Korea Research Institute for Vocational Education and Training
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The Relationships Between the Exploration Learning and the Exploitation Learning and Organizational Performance
No full text조직구성원의 학습을 통한 고용능력 제고 및 생산성 향상이 중소기업의 경쟁력 강화 측면에서 강조되고 있는 현실에서 탐험 및 활용학습 연구는 중소기업의 학습 전략 추진에 큰 의의를 갖는다. 본 연구는 탐험학습 및 활용학습의 관계, 탐험학습 및 활용학습과 조직성과의 관계를 분석하였다. 분석결과, 탐험학습과 활용학습은 상호 보완적 성격을 갖는 것으로 나타났다. 이는 탐험학습과 활용학습이 조직에서 동시에 활성화될 수 있음을 의미한다. 탐험학습과 활용학습을 동시에 추구하는 조직이 하나의 학습전략에 집중하는 기업보다 높은 조직성과를 가질 것으로 예측되었지만 실증분석 결과 예측과는 달리 조직경쟁력 강화에는 탐험학습이, 인당 매출액 증가에는 활용학습이 각각 정(+)의 유의한 영향을 미치는 것으로 나타났다. 또한 탐험학습과 활용학습은 모두 조직성과와 역U자형의 관계를 갖기보다는 선형관계를 갖는 것으로 나타났다. 마지막으로 본 연구의 결과가 중소기업 학습에 미치는 의미와 시사점을 논의하였다.This study examines the relationship between exploration learning and exploitation learning and firm performance and the interaction effects of the two learning strategies. Empirical results from a sample of small-medium size firms(SMEs) are as follows. First, the exploration and the exploitation learning are complementary constructs. Second, the relationships between both learning and organizational performance are not invert U shape style. The relationship between the exploration learning and the competitiveness of organization is linear and positive. The relationship between the exploitative learning and sales volume per man is nonlinear and U shape style, indicating that the exploitative learning is negative effect on the firm performance when it performs insufficiently, but positive effect when it performs sufficiently. Finally, the moderating effects of the exploration and exploitative learning on performance is not supported. This result means that the ambidextrous organization is not superior in their performance than the organization concentrating on only one type of learning in Korean SMEs
TVET Policies to Utilize the Ageing Workers
No full text우리나라의 고령화 속도는 세계 최고수준으로 고령사회 도달을 눈앞에 두고 있으나, 체계적 고령자 능력개발 정책 수립은 미비한 상태임. 급속한 고령화에 대한 대책마련을 위해서는 고령자가 처한 현황을 체계적으로 파악하고, 우리나라 고령자의 직업능력개발에 대한 요구의 특성을 분석할 필요가 있음. 특히 고령화로 인한 중고령 집단의 확대에 따라 이들의 다양한 수요를 파악하여 정책에 반영하는 것은 증거에 기초한(evidence-based) 정책수립의 기초라 할 수 있음. 본 원고는 고령화에 따른 고령자 직업능력개발 정책 수립을 위한 개선방안을 제시하기 위해 우리나라 고령화 추이를 살펴보고 국내 고령인력 활용 현황과 문제점을 제시한 후, 고령자 능력개발에 대한 요구를 이들의 직업능력과 경제적 위치에 기준하여 살펴보고, 해외 선진국의 고령자 직업능력개발 정책 사례를 소개함으로서 국내 고령자 능력개발 정책에 주는 시사점을 찾고자 함.Ⅰ. 배경 및 문제점 2
Ⅱ. 조사 및 분석 결과 4
Ⅲ. 중·고령자 능력개발 정책 해외사례 15>
IV. 정책 제언 21
참고문헌26
[부록] 2
Analysis on Human Resources Status in Agricultural and Fishery Corporations
No full text본 연구는 세계 무역시장 개방화 시대를 맞아 경쟁력 있는 농어업 법인경영체의 핵심 자원인 인력의 상황을 파악할 수 있는 기초적인 실태 자료를 확보하는 데 연구의 1차적 목적을 두었다. 그리고 수집된 자료의 분석을 통해 농어업 법인경영체의 경쟁력 제고를 위한 정책 지원 방안을 모색하고자 하였다.1. Backgrounds & Purpose
As opening agricultural, fishery and food market to the world after the EU-Korea, U.S.-Korea FTA agreement, it becomes significant to understand the domestic capability to cope with external environmental changes. The more competitive a market is, the more demand of capital increases. Especially in the era of knowledge based economy society, human capital is regarded as the most important form of resources. Thus, the present research aimed to describe the exact status of human resources in the agricultural and fishery corporations and to suggest policy directions for development of globally competitive agricultural and fishery corporations.
