Korea Research Institute for Vocational Education and Training
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A Study on the Relationship between Organizational, Personal Factors and Organizational Commitment and Intention to Remain
No full text그동안 여성인력의 조직몰입이나 이직의도에 영향을 미치는 요인들에 대한 많은 선행연구들이 있었다. 본 연구는 이러한 선행연구들에서 밝혀진 선행요인들에 덧붙여 기업조직에서 여성 관리자들의 정서적 조직몰입과 계속근무의도에 영향을 미치는 요인들과 아울러 경력전망의 매개효과를 확인하고자 했다. 모형의 경험적 검증을 위해 한국여성정책연구원이 조사를 수행한 ‘여성관리자패널조사(KWMP)’ 자료를 이용하여 위계적 회귀분석과 Sobel test를 수행했다. 분석 결과의 함의는 다음과 같다. 조직이 보유한 여성인력을 효과적 · 효율적으로 관리하기 위해서는 이들이 정서적으로 조직에 몰입할 수 있도록 여성인력에 대한 평등한 조직 분위기를 조성하여 그들이 스스로의 승진전망을 높게 지각할 수 있도록 해야 하며, 자발적 경력개발을 장려하는 조직문화를 형성하고, 교육훈련을 제공하는 등의 지지를 보임으로써 조직원의 정서적 조직몰입과 계속근무의도를 높일 수 있도록 해야 할 것이다.Numerous studies have been conducted on the factors affecting womens' organizational commitment and turnover. This study tried to make contributions to previous literature by focusing on the mediating role of female managers' prospect of promotion and career development efforts. Empirical test has been conducted by applying hierarchical regression models to 'Korean women manager panel(KWMP) survey' data and performing Sobel test based on the results. Practical implication of these results are as follows. In order to manage female talents effectively, firms need to promote more gender-egalitarian atmosphere for female managers positively perceive their prospect for promotion and eventually become more committed to the organization. Firms also need to create organizational culture conducive to more efforts of career development by female managers and provide more training to female managers, which in turn enhances organizational commitment and reduces turnover of female managers
Performance Based Pay and the Employment of Older Workers
No full text우리나라 성과주의 임금의 대명사로 여겨지는 연봉제가 고령자 고용에 어떠한 영향을 미치는가? 본 연구에서는 한국노동연구원이 2011년 실시한 “고령인력 인적자원관리 실태조사” 자료를 사용하여 분석한 결과, 연봉제는 50세 이상 고령인력의 고용 비중 및 고령인력 채용기회와 모두 통계적으로 유의한 부(-)의 관계가 나타났다. 연봉제의 특성별로 고령자 고용효과에 대한 추가분석을 실시한 결과 도입 중인 연봉제가 성과급으로써의 성격이 강할수록 정규직 고령자의 고용 비중 및 고용기회에 더 부정적인 영향을 미치는 것으로 나타났다. 즉 전체 근로자 중 연봉제의 적용을 받는 근로자의 범위가 넓을수록, 조기에 연봉제를 도입한 경우에 그렇지 않은 경우보다 고령인력의 고용 비중 및 고용기회에 부(-)의 영향을 미칠 가능성이 높은 것으로 분석되었다. 이러한 결과를 바탕으로 인사관리에 주는 시사점을 논의하였다.Using survey data from 1,000 Korean firms, this study investigates the effect of performance-based pay on the employment of older workers. We found that performance-based pay was negatively related with hiring older workers. We found that performance-based pay was negatively related with both the share of older workers and the share of old hires. To recheck the effect of performance-based pay on older workers, we divided performance-based pay into several sub-groups. According to institutionalization theory, early adopted and high coverage among employee implies more genuine type of performance-based pay compared to late adopted and low coverage among employee. We found that only the more genuine type of performance-based pay, that is early adopted and programs with high coverage, was negatively related with hiring older workers. Finally we suggested the implications of our findings and proposed further research questions
