• 산업진흥연구
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• 제2권1호
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• pp.45-50
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• 2017

본 연구는 충남 서부지역 근로자의 현장훈련교육이 생산성 향상에 미치는 영향을 분석하였다. 한국폴리텍대학 교육 및 노동부 지원 현장교육과정을 수료한 충남 서부지역 근로자를 대상으로 설문지 총 76부를 분석하였다. 연구결과 첫째, 근로자의 현장훈련교육이 생산성 향상에는 현장훈련교육을 받게 된 동기가 높을수록 교육만족도가 향상되는 것으로 나타났으나 직무생산성에는 유의한 영향이 미치지 못했다. 둘째, 훈련경험이 직무생산성과의 상관관계는 통계적으로 유의한 영향을 미치지 못한 것으로 나타났다. 셋째, 직급에 따른 생산성 향상에 미치는 영향으로는 임시직이 평사원(대리급)보다 교육만족도가 높은 것으로 나타났고, 직무생산성은 중간관리자(과.차장급)보다 관리자(부장급)이상이 가장 높게 분석되었다. ANOVA 분석 결과에서는 근무년수, 경력, 직급에 따라 교육만족도, 직무만족도에 유의한 영향을 미치는 것으로 분석되었다. 본 연구는 충남 서부지역 근로자의 현장교육훈련이 생산성 향상에 미치는 영향을 분석함으로써 교육만족도, 직무생산성 향상에 대한 근로자 개인의 훈련경험 및 훈련동기에 대한 특성 요인의 중요도를 파악하고 근로자의 개인적 요인의 효과성을 검증한 데 연구의 의의가 있다.

• 노동경제논집
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• 제42권3호
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• pp.75-98
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• 2019

본 연구는 고용보험자료를 이용하여 재직자의 직업훈련 참여가 노동시장성과에 미치는 영향을 분석하고자 하였다. 재직자 직업훈련은 근로자 개인의 계속근로 여부와 이직 여부에 영향을 미칠 수 있는바, 이에 대한 훈련효과를 추정하기 위해 성향점수매칭법(Propensity score matching method)을 이용하였다. 분석결과, 재직자 직업훈련 참여자는 미참여자에 비해 다음 연도에 노동시장에 남아 계속근로를 제공할 확률이 연도별로 2.4~5.3%p 더 높은 것으로 나타났다. 한편 계속근로자를 대상으로 재직자 직업훈련의 이직효과에 대해 분석한 결과, 재직자 직업훈련 참여자는 참여하지 않은 근로자보다 이직확률이 2008~2015년에 연도별로 0.9~4.2%p 낮은 것으로 나타났으며, 2016년에는 통계적으로 유의하지 않은 것으로 분석되었다.

• 간호행정학회지
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• 제13권2호
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• pp.231-241
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• 2007

Purpose: The purpose of this study was to identify the effects of nurse's internal marketing on job satisfaction, turnover intention, and customer orientation. Method: The subjects were 559 nurses were working in 3 general hospitals. The data were collected from October 20 to November 15, 2006. For data analysis, descriptive statistics, Pearson correlation coefficient, stepwise multiple regression were used. Results: The mean score of the total internal marketing was 2.68, communication 3.03, vacation and suspension from office 2.64, education and training 2.60, reward system 2.56, work environment 2.53, and employment benefits 2.38, total job satisfaction was 2.96, turnover intention was 3.10, and customer orientation was 3.76. 'Internal marketing', and total subcategories of internal marketing were positively related to job satisfaction. 'Internal marketing', and total subcategories of internal marketing were negatively related to turnover intention. 'Internal marketing', 'communication', 'vacation and suspension from office', 'education and training', and 'work environment' were positively related to customer orientation. Conclusion: Through this results, to increase job satisfaction and customer orientation and to decrease turnover intention, it is necessary to concentrate on improving internal communication and reward system in the internal marketing strategy.

• 융합정보논문지
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• 제8권2호
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• pp.171-181
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• 2018

본 연구는 직무교육 훈련프로그램이 업무효율성 및 직무만족에 미치는 영향에 관한 연구를 통해 기업체에서 실시하는 직무교육 등의 효율성을 극대화하는데 시사점을 제시하고자 한다. 본 연구는 청주지역 중견 및 대기업 직원들 300명을 대상으로 설문 조사를 실시하였다. 수집된 설문지를 바탕으로 인과관계를 검증하였다. 검증결과 다음과 같은 연구 결과를 도출하였다. 첫째, 기업체들은 직원들의 교육 수요를 파악하여 직원들 중심의 교육프로그램 개발과 운영을 실시하여야 한다. 둘째, 기업체들은 사외 교육 프로그램 중 직원들이 직무수행에 도움이 될 수 있는 교육을 자발적으로 신청할 수 있도록 자율적 체계를 갖출 필요가 있다. 셋째, 기업체들은 다양한 방법을 통해 직원들의 요구를 최대한 파악하고, 나아가 최신 교육자료 및 교육 환경 등을 구축하여 신지식과 학습의 여건을 갖추어야 할 것이다. 마지막으로 기업체들은 직원들을 동반자의 개념으로 인식하여, 직무활동에 자율성 및 재미가 있을 수 있도록 직원 각각의 역량을 존중해 주어야 할 것이다.

