A Meta-Analysis on the Variables Related to Adolescents' Occupational Aspiration Levels

이 연구는 국내에서 수행된 청소년 직업포부 수준 관련 연구들에 대해 메타분석을 실시하였으며, 그 결과는 다음과 같다. 첫째, 성별, 학업성취, 자기효능감, 성공욕구, 가정소득, 부모학력, 부모직업, 부모기대, 학교계열 등 9개 변인이 직업포부 수준과 중간 정도의 상관관계를 갖고 있었다. 둘째, 학교급을 조절변인으로 하여 효과크기 차이를 검증한 결과, 모든 변인에서 학교급에 따른 조절효과가 나타나지 않았다. 셋째, 청소년 직업포부 수준에 영향을 미치는 가정변인의 효과크기는 과거 문헌에서 더 높게 보고되고 있었다. 넷째, 진로지도 현장에서 개입 가능한 후천적인 영향요인에는 학교계열, 자기효능감, 학업성취, 성공욕구가 있었다. 이 연구에서는 이러한 결과를 바탕으로 국내 청소년의 직업포부 수준과 영향요인들에 대한 실증 연구 확대 필요성, 청소년 직업포부 수준 영향요인 간 구조적 관계 검증의 필요성, 후기 청소년 및 발달단계에 따른 직업포부 수준 영향요인에 대한 통합적 접근의 필요성과 학생의 직업포부 수준에 맞는 진로지도 활동을 제언하였다.This study conducted a meta-analysis on the 19 studies about adolescents' occupational aspiration levels. The conclusions of the study are as follows: First, all extracted variables had a medium effect on adolescents' occupational aspiration levels. Second, school levels had no moderate effect on the variables related to adolescents' occupational aspiration levels. Third, the effect of family variables was higher in studies of the 1990s. Fourth, school type, self-efficacy, academic achievement, and desire for success were the variables that could be impacted through career guidance. Suggestions based on the results of the study are as follows: First, empirical studies on occupational aspiration levels and related variables should be conducted. Second, studies of the structural relationships of occupational aspiration levels and related variables should be implemented. Third, an integrated approach to occupational aspiration levels and related variables of post adolescents should be implemented. Fourth, occupational aspiration levels should to be reflected in career education policies

A Cohort Study of Career Types of Korean Youth during and after the Financial Crisis in the Late 1990s

이 연구는 외환위기 당시 및 이후 노동시장으로 진입한 청년층의 10년 경력을 종단적으로 유형화하여 비교？분석하고, 각 경력 유형의 인구통계학적, 진입, 과정, 결과 특성을 총체적으로 분석하였다. 이를 위해 청년층의 경력을 직업경력과 고용경력 으로 구분하여 다채널시퀀스분석을 실시하였고, 경력 유형의 인구통계학적, 진입, 과정, 결과에 대해 각 코호트 내 경력 유형별 차이 검정과 경력 유형별 코호트 간 차이 검정을 실시하였다. 이 연구의 결과 첫째, 외환위기 당시 및 이후 청년층의 경력은 안정적 사무직형, 진입유예형, 니트형, 서비스직 및 생산직 혼재형, 안정적 준전문(기술)직형, 안정적 전문직형으로 나타났다. 둘째, 외환위기 당시 여성의 경력개발 상황 및 여건은 취약한 것으로 나타났고, 대졸자는 하향취업을 하는 것으로 나타났다. 셋째, 외환위기 당시 첫 일자리 취업 소요 기간의 편차가 청년층의 경력 유형 간 큰 것으로 나타났고, 첫 일자리의 임금은 저임금으로 동결되는 것으로 나타났다. 넷째, 청년층의 이직은 경제상황과 무관한 것으로 나타났다. 다섯째, 청년층의 경력 유형에 따라 취업여부 및 근속년수 차이가 나타났으며, 외환위기 당시 입직자의 경우 10년 경과 시점에서도 경력 유형 간 임금 차이가 크지 않았다.The purpose of this study is to investigate career types of Korean youth during and after the financial crisis in the late 1990s. To accomplish the research purpose, the following questions are addressed in this study: 1. What are Korean youth's career types during and after the financial crisis in the late 1990s? 2. Can career types of Korean youth be described by demographic and entry-process-outcome phase characteristics? The findings of the study include the following: first, career types of Korean youth were identified as stable-office-workers type, deferment type, NEET (i.e. not in employment, education, or training) type, service & production-workers- mixture type, stable-technicians type, and stable- professions type. Second, women and university graduates suffered unstable and mismatched career during the financial crisis. Third, the youth had different preparation periods for their first job according to the career types, and experienced wage freeze during the financial crisis. Fourth, changing jobs was not related to financial circumstances. Fifth, depending on the career types, there were differences in employment status and years of continual services. For those who entered the labor market during the financial crisis, there were not wide wage gaps between the career types even in 10 years