Gender, Big Five and Intrinsic Motivation as Predictors of Job Creativity among Public Officers
No full text본 연구에서는 우리나라 공무원의 직무 창의성 및 성격 5요인과 내재적 동기가 성별에 따라 차이를 보이는지, 이들의 성격 5요인과 내재적 동기가 직무 창의성에 어떠한 영향을 주는지 그리고 내재적 동기가 성격 5요인과 직무 창의성간의 관계를 매개하는지를 살펴보고자 하였다. 본 연구의 최종분석 대상은 정부중앙청사에 재직 중인 중인 308명의 공무원들이며, 이들의 평균 연령은 만 39.38세였다. 본 연구 결과, 남자 공무원이 여자 공무원에 비해 직무 창의성, 성실성, 개방성 및 내재적 동기가 높았으며, 여자 공무원은 남자 공무원에 비해 신경증성이 높은 것으로 나타났다. 또한 남자 공무원일수록 직무 창의성이 뛰어나며, 성별에 관계없이 성실하고, 외향적이며, 새로운 경험에 대해 개방적이고, 신경증적 성향이 덜 할수록 직무 창의성이 뛰어난 것으로 나타났다. 마지막으로, 내재적 동기는 성격 5요인 중 개방성, 성실성, 외향성 요인과 직무 창의성간의 관계를 매개해 주는 것으로 나타났다. 본 연구 결과는 공무원의 인사 관리를 담당하는 행정가들에게 국가의 미래를 이끌어 갈 창의인재 선발 및 육성을 위한 기초 자료로 활용될 수 있을 것으로 기대된다.This study was to examine the role of gender, the Big Five personality traits and intrinsic motivation as predictors of job creativity among public officers.
Of the 450 public officers in Central Government Complex in Seoul, Korea, 308 completed and returned the questionnaire yielding a total response rate of 68.4%. The final sample consisted of 168 males, 135 females and 5 missing values. Their average age was 39.38 years. It was observed that male officers had higher job creativity, conscientiousness, openness to experience and intrinsic motivation than female officers, whereas female officers had higher neuroticism than male officers. Hierarchical multiple regression analyses showed that gender(male), conscientiousness, openness to experience, extroversion, neuroticism and intrinsic motivation predicted job creativity of public officers. Moreover, mediational analysis indicated that intrinsic motivation mediated the relationship between three of the Big Five personalty traits(i.e., conscientiousness, openness to experience and extroversion) and job creativity
A Study on the Socio-economic Performance of the Investments in Vocational Education
No full text본 연구는 직업교육체제의 개혁과 관련 기존의 이러한 교육정책적 접근에 대해 노동시장의 다양한 변화를 반영하고 노동시장 관점에서 정책을 보완하는 것이 필요하다는 문제의식에서 출발하고 있다. 직업교육개혁에 대한 현재의 교육학이나 교육정책의 접근은 산업구조와 인력수요구조의 변화를 반영하고 있다. 하지만 직업교육기관 출신인력이 노동시장에서 경험하는 임금이나 근로조건 상의 격차, 생애 직업 경력 경로에 있어 불확실성, 그리고 고용 구조나 숙련체제의 변화 등에 대한 실증적 분석을 배경으로 한 접근이나 정책구상은 많지 않다.
또 현재 중등단계 직업교육체제 혁신의 일환으로 마이스터 고등학교 육성 사업이 진행되고 있다. 이 사업은 산업계와 인력수요구조의 변화에 대응하여 교육과정의 개편까지 포함하는 매우 포괄적인 정책이다. 그러나 고용체제와 기업현장의 생산체제와 같은 현실적 측면들과 정합성 있게 장기적으로 보완되지 않는다면 인력정책의 새로운 흐름으로 계속 발전하기 어려울 것이다. 교육과정의 개혁이나 졸업 후 초기 취업단계의 지원에 머물러서는 안 되며, 노동시장에서 고용 안정성과 평생 임금에 대한 전망(희망)이 가능하도록 고용체제와 직업교육체계가 정합적이 되도록 정책적으로 노력하여야 할 것이다. 그래야만 현재의 직업교육 개혁이나 정책프로그램들이 장기적으로 더 지속가능할 것으로 본다. 이에 이 연구는 직업교육에 대한 투자에 대해 사회경제적 효과라는 측면에서 살펴봄으로써 그 성과에 대한 증거를 직업교육체제의 개혁에 대해 경제 정책적 관점에서 시사점을 제시하고자 한다.1. Objectives of the Study
The 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 draw policy implications for reforming vocational education system.