2. Research Methodology
The research study mainly investigated thoroughly qualitative and quantitative status of labor force, recruitment, education training participation in agricultural business corporations. In addition, the study also includes needs analysis of CEOs in agricultural corporates and seeks implications to relieve current problems.
In order to improve objectivity and validity in describing the reality, the study built a mixed research method design. A mixed method approach is one in which the researchers collect, analyze, and integrate both quantitative and qualitative data in a single study. This research study included two different types of research methodology. One for quantitative research, the samples of survey were selected from the Korea Chamber of Commerce and Industry database through purposive sampling methodology. The majority of samples were a member of Korean Agricultural, Fishery and Food Associations(KAFFA). The other for qualitative research, the samples were chosen from five member corporations of KAFFA by snow bowling sampling methods. Given the difference of laws and regulation, the study mainly focused on the agricultural ones which take up to over 90 % of agricultural and fishery corporates.
3. Major Findings
The major findings of the study were as followings.
First, in terms of size and system, the majority of corporates were small firms employing less than 5 people and, up to about 60% were hiring less than 10 and a few run a medium size business employing more than 10 employees. As we can find small-medium business in other industries in Korea, agricultural corporations were also suffering from recruiting day laborers as well as skilled managers in the field of processing, distribution , marketing and services. To reduce their burden a shortage of workers and severe mismatch in seasonal farming, the survey respondents answered that government subsidies are most needed. In spite of domestic worker preference, the CEOs regarded foreign workers as the most efficient workers due to their low income and a year-long contract basis.
Second, in terms of recruiting, the most frequently adopted method was to hire workers within or near villages. The second most frequently chosen answer was to hire workers through private agency. Only few corporates were employing graduates from agricultural high schools or colleges. Some interviewees reported that recruiting works through the web-site such as work-net was time-wasting because many for unemployment benefits applied for the interview.
Third, in terms of education and training participation rate and hours, no participation rate reached about one third and another one third carried out less than an hour of training. The main reason of no participation was that they do not agree on the necessity of education and training because most of skills can be learned from their co-workers on the job. It was also found that people want to have a tailored education and training program in their own workplace.
4. Implications & Suggestions
Given the findings, the study suggested policy directions toward development of human resources in agricultural and fishery corporates as followings;
First, it is basically required to increase quantitative labor force in agricultural industries. There are different kinds of people, for example, return to farming, day labor worker, latent farmer, job seekers, who want to enter into the industry of agriculture and fishery. However, there are not many services to meet with their variety of needs. Therefore, the study suggests that government invest agricultural and fishery farms to be an one-stop service center for training and education on the site, consulting establishment of a business and cooperating growing and distributing agricultural products.
Second, it is significant to attract targeted skilled workers such as graduates of agricultural high school and colleges and R&D researchers and then provide incentives to attract and kee them in the field of agriculture. And there must be prepared a career path for those workers to have a future vision.
Last, building learning organization is the most necessary to replace traditional education and training. The learning organization based on the agricultural and fishery corporates would play a role in attracting a variety of people by sharing knowledge and information on growing, managing, processing and selling agricultural products. Once people gather into the corporate, it is possible to collaborate in working and to expand employments, a range of business, R&D investment and to organize the corporate systematically. Ultimately, the corporates would achieve economies of scales and raise their external competitiveness through human resources.요 약
제1장 서 론_1
제1절 연구의 필요성 및 목적3
제2절 선행연구 검토5
제3절 연구의 범위와 내용 및 방법15
제2장 농어업 법인경영체 현황 및 인력 문제 진단_23
제1절 농어업 법인경영체 관련 제도 및 정책25
제2절 농어업 법인경영체 현황 35
제3절 농어업 법인경영체 인력 문제 진단46
제3장 농어업 법인경영체 인력 및 교육·훈련 실태 정량적 분석_55
제1절 자료의 수집 및 분석 방법57
제2절 인력의 구성 및 운영 실태 분석60
제3절 교육·훈련 실태 분석69
제4절 인력 및 교육·훈련에 대한 요구 분석77
제5절 요약 및 시사점82
제4장 농어업 법인체 인력 및 교육·훈련 실태 정성적 분석_85
제1절 연구의 설계 및 조사 방법87
제2절 도출된 개념 및 범주화90
제3절 농어업 법인체 인력 구성 및 교육·훈련 과정 분석93
제4절 요약 및 시사점124
제5장 연구 결과의 대조 및 상호보완적 해석_133
제1절 인력의 구성 및 운영136
제2절 교육·훈련 참여 및 방법138
제3절 인력 및 교육·훈련에 대한 요구140
제4절 요약 및 시사점142
제6장 농어업 법인경영체 인력 정책의 방향 및 제언_147
제1절 농어업 법인경영체 인력 정책의 방향149
제2절 제언160
SUMMARY_165
참고문헌_171
부 록_175
1. 농어업 법인체 설문지177
2. 사례조사 설문지18
Policy Improvement to Enhance the Sustainability of Meister High Schools
No full text본 고에서는 마이스터고 지속 가능성 제고를 위한 제도 개선 방안을 10가지로 구분하여 각각의 추진배경 및 필요성, 추진 내용, 추진상의 유의사항 등을 구체적으로 제안하였다.