• 보건의료산업학회지
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• 제11권3호
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• pp.13-21
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• 2017

Objectives : This study investigated the effects of psychological ownership on job attitude markers (job satisfaction and affective commitment) of employees in general hospitals. Methods : Data were collected using self-administered questionnaire completed by employees in two hospitals in Seoul and Gyeonggi-do province, from May 21 to 26, 2014. Job attitude markers were measured by job satisfaction and affective commitment. We analyzed 300 cases using SPSS 21.0. Results : Psychological ownership of hospital employees had a significant effect on the job satisfaction and affective commitment. Psychological ownership explained a total of 20.5% and 9.9% of the variance in job satisfaction and affective commitment while controlling for gender, age, marital status, work position and work experience. Conclusions : Psychological ownership of hospital employees is a useful factor and key to recruiting and conducting training program for them, thus enhancing job attitudes.

• 보건의료산업학회지
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• 제10권2호
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• pp.35-48
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• 2016

Objectives : The purpose of this study was to analyze the effects of job stress on organizational commitment among nurse working in small sized general hospitals and determine moderating effects of job satisfaction. Methods : A self-report questionnaire survey was completed by 292 nurses working at five small sized hospitals in P and K. Data were collected during March 2015 and analyzed with the SPSS 21.0 program. Results : Job satisfaction was a positive factor in organizational commitment. Job satisfaction had significant moderating effects on the relationship between job stress and organizational commitment of nurses working in small sized general hospitals. Conclusions : The results of this study indicate that various job stresses and job satisfaction have a significant effect on the organizational commitment of nurses working in small sized general hospitals. Therefore, to decrease the job stress and increase the job satisfaction of nurses working in small sized general hospitals, consideration must be given to improving the financial and psychological rewards as well as providing differentiated job training. To reduce the psychological burden of nurses, it is necessary to develop adaptation programs of nurses.

• The Journal of Asian Finance, Economics and Business
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• 제5권4호
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• pp.161-172
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• 2018

The purpose of this study is to investigate the causal relationship between job characteristics and creativity. The role of transformational leadership is also examined. To identify the relationship between core team job characteristics and transformational leadership, an empirical survey was conducted through surveys of domestic distribution companies. Among the collected questionnaires, missing and insincere responses were excluded and 636 individuals of 107 teams were used for the SPSS 18 analysis. It was found that job meaningfulness was positively related to team creativity and transformational leadership also had a significant effect. Task feedback was shown to be an important factor on the motivation to perform tasks successfully. In the case of transformational leadership, this leadership style helped individuals overcome fear by providing support, sympathy, and consideration to create novel ideas. But, its effects were different on team creativity when it interacted with core job characteristics. Departments where creativity is highly emphasized within an organization are able to design job characteristics which fit the task at hand. Moreover, transformational leadership brings about different effects on team creativity when it interacts with job characteristics. The findings of this study suggest that organizations should consider characteristics of tasks and individuals as well when conducting education and training.

• 지역사회간호학회지
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• 제23권2호
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• pp.222-230
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• 2012

Purpose: This research is to understand the effects of senior simulation on employees of elderly care facilities and utilize it in their job training. Methods: This research is a nonequivalence control group pre-to-post quasiexperiment research. 18 employees who have experienced senior simulation are set as test group and 18 other employees who have not experienced senior simulation are set as control group. Results: The hypothesis that 'the test group which has experienced senior simulation will show a positive change in their attitude on elderly care, compared to the control group' and 'the test group which has experienced senior simulation will show a positive change in understanding of elders, compared to the control group' was supported. The hypothesis that 'the test group which has experienced senior simulation will show a positive change in job satisfaction and performance of duties, compared to the control group' was dismissed. Conclusion: The senior simulation seems to contribute to elderly care facilities employees' change in their viewpoints of elders and broaden their understanding of them. The senior simulation was meaningful to provide basic help with implementing job training programs.

• 한국사회복지학
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• 제49권
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• pp.95-128
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• 2002

The present study is designed to trace the successful reform steps taken within the vocational training system in the UK and to extract a set of instructive implications for Korea's future reform path towards an efficient vocational training system conducive to youth employment. To this end, this study focuses on three major aspects of the youth vocational training system: the government's role and partnerships between training and industry, the vocational training system, and the employment support system. Implications drawn from the comparative analysis are as follows. Vocational training reform should be made within the broad paradigm of youth employment promotion. All aspects of the youth vocational training system, such as the training program structure, program content, provider, management, so on, should be reformed, step by step, within a long-term plan. In addition to the vocational training reforms. employment support programs should be enlarged, and the service delivery system should be well structured in order to enhance the effects of the training reforms. For these reforms, it is essential to make fundamental changes in the following areas: integration of youth employment policy making and its administrative structures, reinforcement of partnerships between training and industry, nation-wide standardization of job skins, and the introduction of standardized job certificate classification on a national level.

• 간호행정학회지
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• 제22권5호
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• pp.553-561
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• 2016

Purpose: This study was conducted to identify the mediating effect of affective commitment on the relationship between ethical leadership and job satisfaction. Methods: Participants were 216 nurses drawn from three general hospitals in C city. Data were analyzed using descriptive analysis, t-test, ANOVA, Pearson correlation coefficient, and multiple regression. Results: The findings from multiple regression were as follows. First, people orientation, ethical guidance of ethical leadership factors showed significant positive effects on affective commitment. Second, people orientation, ethical guidance of ethical leadership factors showed significant positive effects on job satisfaction. Finally, when ethical leadership factors and affective commitment were entered into the regression model at the same time, ethical leadership factors showed no significant effects on job satisfaction, however, affective commitment showed a significant effect and so affective commitment had a mediating effect between ethical leadership and job satisfaction. Conclusion: Results of this study indicate that affective commitment with an effect on the relationship between ethical leadership and job satisfaction plays a full mediating role. Thus, developing ethical leadership training programs for head nurses would likely increase the affective commitment and job satisfaction of staff nurses.