2. Main Results
1) Comparison of the rates of return on investments in vocational education and general education
Over the past three decades, the rates of return on investments in vocational education have continued to be decreased in both two-year vocational college graduates and four-year university graduates. The private and social rates of return show similar trends, and there are little difference between male and female graduates.
The decreasing trend of rates of return on investments on both vocational college graduates and university graduates is contrasted with the trend that the wage gap between vocational college graduates and university graduates in US has been increasing. This phenomena can be attributed to the fact that the labor supply has exceeded the demand as the number of university graduates has rapidly increased since 1980s.
The rate of return on the investments in vocational college education has remained in lower level than university education and the absolute rate of return has also been low. As for male graduates, social rate of return on vocational college graduates has been 4~7 percent point lower than university graduates and private rate of return has been 2~6 percent point lower. At the absolute level, the social rate of return on vocational college graduates had fallen by 5~6 percent and the private rate of it had fallen by 3~4 percent in the mid-1990s.
2) Comparison of the economic performance between vocational high school graduates and academic high school graduates according based on employment indicators
According to the short-term employment indicators, vocational high school graduates have achieved better performance than academic high school graduates as they presented higher employment rates and faster in getting the first job after graduation. However, the performance of vocational high school graduates is limited in terms of employment quality as the employment conditions for them have remained unfavorable.
According to the long-term employment indicators, vocational education has played an important role in providing skilled labor for industry. Vocational high schools have provided more skilled workers in manufacturing industries than academic high schools and university. However, the occupational prestige and merits of vocational college and high school graduates have been in decline.
i) The distribution of job career for university graduates has a normal distribution with the highest mark at aged 25, while that of vocational college graduates has a bi-modal distribution with the highest marks at aged 10 and 25.
ii)Vocational college graduates have experienced more job changes in their life-time than university graduates and the ratio of transition into the self-employed at aged 40 and 50 is high.
iii)The career pathway of vocational college and high school graduates who work in production section of manufacturing industries has not yet developed. As a result, they have short career ladder and have little chance to be promoted above the section head.
3) Changes in social status in terms of career path and pattern
Life-time career patterns consisted of three types : maintaining regular worker status, transition from the employed into the self-employed, and the others (late employment in regular job, remaining in inactive-labor, career-seeker, etc.)
Career pattern of vocational college graduates is relatively unstable compared to university graduates. The ratio of maintaining regular worker status in vocational college graduates (41.6%) is lower than that of university graduates (55.6%).
Of the self-employed at the second half of their life-time, majority of vocational college graduates have been engaged in sales, manual work, machine operators and assemblers, while some of university graduates have been engaged in professionals, technicians and associate professionals. Vocational college graduates have experienced various economic status such as irregular workers, the unemployed, and economically inactive, etc.
Vocational college graduates tend to be in underemployment. The ratio of skilled workers from vocational college graduates who were born in 1970s is higher than vocational college graduates who were born in pre-1970s. This implies that production jobs that employed high school graduates in past has become replaced by vocational college graduates.
4) Comparison of finance between private vocational college and private university
From 2001 to 2010 th the finance revenue of private university has been increased by 81% while that of private vocational college has increased by 57.4%. Schools with more students, located in the metropolitan area, and with less than 50 percent of total enrollment in engineering departments have increased finance revenue.
The characteristics of finance revenue is that the proportion of student tuition in the total revenue is very high. As for 2010 the ratio of tuition accounted for 64.7% in university and 67.2% in vocational college. Schools located in the metropolitan area received more government subsidies than schools in other regions.
While the proportion of operating expenses in finance expenditure was high (60.2%-71.6%), the proportion of expenditure for student research and activities was low (16.6-21.4%) in 2010.
3. Policy implications
At the policy level, economic and manpower policies should give a priority to reducing the wage gaps resulting from schooling and transforming the employment system to ensure more stable employment for production workers.
At the enterprise level, employment practices of firms should be transformed into the innovative system where technology is harmonious with skills.
