• 산학경영연구
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• 제20권1호
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• pp.73-103
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• 2007

본 연구의 목적은 인적자원훈련기관에서의 변혁적리더십 특성이 직무만족과 조직몰입에 미치는 영향에 관한 연구를 한 것이다. 본 연구의 발견사항은 변혁적 리더십과 직무만족간의 통계적으로 유의한 관계가 있는 것으로 나타났다. 특히, 변혁적리더십의 하위개념인 카리스마요인과 직무만족 개념과도 유의적인 관계가 있는 것으로 나타났다. 둘째, 변혁적 리더십과 조직몰입간에도 유의적인 정(+)의 관계가 있는 것으로 나타났다. 특히 변혁적인 리더십의 하위개념인 지적자극요인과 영감적동기요인은 조직몰입과 유의적인 정(+)의 관계가 있는 것으로 나타났다. 이러한 연구결과는 변혁적인 리더십이 직무만족과 조직몰입에 영향을 미치는 것으로 나타났다.

• 한국콘텐츠학회논문지
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• 제7권12호
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• pp.95-104
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• 2007

방송환경이 HD 콘텐츠 제작 환경으로 변화되어 감에 따라 방송영상 콘텐츠 제작 전문 인력 양성과 새로이 요구되는 전문적인 능력 향상을 위한 교육 프로그램에 대한 수요가 증대되고 있다. 본 연구에서는 DACUM 기법에 의해 영상편집자의 직무를 분석하고 그 결과를 토대로 방송영상분야 영상편집자의 직무모형을 제시하고자 한다. 직무분석에서는 영상편집자의 직무를 구성하는 9개의 임무와 각 임무영역을 구성하는 71개의 작업이 도출되었으며, 교육 요구도 분석을 위해 각 작업에 대한 중요도, 난이도, 수행 빈도를 조사하고 입직초기에 갖추어야 할 핵심 작업이 분석되었다. 또한 이러한 직무분석 내용을 구조화하여 데이컴 리서치 차트를 완성함으로써 방송영상분야 영상편집자의 직무모형을 완성하였다. 본 연구에서 제시된 영상편집자의 직무 모형은 방송 영상분야 영상편집 교육과정 개발 및 직무 연수 내용의 우선순위를 정하는데 기초 자료로 활용될 것이다.

• 한국조리학회지
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• 제23권4호
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• pp.203-215
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• 2017

The purpose of this study is to investigate the effect of educational service quality on educational satisfaction and job usability. The results of the analysis are as follows. First, based on the theoretical background, factor analysis and reliability analysis were conducted. Five factors of tangibility, responsibility, reactivity, assurance, and empathy were found in the educational service quality. In addition, it was confirmed that there was no problem as a single factor in educational satisfaction and job availability, and these factors showed high reliability and validity. Second, in the relationship between educational service quality and educational satisfaction, all five factors which education service quality factors were found to affect educational satisfaction. The higher the factor of educational service quality, the students will be able to increase their satisfaction with education, which was a degree of satisfaction with the education of contract department. Third, in the effects of educational service quality factors on job availability, tangibility, responsibility, reactivity, and assurance have no effect and empathy affects job availability. In this study, although the factors of education service quality is high except empathy, it is not possible to increase the job availability that leads to successful business results. Fourth, job availability affects educational satisfaction. Therefore, the higher the level of job availability, educational satisfaction will also increase. The following are implications of this study. First, high-quality lectures, hands-on training, and educational programs are needed and values that students pursue must continuously increase. Second, there is a need for measures to improve job availability such as the formation of curriculum related to jobs and the demand for the training courses of restaurants.

• 서비스연구
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• 제7권1호
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• pp.53-64
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• 2017

최근 점점 높아지는 고객의 욕구를 충족시키고 그에 따른 고객만족도의 향상을 위하여 고객접점 직원들에 대한 서비스 교육훈련의 필요성이 증대되고 있다. 이러한 서비스 교육훈련은 고객만족도 향상을 위해서 뿐만 아니라 고객을 응대하는 접점직원들의 고객응대에 대한 서비스 역량을 향상시켜 주기 때문이다. 본 연구에서는 서울메트로 고객접점 파트에서 근무하는 2013년부터 2016년 상반기 사이에 입사한 신입 역무원들을 대상으로 설문조사를 실시하여 이들이 신입사원 양성교육을 통한 서비스교육훈련을 받은 후 현장에 배치되었을 시 고객접점에서 고객을 응대하고 서비스를 제공 하는데 있어 직무에 대한 만족도 및 조직에 대한 충성도에 어떠한 영향을 미치는지에 대한 실증적 연구를 진행하여 보다 나은 교육프로그램으로 개선점을 찾고 사업 전반에 걸친 서비스교육훈련의 중요성에 대한 인식을 일깨우려한다.