이러한 과제들이 성공적으로 추진된다면 마이스터고 졸업생의 취업은 물론 지속적인 경력개발이 가능한 체제가 구축될 것으로 기대된다. 더 나아가 고교직업교육에 대한 범국가 차원의 관심이 증대됨으로써 성적이나 학력이 아닌 직무능력에 따라 인정받는 능력중심사회를 구축하는데 기여할 수 있을 것이다.Ⅰ. 현황 및 문제점 2
Ⅱ. 제도 개선의 비전과 목표 3
Ⅲ. 제도 개선을 위한 중점 추진 과제 5
Ⅳ. 기대효과 24
참고문헌 2
A Study on Direction and System of Global Competency Campus
No full text본 연구의 목적은 대학 졸업자의 해외취업 활성화를 위한 대학교육 지원체계 확립 방안을 모색하고, 이를 바탕으로 국제직업능력개발 캠퍼스의 방향과 체제구축 방안을 제시하는데 있다. 이러한 연구목적을 달성하기 위하여, 본 연구는 글로벌 인재양성을 위한 고등교육 개혁의 방향, 국내 대학의 국제직업능력개발 실태, 외국의 국제직업능력 개발 사례, 해외취업 역량 강화 및 국제직업능력개발 캠퍼스 구축을 위한 방안 등을 중점적으로 탐색해 보고자 한다.요약
제1장 서 론_1
제1절 연구의 필요성 및 목적3
제2절 연구 내용6
제3절 연구 방법7
제4절 연구의 제한점11
제5절 연구의 기대효과 및 활용방안12
제2장 글로벌 인재양성을 위한 고등교육개혁_15
제1절 고등교육의 목적과 환경의 변화17
제2절 고등교육 국제화와 글로벌 인재론20
제3절 국가 인력수급 전망과 고등교육개혁28
제4절 한국 고등교육 취업현황38
제3장 한국 대학의 국제직업능력개발_47
제1절 한국외국어대학교50
제2절 연세대학교62
제3절 한양대학교72
제4절 부경대학교89
제5절 한동대학교103
제6절 신라대학교117
제7절 한국 대학사례의 시사점135
제4장 외국 대학의 국제직업능력개발_139
제1절 일본 고베대학교의 글로벌 인재지원정책141
제2절 싱가폴 난양기술대학교의 글로벌 인재지원정책161
제3절 유럽연합의 볼로냐 프로세스와 글로벌 인재지원정책 176
제4절 외국 대학사례의 시사점201
제5장 국제직업능력개발의 문제점과 개선방향_205
제1절 국제직업능력개발의 문제점207
제2절 국제직업능력개발의 정책 제언 및 결론213
참고문헌_22
Performance Analysis on Education and Training of Non-regular Workers
No full text본 연구는 비정규직 근로자의 교육훈련 참여 실태와, 그에 따른 노동시장성과를 종합적, 심층적으로 분석하여 비정규직 근로자의 교육훈련 참여 활성화를 통한 비정규직 문제의 근본적, 합리적 개선을 위한 정책방안 제시를 목적으로 한다.
기존 연구, 분석결과에 대한 체계적 접근을 통한 성과 파악(분석자료, 방법, 내용에 대한 평가에 기초), 대상(목표집단)별 상세분석을 통한 구체적 실태 및 대안 제시, 실태조사를 통한 개선방안 도출 등을 주요 연구내용으로 담고 있다.1. Overview
This study was conducted to evaluate the performance of the education and training of non-regular workers and to suggest implementation and remedies. It also aims to provide methods to apply the outcomes from the previous researches to conducting future research related to effectiveness of non-regular workers education and training.
This research highlights on defining the concept of non-regular workers, making a diagnosis of current status, evaluating the effectiveness of non-regular workers education and training, and finding measures to post-managed the each programmes for non-regular workers. The outcomes of this research are collected from analysis of previous researches, survey and in-depth interview with non-regular workers and experts, and meeting and seminars with experts in the fields.
