조직활성화 교육이 직무만족에 미치는 영향 : 자기효능감의 매개작용

다국어 초록 (Multilingual Abstract)

The main purpose of this study is to help companies by giving information how to upgrade their strategies and skills of Human Resources Management.
Above all, our study take a profound interest on training, especially periodic employee development programs.
We analyzed agent actions of self-efficacy to prove the effects of appropriate employee development programs on Job and colleague satisfaction.
There have been many comprehensive studies on relationship between adult education and Job satisfaction. But, our study discusses it more realistically and analyzed it profoundly.
Currently, almost of the employee development programs are done eventually. There are few companies to do it annually and systematically.
So, We emphasize the importance and necessity of employee development programs and we want to offer some more efficient methodologies of training.
The employee development program is a tool of activation that makes new organizational culture by eliminating invisible distrust and conflict between individuals and organization or among departments.
Our study can be summarized as follows,
First, The employee development programs which are carried out by most companies are successful when the employees understand and accept the attitude (including joy, achievement, contentment, creativeness) toward their job which are pursuit by their company
Second, If the employee development program is done appropriately, it is much helpful to make feel closeness and to collaborate easier among the colleagues.
So, We should do employee development program annually to improve our organization’s team power.
Third, The Self-efficacy(having self-examination after training, improvement on relationship among colleagues, strengthening team work, improving self-development intention, setting up the corporate vision) is an agent for the job and appropriateness of training. So, We need to analyze the needs of employees and continuous, systematic implementation. We need to develop the differentiated programs regarding of age.
Nowadays, under Knowledge-based Management environment, employee development program is most important thing and it can create synergy effect when the vision of company is similar to that of employees.
Currently, The knowledge management and the customer satisfaction are both required simultaneously. Therefore, the best way to satisfy both factors is offering appropriate training course to employees.
The employee development program is a tool of activation that makes new organizational culture by eliminating invisible distrust and conflict between individuals and organization or among departments.
Our study can be summarized as follows,
First, The employee development programs which are carried out by most companies are successful when the employees understand and accept the attitude (including joy, achievement, contentment, creativeness) toward their job which are pursuit by their company
Second, If the employee development program is done appropriately, it is much helpful to make feel closeness and to collaborate easier among the colleagues. So, We should do employee development program annually to improve our organization’s team power.
Third, The Self-efficacy(having self-examination after training, improvement on relationship among colleagues, strengthening team work, improving self-development intention, setting up the corporate vision) is an agent for the job and appropriateness of training. So, We need to analyze the needs of employees and continuous, systematic implementation. We need to develop the differentiated programs regarding of age. Nowadays, under Knowledge-based Management environment, employee development program is most important thing and it can create synergy effect when the vision of company is similar to that of employees.
Currently, The knowledge management and the customer satisfaction are both required simultaneously. Therefore, the best way to satisfy both factors is offering appropriate training course to employees.

목차 (Table of Contents)

• 제1장 서론 = 8
• 제1절 연구의 필요성과 목적 = 8
• 제2절 연구의 방법과 범위 = 10
• 제3절 논문의 구성 = 11
• 제2장 이론적 배경 = 12
• 제1절 기업교육훈련에 대한 선행연구 = 12
• 1.기업교육훈련의 개념과 목적 = 12
• 2.기업교육의 발달과정 = 15
• 3.기업교육훈련의 유형과 평가 = 19
• 제2절 자기효능감의 이론적 고찰 = 26
• 1.자기효능감의 개념 및 특성 = 26
• 2.자기효능감의 구성요소 = 28
• 3.자기효능감의 형성과정 = 32
• 4.자기효능감과 직무만족 = 34
• 제3절 교육훈련과 직무만족 = 36
• 제3장 실증연구의 설계 = 38
• 제1절 연구모형 = 38
• 제2절 가설의 설정 = 39
• 제3절 변수의 조작적 정의 = 40
• 제4절 조사방법 = 41
• 1.설문지의 구성 = 41
• 2.표본의 개요 및 분석방법 = 42
• 제4장 실증연구의 결과분석 = 44
• 제1절 기본적 분석 = 44
• 1. 신뢰도 분석 = 44
• 2. 타당도 분석 = 44
• 3. 변수의 기술적 통계량 및 변수간의 상관관계 = 46
• 제2절 가설의 검증 및 결과의 분석 = 47
• 제5장 결론 = 51
• 제1절 연구결과의 요약 및 시사점 = 51
• 제2절 연구의 한계 및 방향 = 52
• [참고문헌] = 53
• ABSTRACT = 56
• 부록 = 58