workplace’ of career success, and also the importance of ‘stable life’ and ‘wealth and fame’ was cognized very low. In other words, the satisfaction with life was more related to having opportunities to show competence in stable workplace, rather than comfortable life and material success.
Second, the work engagement was high when ‘self-realization’ was cognized as important, and also cognition of the importance of ‘stable life’ was low. When work was cognized as the level of ‘self-realization’ instead of a way for ‘stable life’, in other words, its engagement level was also high.
When the cognition of the importance of ‘lifelong workplace’ was low, third, they saw high possibility of employment in other organizations. Fourth, the engagement in the current organization was low when ‘stable life’ and ‘private business’ were considered as important. In case of cognizing ‘self-realization’ and ''lifelong workplace’ as important, the degree of organizational engagement was high.
Fifth, the turnover intention was high when putting emphasis on ‘private business’ and evaluating achievement in the level of ‘lifelong workplace’ as low, which shows the accordance between cognition of the importance of sub-levels of career success and cognition of their own future career.
In general, ‘self-realization’ showed positive influence on not only satisfaction with life, but also work engagement, so that it should be essentially dealt with in the contents of career development and career counseling. When ‘private business’ was cognized as important, the level of organizational engagement was lowered and the turnover intention was increased. When the cognition of the importance and achievement of ‘lifelong workplace’ was low, the possibility of employment was highly evaluated with high turnover intention.
V. Implications and Policy Measures
The implications of this study are like following.
First, Korean workers recognizes ‘stable life’ and ‘wealth and honor’ as the most important factors among all the dimensions of the career success, and this implies that social, economic, and cultural aspects such as the rapid economic growth in Korea and the IMF crisis affects the form of career success recognition.
Second, in the concept of career success, ‘self-realization’ was analyzed to be strongly related to not only satisfaction with life, but also work engagement and organizational engagement, which means that forming a place for communication between organization and individuals, and also providing members with opportunities to show their competence would be measures to improve individuals’ self- realization and organizational effectiveness.
Third, the degree of organizational engagement was high when men put emphasis on the value of ‘self-realization’, and women put emphasis on the level of ‘lifelong workplace’, which means that human resource development should be differently applied depending on sex.
Fourth, the desire for self-realization and employment instability of the current workplace became factors of considering changing jobs, which suggests that it would be necessary to build up organizational environment that guarantees autonomy and creativity when organizations aim to decrease members’ turnover intention.
In order to contribute to institutional improvement for the future human resource development policies, office workers’ career counseling and career development, this study drew policy measures like following.
First, it is needed to provide various opportunities of career development suitable for women''s career desires.
Second, it is necessary to provide more jobs to young people in 20s and also to educate them various values of career success besides ‘wealth and fame’.
Third, it is required to reinforce the career development education for high school and university graduates in the level of academic background.
Fourth, it is needed to strengthen the opportunities of career development for office workers with experience for 5-15 years.
Fifth, organizations with intense competition should support career development.
Sixth, companies should design and provide career development support programs focusing on bosses, rather than extensive organizational support.
Seventh, employees should be motivated to be actively engaged in career planning, by establishing social support system and organizational culture that can support individual career plans.요약 ix
제1장 서 론_1
제1절 연구의 필요성 및 목적 3
제2절 연구의 내용 7
제3절 연구 방법 및 절차 8
제4절 용어의 정의 12
제2장 경력성공 개념 및 관련 문헌 분석_15
제1절 경력성공의 개념17
제2절 경력성공 인식과 선행요인 26
제3절 경력성공 인식과 결과요인 39
제4절 소결 44
제3장 연구방법_47
제1절 연구모형 및 변수 정의 49
제2절 모집단 및 표본 56
제3절 조사 및 분석 방법 62
제4장 경력성공 개념 타당성 분석_67
제1절 경력성공 개념 타당도 분석 70
제2절 경력성공 개념 신뢰도 분석 82
제3절 경력성공 차원의 중요도와 성취 정도에 대한 한국인의 인식86
제4절 소결 88
제5장 경력성공 인식과 선행요인 간의 관계 분석_91
제1절 사회인구학적 요인 93
제2절 인적자본 요인 104
제3절 구조적 요인 110
제4절 행동요인 114
제5절 소결 118
제6장 경력성공 인식과 결과요인 간의 관계 분석_121
제1절 삶의 만족 및 업무몰입과의 관계 123
제2절 고용가능성과의 관계 137
제3절 조직몰입 및 이직의도와의 관계 144
제4절 소결 156
제7장 결론 및 정책방안_159
제1절 결론 161
제2절 시사점 및 정책방안 164
SUMMARY_173
참고문헌_189
부 록_205
1. 영문 설문지 207
2. 국문 번역 설문지 22
Workplace Bullying in South Korea: An exploratory study
No full textThe role of national culture on the manifestation of workplace bullying has been illustrated by a limited body of literature (e.g., bully status in the UK and Scandinavia). Considering the difference that exists even amongst the Western countries, a question is raised over how bullying may manifest in a culture that is completely different from Western culture (South Korea, in specific). Korean employees with a minimum tenure of three months and from various occupational backgrounds were recruited and 193 employees completed the Negative Acts Questionnaire-Revised(NAQ-R). The overall prevalence rates of bullying (both subjective and operational) were not particularly high with Korean sample. A significant difference was observed between age-groups in their operational victim status, but not self-reported victim status. It was also found that peers were most frequently reported as ‘bullies’ followed by superiors and subordinates. Finally, a significant association was found between school bullying experience and self-reported workplace bullying. The results were explained based on Korean culture and history and their implications were discussed. This study revealed how culture and history were embedded in workplace bullying in South Korea.Ⅰ. Introduction 3
Ⅱ. Methods 7
Ⅲ. Results 9
Ⅳ. Discussion 12
References 1
Lay Koreans’ view of workplace bullying: Universal and cultural-specific bullying behaviours
No full textThe paper began by questioning the applicability of Western concepts and measures of workplace bullying to the Korean culture. Facing the issue, the paper aims to examine what kind of acts might be considered to be the examples of bullying in South Korea.
A qualitative study was conducted using the repertory grid technique. 42 Koreans participated and the result expanded upon Korean employees’ definition of workplace bullying and the types of acts that were considered to be examples of bullying. The results suggested cultural similarities and difference in the manifestation of bullying and suggested the importance of an indigenous approach to examine bullying in different cultures.Ⅰ. Introduction 3
Ⅱ. Methods 4
Ⅲ. Results 6
Ⅳ. Discussion 14References 2