2. System, policy and present condition
The government announced “non-regular workers comprehensive measures” which is including resolve to unreasonable or irrational discrimination and expending to social safety net, welfare regime for low-wage workers by ministry of employment and labor at 2011.
The participation rate of education and training of non-regular workers is from 18.6% in 2007 to 27.8% in 2011, the rate of increase 9.2%p during 4 years. The factors of determination in education and training was lower at women, low education class, part-time job, social service type of occupation, small and medium enterprises.
3. Results of evaluation
This chapter was analyzed in actual condition of education and training of non-regular workers and how to effected in increase of wage, change to a regular workers(change a temporary position to a permanent position) by total, women, youth, aged.
The education and training participation rate of non-regular workers is relatively low in terms of other regular workers. As the propensity score methodology, empirical evaluation has shown to be totally wage increased 4.3% in non-regular workers. But women and youth non-regular workers participation rate of education and training is relatively high(not statistically significant), as compared to the regular workers.
4. Results of survey and in-depth interview
In a survey of 1,000 non-regular workers, for actual condition, the point at issues and systematic improvement plans in education and training of non-regular workers. We utilized and sampling the add survey data on the economically active population survey and census on basic characteristics of establishments in national statistics office.
The results of the survey, 22.4% of the participated non-regular workers was a self-selecting group, and the rest of non-regular workers chosen by company policy or superior order. And the reasons of education and training nonparticipation was the highest like as don’t feel the needs to participation(56.8%).
And according to focus group interview results about recognition and current condition, forecasting and implementation, case(best practices) of non-regular workers education and training, The fact clearly stands forth that education and training for non-regular workers appears to be low helpfulness of work, necessity, effectiveness.
5. Policy measure
As cardinal direction of education and training for non-regular workers suggest to ⅰ) policy and system improvement of non-regular workers education and training, ⅱ) expansion of labor market achievement in non-regular workers, ⅲ) infrastructure construction of non-regular workers education and training, ⅳ) specialization, diversification, differentiation by target group, type of non-regular workers education and training programme.
This study proposes mandatory of non-regular workers education and training by ratio of non-regular workers each company for improvement on policy and system, customized training supporting system by non-regular workers profiling, introducing millage system.
And also proposes expansion of financial supporting and role of sector council, subsidies for change a non-regular workers to regular workers etc. for strengthen incentive for enterprises and non-regular worker.요 약
제1장 서 론_1
제1절 연구의 목적과 필요성3
제2절 주요 연구내용 및 방법5
제3절 선행연구 분석10
제2장 비정규직 교육훈련 제도·정책 및 현황_15
제1절 비정규직 교육훈련 제도·정책17
제2절 비정규직 교육훈련 현황25
제3장 비정규직 교육훈련 성과분석_53
제1절 개요55
제2절 분석방법 및 기술통계57
제3절 분석결과87
제4절 요약 및 시사점103
제4장 비정규직 교육훈련 실태분석_107
제1절 개요109
제2절 실태조사 분석결과110
제3절 심층면담조사(FGI) 분석결과126
제5장 비정규직 교육훈련 정책방안_133
제1절 기본방향135
제2절 세부 정책방안139
SUMMARY_149
참고문헌_153
부 록_155
1. 비정규직 교육훈련 성과분석 실태조사15
A Study on Measurement Methods for Qualification and Skill Mismatch of Youth
No full text본 연구의 문제의식은 불일치 측정의 신뢰도와 타당도를 높이는데 있다. 학력과잉과 스킬불일치 논의 발전을 위해서는 이를 측정하는 방법에 따른 한계를 명료히 하고, 가능하다면 신뢰도와 타당도 면에서 개선된 측정 방법을 찾는 데 연구의 목적이 있다. 즉, 학력과잉과 스킬불일치 측정의 문제점을 명료히 하고, 대안 또는 최선안을 모색하는데 본 연구의 목적이 있다.1. The Objective of Research
Despite growing concerns over social and individual costs deriving from qualification and skills mismatches, the reliability and validity of the method that measures such mismatches has not been thoroughly examined. Considering the fact that typical domestic panel surveys and existing researches often diagnose mismatches based on only one question, it is basically impossible to verify the reliability of measurement for mismatches. This research focuses on clarifying the limitation of the measurement method and identifying an improved method of measurement in terms of reliability and validity. In other words, the objective of the study lies in clarifying the problem related to the measurement of qualification and skill mismatches, and exploring an alternative solution. The research questions are as follows:
First, how did the existing research measure qualification and skill mismatches? What are the characteristics, as well as merits and demerits of each method?