• 한국실천공학교육학회논문지
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• 제4권1호
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• pp.132-139
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• 2012

민간 부문에서 구인자 또는 구직자에 대한 고용정보의 제공, 직업소개, 직업지도 또는 직업능력개발 등 고용을 지원하는 민간고용서비스의 중요성이 높아지고 있다. 특히 민간고용서비스의 질을 제고하기 위해서는 민간고용서비스에 종사하는 사람들에 대한 직업능력을 향상시키는 것이 중요하다는 주장이 제기되고 있다. 본 연구에서는 민간고용서비스의 현황을 먼저 살펴보고, 이 부문에 종사하는 사람들의 현황을 파악하며, 이를 향상시키기 위한 몇 가지 방안을 제안하고자 한다. 연구결과, 민간고용서비스 종사자들의 직업능력을 향상시키기 위해서는 민간고용서비스 분야의 국가기술자격취득에 대한 질 관리 체계화하고, 종사자 직업지위와 전문성 향상을 위한 인증제를 도입하고, 민간고용서비스 종사자의 교육을 위한 전문기관을 육성하는 것이 중요하다. 또한 고용서비스 상담인력의 슈퍼비전을 현실화하고, 종사자 공제회를 결성하여 복지의 질을 제고하는 것이 이들의 직업유지에 중요하다. 또한 전문화, 세분화로 이들의 직업능력개발 프로그램 운영의 효율성을 확보하는 것이 중요하다.

• 대한안전경영과학회지
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• 제23권2호
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• pp.9-17
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• 2021

As interest in vocational competency development projects increases, support is increasing. In this study, in order to study ways to improve participation in vocational competency development training, related factors are selected and the main factors influencing them are derived. The main factors were influencing factors were identified and ways to improve participation rate of vocational competency development were studied. Variables were selected through prior research, and data were collected and analyzed through in-depth group interviews. Based on factor analysis and reliability analysis, as a result of confirming the factors that influence the plan for improving participation in vocational competency development training by applying the backward stage selection (condition) method of logistic regression analysis, the case of respect for minorities in the 7-point Likert scale The closer to 7 was, the higher the probability of being classified as having never participated, and the other factors except minority respect, Likert scale closer to 7 indicates higher probability of bening classified as having never participated, except for the minority respect factor. Therefore, it was confirmed that lowering the scale of the factor of respect for minority, which is job satisfaction, and increasing the factors of individual characteristics such as annual salary and organizational commitment, training system for job satisfaction, and quality assurance have effects on improving participation rates in vocational competency development training.

• 한국보건간호학회지
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• 제15권1호
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• pp.42-55
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• 2001

The purpose of this study was to provide basic information for developing effective marketing strategies of nursing organization by identifying the correlation among internal marketing factor, nurses' job satisfaction, and organizational commitment. The subjects of this study were 256 nurses who were working in the hospital over 1 year at three university hospitals which had more than 400 beds in seoul and kyung-gido. The data were collected by self-reporting questionnaires. The instruments used in this study were the communication form scale developed by Jo(1995), the welfare scale developed by researcher, the education training scale developed by researcher, the organizational commitment scale developed by Mowday, Porter and Steers(1979). The data were analysed by the SAS package using frequency, percentage, mean, standard deviation, and Pearson's correlation coefficient. The results of this study were as follows; 1. Mean scores of internal marketing factors in nursing organization were as follows; horizontal communication 3.42, downward communication 3.32, involvement communication 3.08, upward communication 3.00, education training 2.54, welfare 2.51. The mean score of job satisfaction was 2.79 and organizational commitment was 3.00. 2. Job satisfaction was positively correlated with education training (r=0.54, p=0.0001), upward communication(r=0.49, p=0.0001). welfare (r=0.40, p=0.0001), horizontal communication(r=0.33, p=0.0001), involvement communication(r=0.25, p=0.0001) of internal marketing factors in nursing organization, but negatively correlated with downward communication(r=-0.16. p=0.0082). Organizational commitment was positively correlated with upward communication(r=0.48, p=0.0001), education training (r=0.42, p=0.0001), horizontal communication(r=0.36, p=0.0001), welfare (r=0.34, p=0.0001), involvement communication(r=0.25, p=0.0001) of internal marketing factors in nursing organization. but negatively correlated with downward communication(r=-0.20, p=0.0014). In conclusion. the results of this study showed that the internal marketing factors were highly correlated with nurses' job satisfaction and organizational commitment. Therefore, for nurses' job satisfaction and organizational commitment's improvement, it is important to develop the education training program. to improve welfare system and to actualize upward communication. among internal marketing factors.