At the institutional(organizational) level, the quality of vocational college and vocational high school education should be enhanced by revising curricula regularly in response to the changing industrial demands. In terms of finance, private vocational colleges need to diversify revenue sources and increase expenditures for student research and activities.요 약
제1장 서 론_1
제1절 연구의 필요성 및 목적3
제2절 연구 내용의 구성과 분석 틀10
제3절 연구 자료와 방법15
제2장 직업교육투자의 사적 및 사회적 수익률_23
제1절 문제제기25
제2절 기존 연구의 검토27
제3절 사회적 수익률34
제4절 사적 수익률43
제5절 수익률 추정에서의 논의사항51
제6절 소결 및 정책적 시사점56
제3장 직업교육 투자의 장·단기 고용성과_59
제1절 문제제기61
제2절 선행 연구의 고용지표 검토65
제3절 노동시장에서의 고용 성과75
제4절 소결 및 정책적 시사점102
제4장 전문대학 졸업생의 경력경로 실태와 유형_107
제1절 문제제기109
제2절 연구방법 및 기초특성분석113
제3절 직업경력 경로 분석: 1960년대 세대130
제4절 직업경력 경로 분석: 1970년대 세대152
제5절 소결 및 시사점174
제5장 전문대학 재정 추이와 주요 정책과제_183
제1절 문제제기185
제2절 선행연구의 주요 쟁점 검토188
제3절 직업교육재정의 현황과 추이 분석189
제4절 직업교육재정의 확보와 운영215
제5절 직업교육정책과 재정배분의 관계225
제6절 소결 및 정책적 시사점230
제6장 결론 및 정책적 시사점_233
SUMMARY_247
참고문헌_253
부록_26
A Study on Career Guidance System in Higher Education
No full text본 연구는 첫째, 고등교육을 둘러싼 진로교육과 관련한 법률적, 제도적 현황 및 정부정책 추진상황 점검을 통해 고등교육의 진로지도 체계가 차지하고 있는 고등교육의 외부 환경 및 사회제도적 위상을 고찰하고자 하며, 둘째, 대학의 교육과정(커리큘럼, 전공학과 개설 등)의 현황 및 과제 분석을 통해 진로지도 체계의 고등교육 기관 내 위상을 파악하고자 한다. 셋째, 경력개발센터 등 직접적인 진로서비스 기구의 현황 분석을 통해 이들 기구에 대한 전반적인 역할과 기능을 분석함으로써 향후 과제 및 정책방향을 도출하고자 한다. 더하여, 고등교육의 진로지도 체계와 관련한 다양한 해외 사례를 추가적으로 연구함으로써 우리나라 고등교육의 진로개발 및 경력지원 등 진로지도 체계를 효과적으로 구축하기 위한 정책적 방안을 모색하고자 한다.After the government and higher education institutions recognized that the higher education should not only limit the role in academia but also be actively involved in college students’ employment since the late 1990s, they allowed building career service centers in campus in order to provide various career information system and employment capabilities enhancement program.
However, overall career education management system, specific curriculum and contexts in Korean higher education are insufficient to support students’ career development. Also, there are shortfalls in infrastructure and programs which support college students’ career capability development associated with self-management ability and employment ability.
The purpose of this paper is presenting the establishment of career guidance system in higher education. In order to conduct this research to understand the necessity of the establishment and the main points, we analyzed both the change in higher educational environment and labor market conditions along with examining the background and the process of government policies related to career guidance since 2003.
For further analysis of change in higher educational environment, we looked into the rapid growth of the college enrollment rate since the mid-1990s and confirmed that higher education already became common. Besides the increase of the college enrollment rate, we examined the change of the internal configuration in higher education such as decreasing school age population because of the low birth rate and aging population.
For further inspection of change in labor market conditions, we investigated the higher education level of productive population and the increase of portion in college graduates. Also, we examined the change of the labor market since IMF financial crisis by looking into the phenomenon of the job insecurity and the trends of hiring those with work experience rather than recent college graduates. In addition, we examined the tendency of offering temporary positions. We studied the recent situation of college graduates who are in the process of transition from school to work. For example, students take longer period of time finding a job. The ratio of transferring students and drop-out rate has risen.
For a full scrutiny of career guidance conditions in higher education, we tried to find the status of career guidance in higher education from examining the legal and institutional problem. For the same reason, we also looked into the current state of the college’s curriculum/majors and inspected the situation of direct career services such as career development center. Moreover, we added the analysis of other countries’ cases in order to suggest the developing foundation of career guidance in higher education.
Finally, the paper suggested the establishment (buplan of career guidance in higher education based on university’s self-improvement plan and country-level supporting measure.