Second, what elements should be considered in order to measure qualification and skill mismatches in a simple, reliable and valid manner?
Third, what questions can be used to reliably and validly measure qualification and skill mismatches? How is the reliability and validity of the instruments? What strengths do the instruments developed through this research have, compared with existing tools of measurement?
Fourth, what is the current state of qualification mismatches for youth? What differences are there between the “required qualifications” that employers demand and the “appropriate qualifications” that workers perceive?
Fifth, in the process of perceiving skills mismatches, are they put different weight on between general skills and specific skills?
Sixth, what is the relationship between qualification and skill mismatches? In what proportions do genuine qualification mismatches and apparent qualification mismatches appear amongst the country''s youth?
2. Research Method
FGI was carried out to examine cognitive and emotional process that individuals go through in judging qualification and skills mismatches, and to verify the preliminary survey questions. FGI was performed on 7 young subjects currently in employment. The participants consisted of 3 men and 4 women, 4 of which came from a humanities background and 3 from a science background. All of them have university degrees.
After the FGI and consultation meeting of experts, online survey was conducted with 1,200 young employed men and women as its participants. Participants were qualified for the survey if they have qualifications higher than junior college and they are less than 35 years for males and 32 for females, employed by businesses with more than 5 employees, and working for a period between 6 months and 5 years in the same industry. The survey was composed mainly of instruments for measuring mismatches and of several factors for examine validity of the instruments.
Based on the analysis of the results of the survey, a small seminar was convened to discuss the validity of interpretation of the results, the structure of the research paper, and so on.
3. Review on Measurement Methods for Qualification and Skill Mismatches
A. Review of measurement methods for qualification mismatches
Objective method which compares the educational level of respondents to the level set by job analysis has a problem in that job analysis doesn''t offer perfect data. The data from job analysis reflects the average qualification requirements in a certain job group, not the qualification requirements of individual job in a group. Furthermore, job analysis data often cannot reflect the changes in educational level according to technological changes and circumstances in workplace.
The subjective measurement method has limits in that it measures subjective awareness by respondents. This method, however, has some merits in that it can reflect job specialty and changes of educational level in the labor market. Apart from bridging the gap between subjectivity and objectivity, subjective awareness is worth examining as it has an effect on job satisfaction and organizational commitment. In conclusion, there appears to be no correct answer as to the methods of measuring mismatch and it is adequate to determine the measurement method depending on the availability of data. This research will suggest a method for measuring qualification mismatches subjectively by carefully deliberating questions of self-report measurement. In particular, the research will inquire into the relationship among various questions, also considering questions that distinguish "qualifications required for the employment of a certain work" from "qualifications that are appropriate for carrying out their work".
B. Review of measurement methods for skill mismatches
Given the fact that most measurements for skill mismatches are subjective, this study will measure mismatches in a subjective manner. When asked whether to agree to both skills mismatch and skill match respectively in a parallel manner as used in PIAAC, respondents may agree simultaneously to having skill mismatch and skill match. However, selecting only one statement when over-skilling, skill match, and under-skilling are presented simultaneously as used in ESWC, cognitive overload may be imposed on respondents. Therefore it is necessary to simplify information and apply visual configuration to lessen the cognitive burden to read complex content of the survey, properly grasp the meaning and make out differences among the three statements.
Although the method used in large-scale domestic surveys is clear and simple in allowing respondents to evaluate their mismatches directly, it is hard to judge whether it measures mismatches reliably and validly because of oversimplified question. In this study, we explored the best methods for measuring skill mismatches subjectively, considering all these problems above in the existing questions.
4. Strengths of the Final Questions for Measuring Mismatches
A. Final questions for measuring mismatches
As a result of deliberating the reliability of candidate questions in multiple ways, three questions for measuring qualification and skill mismatches have been chosen respectively.
For measuring qualification mismatches, three questions including “job criterion question”, “appropriate qualifications question” and “existing question” were chosen. The “job criterion question” involves choosing one’s status from “You can perform the current duty if you have ① lower/ ② similar/ ③ higher qualifications than/to your actual qualifications.” The “appropriate qualifications question” involves choosing educational level that are needed to practically perform duties, and its results are compared with the actual educational level of individuals to examine mismatches. The data from "existing question" with a 5-point scale were converted into a scale of 3 points. By yielding an average out of three questions, less than 1.5 was classified as under-qualification, more than 1.5 and less than 2.5 as qualification match, and more than 2.5 as over-qualification. The reliability of the total score for the 3 questions turned out to be 0.65.