페튜니아(P. hybrida L.) 꽃잎 원형질체 배양중 발현되는 유전자들의 ESTs를 이용한 염기서열 분석과 metallothionein 유사 cDNA의 일차구조 분석

학위논문(석사)--서울대학교 대학원 :생물학과,1997.Maste

Moderating Effect of Employee Turnover Rate on the Relationship between Investment on HRD and Organizational Performance: A Case of Manufacturing Industry in the Republic of Korea

이 연구는 제조업 분야 기업을 모집단으로 하여 인적자원개발에 대한 투자가 조직성과에 미치는 영향이 이직률에 의해 중재되는지를 구명하는 데 주된 목적이 있다. 이를 위하여 한국직업능력개발원의 ‘인적자본 기업패널’ 자료가 사용되었다. 패널 자료 가운데 인적자원개발에 대한 투자는 교육훈련비로, 조직성과는 종업원 1인당순이익으로, 그리고 이직률은 정규직의 이직률로 측정되었고, 통제변인인 조직규모는 종업원 수로 측정되었다. 281개 제조업 분야 기업체의 자료를 이용하여 기술통계치, 위계적 회귀분석, 이원변량분석 등이 분석에 사용되었다. 연구 결과, 인적자원개발에 대한 투자와 이직률은 조직성과에 영향을 미치고, 이직률은 인적자원개발에 대한 투자가 조직성과에 미치는 영향을 중재하며, 이직률 수준이 낮을 경우에만 인적자원개발에 대한 투자가 조직성과에 정적인 영향을 미침이 확인되었다. 연구의 결과를 바탕으로 기업 조직들은 종업원의 이직을 감소시키기 위해 다양한 노력을 해야 할 필요가 있음과 이 연구의 결과를 일반화시키기 위한 후속연구의 필요성이 제안되었다.The moderating effect of employee turnover rate on the relationship between investment on HRD(Human Resource Development) and organizational performance was explored in this study. The population for this study was the corporations of manufacturing industry in the Republic of Korea. The HCCP(Human Capital Corporate Panel, 2005) data was used for this study. After checking the data to confirm that all data were appropriate for this study, finally, the data from 281 corporations were used for the data analysis. The investment on HRD variable was measured by the annual training and development expenditure, the organizational performance variable was measured by the net profit per employee, and the employee turnover rate variable was measured by the total number of regular employees turnover divided by the total number of regular employees. Organizational size, which was measured by the total number of employees, was introduced as a control variable. All data were measured in 2004. Descriptive statistics, hierarchical multiple regression, and two-way ANOVA were introduced to identify research questions. It is identified that the investment on HRD has a positive effect on organizational performance, the turnover rate has a positive effect on organizational performance, and the turnover rate moderates the effect of HRD investment on organizational performance. The implications of these findings for future researches and practices are discussed

The Roles of the Organizational Trust and Psychological Empowerment on the Relationship between High Involvement HR System and Employee Commitment

