• 한국병원경영학회지
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• 제16권4호
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• pp.131-160
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• 2011

The purpose of this study was 1) to understand the job transfer in education & training(E&T) programs & organizational situational characteristics, and 2) to analyze the effects of the E&T programs & organizational situational characteristic groups on each of the levels of job transfer. There is intimate relationship between E&T programs characteristics & organizational situational characteristics and job transfer, so we can't think of them separately. With this point of view the most frequently discussed problem is how to apply the theory in actual job, but in reality it's true that the improvement of job transfer can't reach the expectations of the E&T programs. In literature view study, the concepts of job transfer in E&T, the general theory on E&T, and the actual condition and points at issue of the existing E&T practices in the medium and small-sized hospitals were defined. As the results from empirical analysis, we could find followings: First, in evaluation of the job transfer, demographic characteristics (seniority, occupational category, position) variables have a significant different. Second, in degree of the job transfer, E&T programs characteristics(contents of E&T, design of E&T, conditions of E&T, teaching ability of lecturer, methods of E&T) variables have a different influence upon each of the evaluation levels of E&T. Third, support of CEO variables have a different influence on the job transfer according to contents, design, conditions of the E&T programs. Fourth, support of co-works variables have a different influence on the job transfer according to design, conditions, method of the E&T programs. Fifty, support of organizational atmosphere variables have a different influence on the job transfer according to contents, design, conditions of the E&T programs.

• 농촌지도와개발
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• 제22권4호
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• pp.455-464
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• 2015

The purposes of this study are to explain and identify the frame of structural relations of learning orientation, self-efficacy, learning transfer and job performance of farmers who participated in the strong and small farms education. This is an experimental research with the data collected from 495 farmers who have taken the farm education. Based on the collected data, the study conducted a structural equation modeling(SEM) to confirm the validity and analyze the structural relations of the suggested model. Using measured and latent variables drew from the analyses, the study set a structural equation model and tested the model by analysis of the structural equation modeling with AMOS 18.0. The results found from the empirical analysis can be summarized as follows. 1) Learning orientation and self-efficacy positively influenced job performance through learning transfer. 2) The hypothesis that learning orientation would have direct impact on job performance was not supported. 3) The strong and small farms education is useful to expand learning transfer and to enhance job performance. So, government policy support has to reinforce learning support on farmers in order to achieve high performance of learning and job management through farm educations.

• 한국콘텐츠학회논문지
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• 제12권6호
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• pp.497-507
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• 2012

본 연구는 기업 HRD 교육훈련 프로그램에 대한 조직지원 특성이 HRD 교육훈련 프로그램의 효과성에 미치는 영향을 검증하는데 목적이 있다. 이를 위해 상사지원, 직무지원, 회사지원으로 구성된 조직지원 특성을 독립변인으로 하고, 반응, 학습, 전이, 결과수준을 효과성의 종속변수로 하여 실증분석을 실시하였다. 본 연구의 자료 수집은 2011년 8월 16일부터 9월 9일까지 국내 상장 및 코스닥 등록 증권사 중 서울에 본사를 두고 상시 재직자 온 오프라인 교육훈련 프로그램을 운영하고 있는 5개 기업의 임직원에게 설문지를 이용하여 배포하였다. 설문지는 3차로 나누어 총 340부가 배포되었으며, 총 164부의 설문지가 최종분석에 활용되었다. 검증 결과, 가설 1. 조직지원 특성이 반응수준에 미치는 영향에서, 상사지원, 직무지원, 회사지원은 반응수준에 대해서 모두 p<0.01 수준에서 긍정적인 영향을 미치고 있음이 확인되었다. 가설 2. 조직지원 특성이 학습수준에 미치는 영향에서, 상사지원, 직무지원, 회사지원은 학습수준에 대해서 p<0.05, p<0.01 수준에서 유의한 영향을 미치고 있음이 확인되었다. 가설 3. 조직지원 특성이 전이수준에 미치는 영향에서, 상사지원, 직무지원, 회사지원은 전이수준에 대해서 모두 긍정적인 영향을 미치고 있는 것으로 나타났다. 가설 4. 조직지원 특성이 결과수준에 미치는 영향에서, 상사지원, 직무지원, 회사지원은 결과수준에 p<0.01 수준에서 긍정적인 영향을 미치고 있는 것으로 분석되었다. 이러한 연구결과를 통해 기업 교육훈련의 효과성은 교육훈련 프로그램의 내용과 질도 중요하지만, 교육훈련 과정에 대한 지지체계와 학습한 것을 실제 업무 현장에 적용할 수 있는 환경이 성과에 더 큰 영향을 미친다는 선행연구 결과를 재확인할 수 있었으며, 실제로 교육훈련 프로그램을 주관하고 실시하는 기업이나 전문가들은 교육훈련 프로그램 설계 특성도 중요하나, 조직지원 특성이 교육훈련 효과에 중요하게 작용함을 인식하여야 할 것이다.

