다문화가족지원센터 종사자의 전문직업성과 직무태도 간의 관계에 관한 연구 - 임파워먼트와 자기효능감의 매개효과를 중심으로 - = A Study on the Relationship between Professionalism and Job Attitude of Workers Working at the Multicultural Family Support Center : Focusing on Mediation Effects of Empowerment and Self-efficacy

다국어 초록 (Multilingual Abstract)

As the number of foreign workers and interracial marriages has increased recently, Korea also has changed into the multicultural society and the concern of the government, media, and civil society has increased. In terms of this social trend, the multicultural family support centers have been established to support the stable settlement and family lives of multicultural families with a variety of programs such as language education, cultural activities, and family counseling. First of all, the workers working at the multicultural family support center need the professional knowledge to efficiently operate the multicultural family support center.
The purpose of this study is to analyze the relationship between professionalism and job attitude of workers working at the multicultural family support center and develop the management method for improving the level of professionalism and job attitude of workers.
This study examined the advanced studies for the theoretical background and established the analytic model and hypothesis that the factors of professionalism, empowerment, and self-efficacy affect job attitude. The subjects of survey were workers at the multicultural family support center including center executives, center-operating workers, support program workers. The answer sheets were analyzed by using SPSS for windows 17.0 program reliability(Cronbach's α). Besides, factor analysis, correlation analysis, analysis of variance(ANOVA), hierarchical regression analysis were carried out.
The composition of this study are as follows. In the first chapter as introduction, there are the purpose, range, and method of this study. The second chapter shows general understandings about professionalism, empowerment, and self-efficacy, and job attitude. It also discusses the relationship among those variables in the advanced studies. Next, the third chapter describes study design for establishing the analytic model and hypothesis based on the results of advanced studies reviewed in the first and second chapters. The fourth chapter shows the results of empirical analysis and the last chapter suggests the summary of this study and the hereafter research themes.
This study have the following results. First, there were the significant difference among professionalism, empowerment, self-efficacy, and job attitude according to the social statistical features. Second, professionalism significantly affected empowerment, self-efficacy, and job attitude. Third, professionalism significantly affected empowerment, meaning, and competence. Especially, there were significant relationship between a belief in autonomy and empowerment, a sense of calling to the field and meaning. Fourth, professionalism significantly affected self-efficacy, self-confidence, task difficulty preference. Fifth, empowerment and self-efficacy significantly affected job attitude, job satisfaction, and job commitment. Sixth, mediation effects of empowerment and self-efficacy existed between professionalism and job attitude.
The findings of this study have the following theoretical implications. First, this study specifically showed the relationship between professionalism and job satisfaction, job commitment and suggested empirical evidences that the improvement of professionalism is needed to enhance job attitude. Second, this study suggested that there are mediation effects of empowerment and self-efficacy between professionalism and job attitude. Third, this study enlarged the theoretical knowledge base by examining the relationship between professionalism and job attitude. Fourth, This study secured the empirical and appropriate data about the professional identity and characteristics of workers at the multicultural family support center and those data will be useful for the efficient human resource management in the multicultural family support center to correspond the need of services program in the multicultural society.
This study suggested the following policy implications based on the results of the study. First, to improve the professionalism of workers at the multicultural family support center, the belief in service to the public among the professionalism factors must be focused. Workers must have ethic consciousness that their works are beneficial for the public and workers themselves. For this, the internal education programs in the multicultural family support center must be prepared. Second, the sense of calling to the field and sacrifice is necessary for efficiently operating the multicultural family support center although workers have low payments and hard work situations. This needs to remove the lack of awareness and understanding about the multicultural family and the prejudice and stereotype about certain ethnic groups, races, and cultures. It is necessary to carry out not temporary but long-term and continuous policy. Third, the substantial education programs and disciplines are needed. The sharing programs that workers can exchange their experiences and know-how accumulated for several years will enable workers to outgrow the downward conventional programs of a government office. The realistic education manuals can make the self-actualization and learning effects of workers. Fourth, the government’s distinct support strategies will improve the overall effectiveness of workers and organization of the multicultural family support center. The government has to improve the social support level about workers at the multicultural family support center, strengthen the ability of the multicultural family support center, and provide the financial aids such as work-related infrastructure, incentives for securing, arranging, and operating the professional personnel. Last, due to the majority female making up workers at the multicultural family support center, a variety of welfare systems are needed. The female workers have more advantage of solving the household problems than the male workers because they can access the foreign immigrant wives as the equivalent female. So offering the convenient facilities and supporting the welfare for the female workers lead to the efficiently settlement of the multicultural family problems.

목차 (Table of Contents)

• 목 차
• ABSTRACT
• 제1장 서 론 1
• 제1절 연구목적 1
• 제2절 연구범위 및 방법 5
• 제2장 이론적 배경 8
• 제1절 다문화가족지원센터 8
• 1. 다문화가족 8
• 2. 다문화가족지원센터 20
• 3. 다문화가족지원센터 종사자 28
• 제2절 전문직업성 36
• 1. 전문직업성의 개념 36
• 2. 전문직업성 이론 38
• 3. 전문직업성의 구성요소 41
• 제3절 직무태도 47
• 1. 직무태도 47
• 2. 직무태도의 구분 48
• 제4절 임파워먼트와 자기효능감 57
• 1. 임파워먼트 57
• 2. 자기효능감 65
• 제5절 선행연구 74
• 1. 전문직업성과 직무태도 74
• 2. 임파워먼트와 직무태도 77
• 3. 자기효능감과 직무태도 79
• 4. 매개변수로서의 임파워먼트와 자기효능감 81
• 5. 선행연구의 평가 83
• 제3장 연구설계 85
• 제1절 분석모형의 정립과 가설의 설정 85
• 1. 분석모형의 정립 85
• 2. 가설의 설정 86
• 제2절 변수의 조작화와 측정 92
• 1. 변수의 조작화 92
• 2. 설문의 구성과 측정 95
• 제3절 자료의 수집과 분석 97
• 1. 자료의 수집 97
• 2. 자료의 분석 97
• 제4장 실증분석 99
• 제1절 측정도구 검증 99
• 1. 신뢰도 분석 99
• 2. 타당도 분석 100
• 제2절 기술적 통계 105
• 1. 변수의 기술적 통계 105
• 2. 사회통계적 특성별 차이분석 109
• 3. 상관관계 분석 121
• 제3절 변수간 관계 분석 123
• 1. 전문직업성과 직무태도 123
• 2. 전문직업성과 임파워먼트 125
• 3. 전문직업성과 자기효능감 128
• 4. 임파워먼트와 직무태도 131
• 5. 자기효능감과 직무태도 133
• 6. 임파워먼트, 자기효능감의 매개효과 135
• 제4절 분석결과의 논의 139
• 1. 기술적 통계 분석 결과 139
• 2. 전문직업성과 직무태도 140
• 3. 전문직업성과 임파워먼트, 자기효능감 140
• 4. 임파워먼트, 자기효능감과 직무태도 141
• 5. 임파워먼트, 자기효능감의 매개효과 142
• 제5장 결 론 143
• 제1절 연구결과 요약 143
• 제2절 연구결과 시사점 147
• 1. 이론적 시사점 147
• 2. 정책적 시사점 148
• 제3절 향후 연구방향 151
• 참 고 문 헌 153
• 부록 : 설문지 174