Regarding university’s self-improvement plan, it is necessary to integrate the supporting system of career service, strengthen the role of the system, develop the function of college/ departments’ career advice system, set up curriculum related to career guidance and emphasize placement. In terms of country level supporting measure, it is crucial to allow college’s autonomy of career service system, provide career & job information related to college’s career service, support career track system, aid placement as well as employer liaison.제1장 서 론_1
제1절 연구의 목적과 필요성3
제2절 연구의 내용과 방법9 제3절 연구의 범위와 개념14
제2장 고등교육의 환경 변화와 진로지도_23
제1절 고등교육의 보편화 추세와 진로지도25
제2절 노동시장 이행 환경의 변화와 진로지도39
제3절 고등교육 진로지도 정책의 도입 배경과 맥락53
제3장 고등교육의 진로지도 체계 현황과 과제_63
제1절 법률 및 정부정책을 통한 제도 현황65
제2절 교육과정의 측면에서 본 현황과 과제100
제3절 대학 진로서비스 기구의 추진 현황과 과제132
제4장 고등교육 진로지도 체계 해외 사례_161
제1절 프랑스164
제2절 미국 189
제3절 영국206
제4절 일본 227
제5장 고등교육의 진로지도 체계 구축 방안_263
제1절 대학의 자율적 실행 방안265
제2절 국가 수준의 지원 방안276
SUMMARY_283
참고문헌_287
부록_299
1. 국공립대학의 진로교육 교과목 설치현황301
2. 사립대학의 진로교육 교과목 설치현황30
Current Situation and Policy Issues of Middle-aged Female Workers with Career Break
No full text본 연구는 중년 (재)취업 여성의 직장 적응을 위한 본격적 정책 대안 모색에 앞서 기초 정보를 수집하고, 이를 분석하는 기초 탐색적 연구의 성격을 가진다. 특히, 본 연구는 과거 직장 경력의 유무를 막론하고, 중년 이후 노동 시장에 새로 취업하거나 재진입하는 경우, 모두를 연구 대상으로 하였다는 점에서 향후 중년 여성의 노동 시장 정착도를 높일 수 있는 정책 방안 모색이 보다 포괄적이고 입체적일 것으로 기대한다.1. Background
The purpose of this study is to analyze the job adjustment situation of middle-aged women who are (re-)entering the labor market after 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 the 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 settle down in the 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.
2. Main findings
2.1. Research design
The research in this study is based on the Workplace Adjustment Theory that provides a theoretical framework for analyzing the relationship between the workplace environments and the job satisfaction of workers. To get concrete information about job adjustment situation of middle-aged (re-) employed women, surveys for individual re-employed women and companies hiring this kind of workers were conducted in October 2012. Individual women surveyed were limited to those who are 35-55 years old, regardless of the presence or absence of past work experience. Companies surveyed were those currently hiring or have experience of hiring these workers. Total number of collected sample was 356 female individuals and 141 companies. In addition to surveys, Focus Group Interviews for middle aged women were undertaken to derive concrete policy suggestions.
2.2. Key findings
With regards to the findings from surveys, the degree of overall job satisfaction of (re-) employed female workers appeared as 3 points based on a five-point scale with relatively higher level of dissatisfaction in terms of wage, employment stability and corporate welfare system. When comparing the working environments of current and previous jobs, large share of respondents were found to be working in the jobs with little relationship with previous jobs in terms of industry, occupation and major job duties. Also, many of them found to have moved down the career ladder in a sense that their current jobs are with relatively disadvantaged conditions in terms of wage, job position and employment contract conditions.
Questions about workplace adaptation status were surveyed in order to measure the frequency of the experience for the specific workplace conflict situations. Survey results showed that approximately 30% of employed women have experienced the conflict situation. This means that significant number of middle-aged (re-)employed female workers is exposed to workplace maladjusted situation. Such situation is also appeared to some extent affect the intention to leave current jobs. Regarding the causes of such maladjustment, most of middle-aged (re-) employed women attributed them to the problems of companies’ institutional arrangement, co-workers or their boss. Around 63% of respondents said that the request for changing company system as an effort to address such situation had no impact.