As for skill mismatches, three questions including “skill criterion question”, “further education needed”, and “existing question” were selected. The “skill criterion question” involves choosing one''s status from “My skill (technology and ability) is appropriate for the duty that is ① easier than/ ② similar to/ ③ harder than my current duty”. The “further education needed” question involved choosing one from “① I need further training to cope well with my duties,” “② My duties correspond well with my present skills,” and “③ I have the skills to cope with more demanding duties". Finally, for the "existing question", respondents were asked to answer the question of “How do you describe your level of skills compared with your current job contents?” on a scale of 5 points from “much lower than my level” to “much higher than my level” and the results were converted to a 3-point scale for analysis. By yielding an average out of three questions, less than 1.5 was classified as under-skilling, more than 1.5 and less than 2.5 as skill match, and more than 2.5 as over-skilling. The reliability of the total score for the 3 questions turned out to be 0.72.
B. Strengths of a new measurement method
Compared with the existing single-question and 5-point scale method, the merits which were generated through a new measurement method are as follows. Firstly, when mismatch was measured by a new method, the percentage of mismatch decreased in comparison with that of single-question measurement. In particular, the rate of “under-qualification(skilling)” showed an obvious decrease. This phenomenon is attributed to the fact that, in existing questions, 1 and 2 points are judged as under-qualification(skilling) and 4 and 5 as over-qualification(skilling) while "qualification(skill) match" was allotted only to 3 on a 5-point scale. In contrast, the new methods make it possible to evaluate mismatches in a conservative way with regular intervals for each type.
Secondly, as the existing question judges mismatches using only one question, it is fundamentally impossible to consider the reliability of such judgment. Because the new method can verify reliability, it is an improved way in methodological terms.
Thirdly, the research compared the validity of the existing measurement method to that of the new method by comparing the degree of relationship with variables whose relevance was identified in previous research. The new method had more validity than the existing one in diagnosing “under-qualification(skilling)” as a result of binary logistic regression analysis.
5. Current Status and Related Factors of Qualification and Skills Mismatches
The research examined the current status and related factors of qualification and skill mismatches of employees with less than 5 years’ experience. The major facts are as follows:
First, 36.6% of all respondents proved to possess over-qualifications. In contrast, the over-skilling was only 23.8%, which indicates that considerable number of respondents with over-qualifications are not mismatched in terms of skill. The percentage of under-qualifications was 3.7% and that of under-skilling was 6.7%.
Second, only qualification mismatches were related to educational level and university majors, whereas skill mismatches didn''t show significant difference related to education level and university majors. The group of college graduates and postgraduate had high ratio of over-qualifications (40.1% and 41.4%, respectively) compared to the group of junior college graduates (29.1%). Respondents with humanities background (40.6%) had high over-qualification ratio compared to those with science background (31.6%).
Third, under-qualification group were found to possess a positive profile in comparison with qualification-match and over-qualification group. That is, under-qualification group was shown to have higher levels of job satisfaction and organizational commitment than other groups. The average wage for under-qualification group (average annual salary of KRW 33.36 million) was higher than qualification-match group (KRW 31.64 million) and the over-qualification group (KRW 29.33 million). Job stress, however, was also found to be the highest in the under-qualification group.
Fourth, while the under-qualification group showed the most positive profile in the area of qualification mismatches, the skill-match group showed the most positive profile in the area of skill mismatches while under-skilling group and over-skilling group revealed similar characteristics. The rate of job satisfaction for skill-match group was the highest with an average of 3.34 on a 5-point scale while that of under-skilling was 2.92 and over-skilling was 2.95, which were similarly low. Organizational commitment showed a similar pattern, with skill-match group recorded the highest average of 2.89, while the under-skilling group (2.42) and over-skilling group (2.37) scored low. Wages were higher in descending order from skill-match (KRW 31.93 million), under-skilling (KRW 30.11 million) and over-skilling (KRW 27.92 million). The under-skilling group was the highest in job stress.
Fifth, about 53.4% of over-qualification group were not over-skilled, and as such they were found to possess only "apparent" over-qualification.” 16.9% of all respondents were both over-qualified and over-skilled, and 19.3% were apparent over-qualified. 48.7% of all respondents showed qualification and skill match. Junior college graduates showed high apparent over-qualification proportions in contrast with genuine over-qualification, and it was clear that the larger the scale of a workplace is, the proportion of apparent over-qualification increased in contrast with genuine over-qualification. In comparison with the group with genuine over-qualification, the group with apparent over-qualification tended to be higher in job satisfaction, wage, and organizational commitment. Such a high proportion of apparent over-qualification can be relevant to the fact that qualifications are so highly valued in our society. The fact that the proportion of apparent over-qualification is higher if the scale of companies is larger indicate that they possess more job-related knowhow concerning human resources than is appropriate for the level of skill.