• 대한인간공학회지
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• 제32권1호
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• pp.77-85
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• 2013

Objective: The aim of this study sets factors from previous research known to impact transfer effects as the independent variables, and examines their relationship with the dependent variables, near transfer effects and far transfer effects. Background: Transfer of Training refers to the application of what learners acquire knowledge and skills in training programs to their job. The ultimate goal of training is to apply what employees learn in training sessions to their workplace. In this sense, transfer of training has been a vital concern for training effectiveness. For training to be effective, trainees(learners) should be able to use what they learn in training program back on the job. Method: For this research purpose, this study conducted a survey on 170 nuclear operators in nuclear education and training center. Of these, survey result from the 167 recruits were sampled. Theoretical model of this study is based on Holton & Baldwin's(2003) distance model of transfer effects. This study sets transfer effects(near transfer, far transfer) as the main dependent variables. Meanwhile, the independent variables are trainee characteristics, training characteristics, organizational transfer climate. Each independent variable has subordinate variables. Subordinate variables of trainee characteristics are self-efficacy, motivation to learn, motivation to transfer and ability to transfer. Subordinate variables of training characteristics are training contents, ability of trainers, training design, training climate. The last Subordinate variables of organizational transfer climate are support of supervisors, support of peer, support of organization. Conclusion: As a analysis result, trainee characteristics appeared to be in effect only significant influence near far transfer of training, the effect of the far transfer of training, there is no significant. In addition, the training characteristics appeared to be having a significant influence on near and far transfer effects. Organizational transfer climate appeared to be having a significant influence on near and far transfer effects. Finally, near transfer effect appeared to be having a significant influence on far transfer effects. Application: Results of this analysis in the study to training organization and training characteristics of the transition environment effects on nuclear power institutions and operators training organization having a significant impact that says. The transfer of knowledge and technology, as well as that can be applied to a new situation in terms of education and training are important characteristics.

• 한국산학기술학회논문지
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• 제20권11호
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• pp.27-32
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• 2019

본 연구는 건설근로자들의 불안전한 행동을 감소시키는 방안으로 건설근로자들이 인식하는 안전의식이 불안전한 행동에 미치는 영향에 대하여 직무만족의 매개효과와 조직후원인식의 조절효과를 실증하고자 하였다. 이를 위하여 2019년 7월1일부터 7월20일까지 전국 23개 건설현장 근로자를 대상으로 439명의 설문지를 받아 데이터 분석한 결과 다음과 같은 결론을 얻었다. 첫째, 건설근로자가 지각하는 안전의식은 직무만족에 직접적으로 정(+)의 영향을 미치는 것으로 나타났다. 둘째, 건설근로자가 인식하는 직무만족은 불안전행동에 직접적으로 부(-)의 영향을 미치는 것으로 나타났다. 셋째, 건설근로자가 인식하는 안전의식과 불안전행동의 관계에서 직무만족을 매개로 영향을 미치는 것으로 나타났다. 넷째, 안전의식과 직무만족의 관계에서 조직후원인식의 조절효과는 유의한 것으로 나타났다. 이는 건설근로자의 불안전한 행동을 감소시키는 방안으로 건설근로자들이 인식하는 안전의식이 직무만족을 매개로하여 불안전한 행동에 미치는 영향관계가 검증되었고, 구성원들이 조직후원인식을 얼마나 인식하는지에 따라 직무만족에 영향을 미치는지 통계적으로 검증되었다. 본 연구는 건설현장에서 근로자들이 불안전한 행동을 예방하기 위해서는 근로자들이 인식하는 안전의식과 직무만족이 향상에 따라 안전행동이 증가하고 불안전행동의 감소된 다는 것을 의미하고 있다.

• Asian Journal of Business Environment
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• 제8권3호
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• pp.13-21
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• 2018

Purpose - This study examined workplace bullying as a situational antecedent of workaholism and burnout as a consequence of workaholism and explored the mediating role of workaholism and the moderation effect of perceived organizational support. Research design, data, and methodology - This study collected data from 319 employees in South Korean companies through a survey method. Results - First, job-related bullying promotes a compulsive and excessive drive to work. However, person-related bullying was positively related to the tendency to work excessively hard. Second, only working excessively shows positive relationship with only exhaustion excepting cynicism. Third, although bullied employees may reserve their personal resources through workaholism in short time, it drives them to be workaholic, which leads them exhausted in turn. Finally, perceived organizational support decreases the effect of job-related bulling on both of working compulsively and working excessively. Conclusions - First, this study suggests workplace bullying as a situational antecedent and verify burnout as a consequence of workaholism. Second, it investigate the mediating role of workaholism and the moderation effect of perceived organizational support. Practically, When they find workaholic employees, they should investigate if workplace bullying exists through face-to-face talk. If necessary, they should decide personal transfer to the other department or work team.