To examine the effects of the attribute of the employment and personal circumstances to maladjustment situation, several statistical analysis were conducted. The results are showing that those with college certificates, married and children under 12 years old have higher probability of maladjustment. Moreover, higher household income significantly reduce that probability implying that those with less economic burden are able to choose jobs which relatively well suit their personal characteristics and family condition.
About the impacts of maladjustment situation to the intention of turnover, maladjustment situation appeared as significantly positive meaning that higher maladjustment leads to higher instability of employment situation of (re-)employed female workers. This result strongly indicates the necessity of improving the adjustment situation of female workers and to this end more comprehensive and multi-facet study as well.
Finally, from the survey results on companies, it was found that employers have quite different understanding about adjustment situation of (re-) entered female workers. Firstly they are found to be generally satisfied with the performance of these workers and in particular, showed relatively higher level of satisfaction with regards to the commitment and responsibility of them. However, they showed perception that conflictual situation of them occurs with higher level of frequency ascribing the main cause of such higher probability of conflicts to personal problems of individual workers instead of any problem of co-workers or company’s institutional arrangements. S uch difference leads to the difference in the perception about the ways of addressing such maladjustment situation. While individual workers stress the necessity of changing company’s institutional arrangement, employers are quite negative about such necessity while emphasizing the aspect of personal characteristics as main cause of such maladjustment.
3. Policy Implications.
As for activities necessary to support the smooth return of middle-aged female workers to work, following suggestions can be made as follows. As for activities for companies, there should be efforts to reform the internal grievance system in companies for female workers towards female-friendly system recognizing the gap between the perceptions of employers and workers about the causes and impacts of maladjustment. Secondly, the recognition of corporate CEO and HR personnel need to be changed. Such changes also need to be accompanied with corresponding changes of the process of recruitment, placement, training, promotion and compensation. To induce such changes, gender-sensitive training for HR personnel can be organized as a concrete activity. Thirdly, more efforts need to be invested for the changes of the corporate culture and institutions towards family-friendly companies. To this end, special consulting programs can be organized to provide practical advice to companies in association with the government support.
As for activities for middle-aged female workers, there should be external consultancy service targeted for those female workers who are experiencing maladjustment situation. For effective provision of such service, some leading measures are required. For example, rich qualitative case study on maladjustment situation should be carried out in order to draw better understanding about various aspects of such situation and suitable solutions for specific maladjustment situation. Based on enriched information, development of case manuals and training programs for counselors can be organized.요약
제1장 서 론_1
제1절 연구의 필요성과 목적3
제2절 연구의 내용과 연구 방법13
제3절 용어의 정의17
제4절 연구의 범위와 제한점17
제2장 여성 경력 단절의 최근 특징_19
제1절 경력 단절 현상 관련 기존 연구 검토21
제2절 여성 노동 시장의 특징과 경력 단절30
제3장 직장 적응 관련 이론 및 중년 (재)취업 여성 조사 설계_61
제1절 직장 부적응에 대한 이론적 검토63
제2절 중년 (재)취업 여성 조사 설계73
제4장 중년 (재)취업 여성의 직장 적응 실태_87
제1절 기초 분석89
제2절 현재 일자리 현황93
제3절 중년 (재)취업 여성의 직장 적응 실태103