Sixth, it is also noteworthy that a difference exists between the required qualifications that are demanded by employers and the appropriate qualifications that workers think necessary. 71.3% of workers perceive that required qualifications are identical to appropriate qualifications while 24.5% think more highly of required qualifications than appropriate qualifications.
What is noteworthy is that the location of colleges and universities had an effect on the different types of mismatches. As for many non-metropolitan-based colleges and universities, required qualifications were higher than appropriate qualifications (26.9% vs. 20.9%). Non-regular workers were higher in required qualifications than in appropriate qualifications, compared with regular workers. It can be interpreted that graduates from provincial colleges and universities and non-regular workers engage in low-level jobs than the level of qualification that is commonly perceived. A similar interpretation can be possible for the fact that the group with required qualifications is consistent with appropriate qualifications was higher in job satisfaction, organizational commitment and annual salary than the group which has higher required qualifications thatn appropriate qualifications.
Seventh, it was found that young salaried employees were weighing on work-related specific skills than on general skills in the awareness of skill mismatch.
6. Suggestions and Implications
Suggestions for future studies for measuring mismatches include the following: Firstly, as the new measurement method which add scores of each question have merits in reliability and validity compared with existing methods using only one question. It is suggested that this method would be used in future surveys for mismatches. It is also suggested that three questions should be used to enhance reliability. When only two questions are used and if different choice is made on each question, these responses cannot be categorized into the options of over-, under-, and match, and hence should be avoided. Secondly, if only one question is to be used in cases where three questions cannot be used, we recommend the "job criterion question" for qualification mismatches and the "skill criterion question" for skill mismatches. Thirdly, as research discovered that there is a possibility that mismatch can be excessively estimated by performing a survey on a 5-point scale as in the existing question, the use of a 3-point scale is recommended.
In addition, the research has drawn implications for a necessity of choosing more reliable measurement instrument, for sorting out curricula and the system of qualifications in order to help individual capabilities to be exposed more precisely, and finally, for further study.요 약
제1장 서론_1
제1절 연구의 필요성 및 목적3
제2절 주요 개념과 연구의 범위7
제3절 연구 내용 및 방법16
제2장 학력 및 스킬 불일치 측정 방법 유형 및 사례_23
제1절 학력불일치 측정 방법25
제2절 스킬불일치 측정 방법34
제3절 본 연구에의 시사점38
제3장 학력 및 스킬 불일치 측정도구 개발의 방향과 절차_43
제1절 측정도구 개발의 기본 방향45
제2절 타당성 검토를 위한 모델50
제3절 문항 개발의 절차58
제4절 본조사 문항 구성66
제4장 학력 및 스킬 불일치 측정 문항 분석_69
제1절 학력 및 스킬 불일치 문항 개요71
제2절 학력불일치 문항 간 일치도 분석78
제3절 스킬불일치 문항 간 일치도 분석85
제4절 최종 문항 선정90
제5장 학력 및 스킬 불일치 현황과 측정 방법 타당도 분석_93
제1절 학력 및 스킬 불일치 집단별 차이95
제2절 불일치에 따른 임금 및 만족도 차이98
제3절 학력불일치 및 스킬불일치 관련 요인104
제4절 불일치의 질적 차이 분석109
제5절 측정 방법 타당도 비교117
제6장 결론_121
제1절 불일치 측정 방법에 관한 결론 및 제안124
제2절 학력과 스킬 불일치 현황 요약 및 논점127
제3절 제안 및 시사점130
SUMMARY_133
참고문헌_147
부 록_159
1. 학력 및 스킬 불일치의 개념, 현황 및 원인과 결과161
2. 조사 설문지19
A Study of Career Information for Students with Special Educational Needs(II)
No full text본 연구는 경제인문사회연구회 협동과제로 추진되는 2차년도 연구로, 1차년도 연구(특수교육대상학생을 위한 진로정보 연구(Ⅰ): 기초연구를 중심으로) 결과의 연속선상에서 일반인에 비하여 진로정보의 접근성이 낮고 진로정보 자체의 양·질적 수준이 열악한 특수교육대상학생을 위한 구체적인 진로정보 사례를 개발하고 진로정보 생성 정보의 접근 틀을 설명함으로써 향후 이들을 위한 지속적 진로정보의 생성과「보급·확산」을 촉진하는 모델을 국가정책과 연동하여 제안하는 것이다. 구체적으로 1차년도 연구결과에 기초하여 특수교육대상학생에게 적합·유망한 30개의 직업정보 및 34개 진학정보(대학 및 학과)를 생성하여 교사·학부모용의 인쇄책자로 보급·확산하며 이후 2013년부터 국가수준에서 지속적으로 특수교육대상학생을 위한 진로정보가 「보급·확산」될 수 있는 모델을 제안한다.This is the second year of study with the results of continuum of the 1st year of research (The Study of Career Information for Student with Special Educational Needs(Ⅰ): basic research).