• 한국실천공학교육학회논문지
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• 제3권2호
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• pp.158-165
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• 2011

본 연구는 직업능력개발 분야의 중추적인 역할을 수행하는 직훈기관의 최고관리자 교육프로그램을 개발하기 위해서 교육요구분석 차원에서 직훈기관장의 역량을 추출하여 역량모델을 개발할 목적으로 수행되었다. 조사대상은 전국의 공공직훈기관, 민간직훈기관, 학원 및 기타 평생교육기관의 최고관리자로서, 주요조사 내용은 교육요구조사와 역량모델에 관한 이론적 고찰, 직훈기관장의 직무분석, 잠정적으로 정리한 역량에 대한 설문문항에 대한 중요도, 숙달수준, 학습 희망도를 통해 역량의 우선순위의 파악과 이에 기초한 교육요구의 우선순위를 산정하였다. 연구방법은 설문조사, FGI, 현장조사 등의 연구방법이 적용되었다. 교육역량모델에 기반한 교육훈련요구 분석결과 그 우선순위가 높은 역량은 '인재확보능력', '시장변화 및 교육생의 요구파악', '문제해결능력', '리더십 스킬', '창의적 사고', '조직역량분석 및 진단', '정보수집 분석능력' 등이다.

• 한국산업보건학회지
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• 제33권2호
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• pp.156-170
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• 2023

Objectives: This study conducted practical training to improve the proper usage of personal protective equipment(PPE), which greatly impacts workplace safety and health management. Personal protective equipment education was conducted through active participation, without theoretical modules, and aimed to identify the effects of repeated practical education and determine ways to increase participant satisfaction. Methods: Study data were analyzed using the IBM SPSS Statistics ver.29 software. First, participants' general characteristics were analyzed with frequency analysis. Second, the normality and equality of variances (Leven's test) were tested for the dependent variables prior to statistical analyses to determine the use of parametric tests. In general, normality is assumed when the sample size is 30 or more per the central limit theorem (Park et al., 2014). As our sample size of health management workers was 43, normality can be assumed. However, to ensure rigor of the study, we examined skewness and kurtosis. The results confirmed that the data were normally distributed. Third, the effects of repeated PPE training were analyzed using paired t-tests. Fourth, differences in satisfaction with PPE training according to the safety and health job position and safety and health certification were analyzed with t-test and Welch's t-test. For parameters that did not meet the assumption of equal variances, the Welch's t-test was performed. Results: Repeated PPE training improved the educational outcomes, and the improvements were significant in the 1st and 2nd respiratory PPE and safety and hygiene PPE training evaluations (p<.001). In terms of safety and health job position, repeated training led to improvements in educational outcomes, with significant improvements observed among supervisors and specialized health management institution workers in the 1st and 2nd training evaluations (p<.005). In terms of safety certification, repeated training led to improvements in educational outcomes, with significant improvements observed among both certified and non-certified individuals (p<.005). Regarding satisfaction with PPE training according to safety and health job positions, specialized health management institution workers showed greater satisfaction than supervisors, with significant differences in the satisfaction for expertise of lecture, work relevance, and lecturer's attitude (p<.001). Regarding satisfaction with PPE training according to safety and health certification, satisfaction was higher among certified individuals, with significant differences in satisfaction for work relevance and lecture attitude (p<.05) Conclusions: PPE education should be recommended to be provided as practical training. Repeated training can enhance educational outcomes for individuals with inadequate knowledge and understanding of PPE prior to education. For individuals with high levels of pre-existing knowledge and understanding of PPE, the results show that various training experiences should be provided to enhance their satisfaction. Therefore, it suggests that the workplace should actively seek educational media and methods to acquire expertise and skills in wearing personal protective equipment and improve the ability to use

• 임상간호연구
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• 제23권1호
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• pp.1-8
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• 2017

Purpose: The purpose of this study was to provide basic data required to improve nursing resources management and nurse organizations. Methods: The data were collected using a questionnaire. Participants were 294 nurses who were working at 8 hospitals with more than 500 beds located in G and C cities, Korea. Data analysis was done using t-test, ANOVA, $Scheff{\acute{e}}$ test, Pearson correlation coefficient and stepwise multiple regression analysis with SPSS. Results: There were significant correlations between self-leadership, clinical competence, job satisfaction and job involvement. Factors affecting job involvement were job satisfaction, self-leadership, length of clinical career and length of career in current department. Job satisfaction was the most influential factor with an explanatory power of 41%. Conclusion: Findings show that to strengthen job involvement, identification and management of factors that affect job satisfaction and self-leadership are required and relevant training and strategies should be developed and used.