제4절 직장 부적응 원인 등에 대한 회귀 분석132
제5절 구직 활동 및 취업 지원 서비스144
제6절 현재와 과거 일자리 비교148
제7절 정책 수요164
제5장 기업의 중년 (재)취업 여성 활용 실태_167
제1절 기초 분석169
제2절 중년 여성의 취업 역량179
제3절 중년 여성 인력의 직장 적응 실태181
제4절 인사 제도 및 조직 문화191
제5절 향후 계획 및 정책 수요194
제6장 중년 여성과 기업의 직장 갈등 및 적응 인식 차이_197
제1절 중년 여성의 직장 내 갈등 상황 인식 비교199
제2절 중년 여성의 직장 내 갈등 상황이 미친 결과202
제3절 갈등의 원인205
제4절 해결책의 효과성 인식 차이206
제7장 요약 및 정책적 시사점_209
제1절 연구 결과 요약211
제2절 정책적 시사점212
SUMMARY_217
참고문헌_223
부 록_23
[이슈 분석] 마이스터고·특성화고 교육과정 자율운영 확대 및 내실화
No full textⅠ. 배경 및 문제점
Ⅱ. 조사 분석 결과
1. 설문조사 개요
2. 설문조사 결과
가. 현재 교육과정 편성의 적절성에 대한 의견
나. 전문교과와 보통교과의 개편 방향에 대한 의견
1) 전문교과의 NCS로의 개편에 관한 의견
2) 기초수준의 보통교과 개설에 관한 의견
다. 학사운영제도 개선에 대한 의견
1) 집중이수제의 문제점
2) 학점제·무학년제 도입 시 예상되는 문제점
3) 다학기제와 수업연한 단축에 대한 의견
Ⅲ. 마이스터고·특성화고 교육과정 자율운영 확대 및 내실화 방안
제안 1. 단위 학교의 실질적 선택권 확대를 위한 제도 개선
제안 2. 역량 중심 교육과정 개발 단계에서의 자율화 및 체계화 추진을 취한 지원 인프라 구축
제안 3. NCS에 기반하여 산업계 현장과 학생의 특성을 반영한 교육과정 개편
제안 4. 과정 이수형 자격의 효용성을 전제로 한 자격 검정 기준과 정규 교육과정 간의 연계 강
[시론] 마이스터고와 특성화고를 통한 교육 개혁
No full text마이스터고와 특성화고가 졸업 후 취업을 하는 학교로서 계속 성공하려면 스스로 훌륭한 교육과정을 부단히 개발하고, 우수 교사를 꾸준히 충원하며, 산업체와 긴밀한 연계관계를 지속해 나아가야 할 필요가 있다. 이 부분이 약화되면 고등학교 출신만으로는 안된다는 편견이 되살아날 수 있다.
한편, 정부는 이를 위해 중단 없이 정책지원을 해야 할 필요가 있다. 특히, 재정면에서나 학생 진로 측면에서 적극 지원해야 할 것이다
A Research on Vocational Training Right for Social Integration
No full text본 연구에서는 다음과 같은 연구 목적을 도출하였다. 우선적으로 우리나라의 헌법 및 직업능력개발법제에서 훈련권리가 어떻게 규정되고 실제 운영은 어떻게 이루어지고 있는지를 분석할 것이다. 아울러 유럽 등 국가들에서 직업능력개발에 대한 훈련의 권리가 어떻게 규정되어 있는지 분석하고, 실제로 직업능력개발 정책과 프로그램에 어떻게 구현되어 있는지 검토한다. 이러한 분석을 통해 우리나라에서 사회통합을 위한 훈련권리의 제고를 위한 법적 그리고 제도적 정비 방안을 모색할 것이다.This research analyzed on how Korea’s laws are defining an individual’s vocational training right, and how the regulations related to the actual vocational training right are managed. It also analyzed on how the foreign vocational training rights are defined, and reviewed on how those rights have been realized throughout vocational training policies and programs in other countries. Throughout those analyses, the research proposed a direction of legal/systematic adjustment in terms of social integration to improve the vocational training right.
Same as the general education, vocational training plays an important role in improving the social equity, and the training that specifically targets those from the vulnerable groups needs to be improved. Reality, however, is that those from vulnerable groups tend to go through some difficulties participating the training, and such difficulties are shown to vary among different vulnerable groups. For employees, what need to be improved from the currently operating training environment are: providing training programs relevant to their occupation; adjusting the training programs’schedule so that it does not interfere with their working hours; providing consultation on the training programs; and supporting company’s substitute labor force. For the low-income groups, physically disabled, marriage immigrants and expatriates from North Korea, what appeared to be in need of support were a training course directly related to their occupation, information about the training, and individual supports.
There are, in fact, some cases of paid-training leave in Korea that are stated in convention or recommendations of ILO as a measure of vindicating the individual vocational training right. Those are, however, not of obligatory procedure but optional choices made based on the companies’intent, not being mindful of the rights of their employees but instead merely posing as part of the training prepared by their employers. For the training for the unemployed, although a training course which an individual may select and apply for is being in progress, several problematic facts have been pointed out: there have not been a sufficient pool of information or opportunities for consultation that allows individuals to employ their right; and general consciousness on accountability regarding such right has not been firmly established yet.