The burgeoning literature on ways in which human resource management might lead to superior organizational performance and productivity includes reference to high commitment management, high involvement work practices, and high performance systems. While there are a number of theoretical and empirical research suggests that these management practices are not the same constructs and dimensions, a common point is the HR practices assumed causal link to organizational performance via the responses of employees. There were many attempts to identify the effectiveness of such HR system and practices, among which a few research has performed in order to improve our understanding of mediating variables inside the 'black box' of the firms. This research is aimed to reveal the mediator roles of organizational trust and psychological empowerment on the relationship between high involvement HR system and employee commitment in relations to organizational commitment and change commitment. For this purpose, 278 employees who joined any public and private organizations completed the questionnaires and LISREL was employed. The findings are: Firstly, The empirical findings of the effects of the high commitment HR system on the organizational productivity in terms of commitment to organization and change were not supported. Secondly, the mediators of organizational trust and psychological commitment were predicted from the high commitment HR system. Moreover, mediator roles of organizational trust and psychological empowerment on the relationship between high commitment HR system and organizational productivity were confirmed. Finally, some implications are included.2

A Comparative Analysis on the Business Ethics Perception of Korean and Japan Managers

A Comparative Analysis on the Business Ethics Perception of Korean and Japan Managers2

A Study of the Links Between the 3-Component of Ethical Commitment and Organizational Attractiveness

This research represents the first empirical research which applies Meyer and Allen's (1991) 3-Component Model of organizational commitment model into the ethical commitment. The findings supported our hypotheses that the ethical commitment can be empirically classified into 3 dimensionality of commitment such as affective, continuance, and normative. Furthermore, we proposed that 3-component of perceived ethical commitment influences differently on the organizational attractiveness. Empirical result shows that only perceived affective ethical commitment affects on the organizational attractiveness. Its result suggests corporate ethical activities and program should be affectively designed and implemented to enhance and encourage social responsibility of corporation. However, empirical findings indicated the links of 3-component of ethical commitment can influence on the perceived organizational attractiveness through the mediating role of ethics communication opportunity.2

The Hierarchical Linear Relationship among Career Commitment, Individual Characteristics and Organizational Characteristics of High School Graduate's Early Careers in Small and Medium Enterprises

이 연구의 목적은 중소기업 특성화고졸 초기경력자의 경력몰입과 개인 및 조직 특성 변인의 위계적 관계를 구명하는 데 있었다. 연구목적의 달성을 위한 변인 측정은 경력몰입, 개인특성, 조직특성변인으로 구성된 질문지를 활용하였다. 자료 분석에는 50개 기업이 사용되었으며, 각 기업당 5명이 응답하였다. 분석결과, 첫째, 중소기업 특성화고졸 초기경력자의 경력몰입 수준은 중소기업 조직 차원의 변인보다는 중소기업 특성화고졸 초기경력자 개인 차원의 변인에 의해 더 많은 영향을 받았다. 둘째, 중소기업 특성화고졸 초기경력자의 개인 특성 변인 중 근무여건과 관련하여 임금, 정규직 여부가, 심리변인과 관련하여 성장욕구와 경력계획이, 직무변인과 관련하여 직무적합성과 직무만족이 영향을 미쳤다. 셋째, 중소기업의 조직 변인인 절차공정성은 경력몰입에 영향을 미쳤다. 넷째, 중소기업 특성화고졸 초기경력자의 개인 특성 변인 중 성장욕구의 효과는 경력개발지원과 상호작용을 통해, 경력몰입에 대한 경력계획의 효과는 절차공정성, 경력개발지원과 상호작용을 통해 경력몰입에 영향을 미쳤다.The purpose of this study was to identify the hierarchical linear relationship among career commitment, individual variables and organizational variables in small and medium enterprises. To measure the variables, survey questionnaires consisting of career commitment, individual variables, and organizational variables were utilized, and 50 firms have been used for data analysis of the research model. The results from this study are as follows. First, individual level variables have four times more effective than organizational level variables on career commitment. Second, in the case of individual level variables, wages, regular or non-regular, growth need scale, career planning scale, person-job fit scale and job satisfaction have positive effects on career commitments. Third, in the case of organizational level variables, procedural justice has positive effect on career commitments. Forth, growth need and career planing has interaction effects through organizational level variables of career commitment

A Human Dynamic Model for Change Management in Public Service Organization Based on the Case of KOTRA

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