• 융합경영연구
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• 제8권4호
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• pp.1-12
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• 2020

Purpose- The purpose of this study is to increase the effect of public technology transfer through government R&D support to secure the competitiveness of public technology startups. The government's R&D budget in 2019 is over 20 trillion won, and there is a legitimate need to increase the performance of technology startups through such R&D results. Research design, data, and methodology- In this paper, we comprehensively analyzed the current status of public research institutes and R&D support projects suitable for founders and analyzed and presented cases of follow-up research conducted by the Institute of Science and Technology Jobs to analyze actual performance cases of R&D support institutes. Results- In this conclusion, a developmental model of public technology entrepreneurship was proposed to increase the performance of public technology commercialization with the scalability of research institutions. In order to create a public technology information system between consumers and suppliers, a Steinweiss-type technology commercialization model for public technology commercialization, and a job-creating enterprise-type linkage R&D support business model were presented to create the results of R&D support organizations. Conclusions- Through the results of this study, it is meaningful to analyze the performance cases of technology commercialization of R&D support institutions, which have not been studied so far, to build competitiveness of research institutions and to present a growth model for the spread of technology startups. This study has implications in terms of suggesting a way to build competitiveness in technology commercialization between market demanders and suppliers by linking existing public technology startups, which deviated from the simple commercialization support system, with job creation by expanding the R&D support system.

• 한국병원경영학회지
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• 제18권4호
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• pp.54-77
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• 2013

This paper is a comparison study about leadership training transfer factors between physicians working in large scale hospitals and managers working in firms. To fulfill this purpose, this study conducted a regression analysis on 101 managers and 59 physicians who had attended similar leadership training programs more than 16 hours recently in order to identify the differences on the learning transfer factors. 6 factors such as Learner readiness, Performance self-efficacy, (so far as Trainee Characteristics group), Organization Culture, Supervisor's tangible incentives and Supervisor's intangible support, (so far as Work environment group), Content Validity & Transfer Design (so far Training Design group) were used as independent variables while the personal Managerial Capability Increase and Leadership Capability Increase were used as dependent variables. And also we used 5 factors as control variables ; Job style (Manager or Physician), Age, Gender, Working years and Organization size. Here are the summary of major findings ; first, there were statistically significant differences between the learning transfer factors in leadership training programs for managers and those of physicians. Second, there were also statistically significant differences among trainees' working years and their organization size factors while age and gender do not affect the learning transfer factors. Third, for the physician's leadership training the practitioners should focus on two factors ; Organization Culture and Learner readiness.

• 한국조리학회지
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• 제6권2호
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• pp.291-314
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• 2000

At present, the students majoring in tourism apprach theoretically and practically target human resource development which is blanceded between creativity and specialty. And yet, the initial step of on-the-job tranning has not been worked and the area of tourism and experience in this field are know as a beginning stage. This, this study is focusing on the on-the-job tranning in the area of tourism major in technical college. The issues and alternative solutions are as follows First, many student hope sutible training cost require. Second, An amount of subsidy for trainee is too low, and a trainee is used as substitution for regularem ployee's vacation during summer season and for beginning and end of year during winter season. Third, There is no clear linkage between job training and employment. Forth, many students enter a technical college due to learn professional technique and service, however, many other students go to a technical college as means of transfer to university, Since a tourism bussiness is predicted as a potential industry for the twenty-first century, besides a positive national economy and tourism business, the continuing and active supports and needed as follows First, An active support on tranning provided by tourism companies is required. Second, A continuos driving force and thorough management of job training by technical college and relevant major department are needed. Third, sutible traninging cost would be required. Forth, In order to achive a objectives and practical and effect ive job tranning, students majoring in tourism should enhance a service mind and manner.

• 한국컴퓨터정보학회논문지
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• 제23권7호
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• pp.27-37
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• 2018

Enterprises that don't adapt to the changes can be weeded out, because IT sector is one of the most rapid rate of changes in business. The optimized job education and training are an essential part for the enterprises to handle the advanced and developed technologies, so the needs for the positive investments to the education and training about their employees and transformational leadership have been increased. This study verified how the transformational leadership of representatives in the IT enterprises affects the satisfaction of their ordering agencies as well as the transfer of education and training can be the intermediary role to them. From the results of the statistical analysis about questionnaire survey of 251 IT enterprises, dispatched their employees to public institutions in Ulsan, several significant outcomes are founded as follows. First, the transformational leadership of representative in the IT enterprises influenced the transfer of education and training positively. Second, the transfer of education and training positively affected the satisfaction of ordering agencies. Third, the satisfaction of ordering agencies are also affected from the transformational leadership. Finally, the some roles was influenced by the charisma of transformational leadership, and also, completely, the inspirational motivation and the intellectual stimulation of transformational leadership was affected by the intermediary roles to the satisfaction of ordering agencies. Based on the results of this study, representatives in the IT enterprises can be expected by the positive company results from improving the satisfaction of ordering agencies through the transformational leadership, which allow active investment in education and training about their employees and construction of pragmatic system through the education and training results for the organization, superiors and colleague.