In comparison of the cases of vocational training right management among different countries, France’s national policy that guarantees the vocational training right for all employees makes the country highly competent. Germany also practices the same, except the fact that the management runs not by the federal government but based on either provincial laws or agreement between labor and management. Japan, much like Korea, supports employees’ self-directed vocational skills development, by supporting employees with training costs based on the Employment Insurance Law as well as employers with Job Skills Development Funds based on Job Skills Development Law. European countries, on the other hand, are currently on the move of implementing policies related to training leave, while each country managing them according to its conditional status.
At the end of the research, the followings have been suggested as measures of improvement. First, legal improvement. In the view of strengthening the opportunity or right for the vocational skills development, vocational training for the employees of large companies is also required, since they may need means of developing their vocational skills sets for purposes other than that of the company’s interest, especially when the continuing vocational skills development is concerned. Also, a modification in current policies that promotes participation in training among those with unpaid leave should be considered, Because the vocational training for employees is inaccessible to some due to not just economical cause but conflict in schedule as well, a change in policy such as an extended training leave period should be considered in loading off some burden of those with not enough time to spare. As for the long-term plans, previously-ratified ILO agreement on the vocational training right should be reviewed in order to raise awareness on the vocational training right among social and business circles. Also, acknowledging a training leave as a legitimate type of official leave in employment standard laws deserves as another positive solution. Second, current policies need to be revamped in order to extend and support opportunities for training of vulnerable social class and employees of the vulnerable group. For vocational training of the vulnerable groups, one-stop system needs to be established from as early as the job-seeking stage in order to resolve the redundancy of programs conflicting at the Job Center. In doing so, preparing labor force for service in consultation and job placement as well as continuously strengthening their skill sets need to be promoted. Within the training process, participant’s hardships deriving from personal situations, languages and cultural understanding are rather more evident than the nature of training per se. Therefore, services supporting dissolution of training-hazardous elements through the case control-type training consultation by the training agency or job center are required. Range of vocational training for the vulnerable groups, though it may be restrictive, needs to be expanded as well. As manifest from the latest cases, educational programs in humanity designed for the vulnerable groups to raise their interest in education and training may prove a tremendous success. Furthermore, through the hobby/ethics-wise approach, people may make easier transition to participating the vocational training programs.요약
제1장 서 론_1
제1절 연구 필요성 및 목적3
제2절 선행 연구 및 정책의 검토6
제3절 연구 내용 및 방법9
제2장 사회통합과 훈련권리에 관한 논의_13
제1절 사회통합과 훈련, 취약계층 관련 논의15
제2절 국제노동기구(ILO)의 논의24
제3절 법 규정상의 논의 29
제4절 요약 및 시사점43
제3장 우리나라의 훈련권리 및 취약계층 훈련 사례_47
제1절 직업능력개발 일반 및 훈련권리 운영 실태49
제2절 취약계층 훈련 실태66
제3절 취약계층의 훈련 참여 문제 검토 87
제4절 요약 및 시사점 94
제4장 각국의 훈련권리 운영 사례_97
제1절 프랑스 사례 99
제2절 독일 사례119
제3절 일본 사례125
제4절 유럽의 훈련휴가 비교 132
제5절 요약 및 시사점136
제5장 정책 방향_141
제1절 요약 및 종합 논의143
제2절 법적 개선 방향145
제3절 제도 운영 방향149
SUMMARY_153
참고문헌_15
A Study on the Strategies for the Introduction and Implementation of Competency-Based Evaluation for Vocational Training Institutes
No full text1999년 훈련기관 평가제도를 도입·운영하면서 훈련의 질적 제고에 상당한 기여를 한 것으로 평가되나 직업능력개발계좌제 도입 등으로 훈련의 설계·운영이 훈련과정 중심으로 변화했음에도 현행 훈련기관 평가는 평가 도입당시의 평가 틀을 큰 변화 없이 유지하고 있어 개선의 필요성이 제기 되었다. 이에 따라 변화된 훈련여건에 맞도록 현행 훈련기관 평가 제도를 정비하여 훈련기관의 역량 강화 유도, 훈련생의 선택권 강화 등 제도의 내실화를 추진하고자 한다.Ⅰ. 서론 2
Ⅱ. 역량평가 추진 방안 개발 절차 11
Ⅲ. 역량평가 추진 방안 18
Ⅳ. 결론 및 제언 30
참고문헌 34
부록 3