The purposes of this study were to develop the career information cases and suggest the diffusion and dissemination model for career information to facilitate at the national policy level to those who are the students with special educational needs.
For the development of career information cases, there are two kinds of volume, vocational and educational respectively, were published according to basic direction and accessing framework of information formation. Vocational volume contains of 30 jobs’s information such as job-task, job-duty, interests and aptitude, similar works, workplace manner, and interview with successfully working disabilities and employers who hired them. Specially interview information intended to give the positive motivation and work attitude about the world of work to students with special educational needs. Educational volume contains of 34 higher educational institutes’(4-year university, 2-year, the Polytechnic colleges) information such as college entrance information, support system, career path after graduation, interviews with students successfully studying in campus and so on. Interview information also intended to give the positive motivation about the world of study and life-long learning to students with special educational needs. In addition 37 of study fields information were included such as learning subjects, related careers and career path after graduation. Basically, career information contains of vocational and educational volume was developed to those who are teachers and parents to support for their effective career guidance at school and home both. For this intention, at the introductory section in volume explains how teachers and parents should use vocational and educational information for their students and children with disability. For the diffusion and dissemination model for career information to facilitate at the national policy level, this study suggests that policy vision, policy purpose, and policy expected outcomes when career information is formated, diffused, and disseminated continuously with best strategy. Lastly, this study discussed how to deal with the limitation of career information gathering process for the next related research development and the reliable and valid career information furthermore.요 약
제1장 서 론_1
제1절 연구 필요성 및 목적 3
제2절 연구 내용 및 방법론 9
제3절 연구 범위 및 한계 16
제2장 선행연구 및 1차년도 연구 결과_19
제1절 용어 정의 21
제2절 선행 연구 26
제3절 1차년도 연구의 주요 결과 33
제4절 2차년도 연구에 주는 함의 41
제3장 진로정보 생성을 위한 접근 틀_45
제1절 직업정보 생성을 위한 접근 틀 47
제2절 진학정보 생성을 위한 접근 틀 64
제3절 지속적 진로정보개발에 주는 함의 78
제4장 진로정보 책자발간_81
제1절 직업정보 편 83
제2절 진학정보 편 86
제3절 일러두기 및 활용지침 89
제5장 진로정보「보급·확산」촉진 모델 및 제언_111
제1절 진로정보 「보급·확산」을 촉진하는 모델 113
제2절 제언 124
SUMMARY_129
참고문헌_131
부 록_137
1. 장애유형별 직업선정을 위한 KNOW 질문문항 검토표 139
2. KNOW 요인 기준에 따른 장애유형별 직종 143
3. 2012년 진로정보서「직업편」예시 145
4. 2012년 진로정보서「진학편」예시 151
5. 대학별 진학 정보 수렴지 154
6. 장애직업인과 장애대학생 인터뷰 동의서 16
A Study on Training Delivery Reform to Promote the Engagement of Enterprises
No full text본 논문은 현재 고용부에서 운영하고 있는 재직자 실업자 훈련을 운영체계 관점에서 살펴보고 개별 훈련사업의 장단점을 파악하고 있다. 또한 기업측면과 정책 당국과 훈련기관 입장에서 훈련의 문제점을 지적하고 이에 대한 개선방안을 논의하고 있다.
이를 위해 본 연구에서는 전문 훈련운영기관의 양성 및 육성과 고용보험 환급 방식의 개선, 훈련기관 평가를 사전 능력평가로 전환하고 표준훈련비에 대한 새로운 관점을 제시하고 있다.Ⅰ. 들어가며 2
Ⅱ. 능력개발 훈련의 운영 및 전달 체계 모형 4
Ⅲ. 현행 능력개발 훈련 운영의 문제점 8
Ⅳ. 고용확대를 위한 훈련정책 및 체제 개편 방안 11
참고문헌 19
[부록] 2
[이슈 분석] 청년층 자영업의 실태와 과제
No full textⅠ. 서론
Ⅱ. 분석 자료 소개
Ⅲ. 청년층 자영업 실태
1. 청년층 자영업 현황
2. 청년층 자영업 운영 실태
3. 청년층의 첫 일자리로서의 자영업
Ⅳ. 요약 및 시사