지역아동센터 종사자들의 자기효능감이 문화역량에 미치는 영향 : 매개변수 전문직업성을 중심으로 = The effects of Self-Efficacy on Cultural Competence in Local Child Care Center Workers : Focusing on Mediation Effects Professionalism

다국어 초록 (Multilingual Abstract)

ABSTRACT

The effects of Self-Efficacy on Cultural Competence
in Local Child Care Center Workers
: Focusing on Mediation Effects Professionalism

Hwang, Jung-Won
Adivisor : Prof. Kim, Jin-Sook, Ph.D.
Department of Social Welfare,
Graduate School of Chosun University

Aiming at the characterization and enhancement of the relationship between local child care center workers’self-efficacy and cultural competence, this study tries to empirically clarify the influential relations of professionalism with self-efficacy and cultural competence.
This study has examined theoretical backgrounds via previous works on social welfare facilities’workers, cultural competence, local child care centers, and the literature including domestic and international papers, journals, research and statistic data from the government, and then carried out interviews and a survey in terms of a questionnaire by visiting local child care centers located in Gwangju Metropolitan City. I have performed a frequency analysis to examine the demographic and sociological characteristics of the subjects, and carried out t-test and One-Way ANOVA to clarify what influence the demographic and sociological characteristics of the subjects have on self-efficacy, professionalism, and cultural competence. I have used a multiple regression analysis to examine what influence self-efficacy and professionalism have on cultural competence, and whether professionalism play the role of media between self-efficacy and cultural competence.
The results of this study are as follows.
First, as a result of the analysis of cultural competence based on demographic and sociological characteristics, it has turned out that men had higher cultural competence than women, those subjects at ages 30’s and at ages 50’s than those at ages 20’s, those with a university or a graduate school level education than those with polytechnic colleges. There have turned out to be no differences in cultural competence due to the workers’eligibilities, but as for the differences in cultural competence due to the licenses the workers had, the first class social workers had comparatively higher competence than the 2nd class ones and those with an ordinary teacher license. As for the cultural competence in accordance with job experience, the workers with 3 or more than three years and less than 4 years of experience had significantly higher competence than those with less than 1 year of experience. As for the cultural competence in accordance with the salary levels, the workers with a million~2 million won monthly salary turned out to have higher competence than those with less than a million monthly salary, and as for the cultural competence in accordance with work positions, heads of the facilities had higher cultural competence than the social workers. As for the differences in the cultural competence due to experiences in multicultural education, it has turned out that the workers with more experiences had higher competence than those with less experiences, and as a result of the verification of the differences in cultural competence due to overseas travel experiences, it has also proved that as was the case with multicultural experiences, more travel experiences ensured higher competence than less travel experiences. As a result of the verification of the differences in cultural competence due to the presence and absence of intramural service delivery, it has turned out that those workers from the agencies providing such services for marriage migrant women, marriage migrant women’s families, foreign laborers and their families, and North Korean defectors had higher competence than those from the agencies without such services. Also, as a result of the verification of the differences in cultural competence due to the workers’experiences in multicultural direct services, it has turned out that those workers with more frequent service delivery experiences had higher cultural competence.
Second, as a result of the analysis of self-efficacy and cultural competence, the sub-factors of self-efficacy including both the motivational and cognitive sides had influence.
Third, as a result of professionalism and cultural competence, cultural recognition, a sub-factor of cultural competence, has no significant influence on such sub-factors of professionalism as belief in public services, sense of vocation, and belief in autonomy. Cultural knowledge, a sub-factor of cultural competence, has turned out to have influence on sense of vocation, a sub-factor of professionalism. Also, cultural technology, a sub-factor of cultural competence, and sense of vocation, a sub-factor of professionalism, have turned out to have significant influence.
Fourth, as a result of the verification of the hypothesis about the influence of self-efficacy on cultural competence in terms of professionalism, it has turned out that professionalism mediates the relationship between self-efficacy and cultural competence.
We can use the results of this study as basic data necessary for efficient management of human resources in local child care centers in future by attaining helpful data for self-efficacy enhancement and professionalism among local child care center workers in order to appropriately cope with demands of services that multicultural families and their children increasingly request and expect.

Keywords: Self-Efficacy, Professionalism, Cultural Competence,
Local Child Care Center Workers

목차 (Table of Contents)

• ABSTRACT ⅸ
• 제1장 서 론 1
• 제 1 절 연구의 목적 1
• 제 2 절 연구범위 및 방법 3
• 1. 연구 문제 4
• 2. 연구 방법 4
• 제 2 장 이론적 배경 6
• 제 1 절 지역아동센터 6
• 1. 지역아동센터의 특성 6
• 2. 지역아동센터 종사자의 역할 7
• 제 2 절 문화역량 9
• 1. 문화역량의 개념 9
• 2. 아동복지전문직에서의 문화역량의 필요성 12
• 3. 문화역량의 구성요소 13
• 제 3 절 자기효능감 14
• 1. 자기효능감의 개념 14
• 2. 자기효능감의 중요성 17
• 3. 자기효능감의 구성요소 18
• 제 4 절 전문직업성 19
• 1. 전문직업성의 개념 19
• 2. 전문직업성의 중요성 21
• 3. 전문직업성의 구성요소 23
• 제 5 절 선행연구 24
• 1. 자기효능감과 전문직업성 24
• 2. 전문직업성과 문화역량 25
• 3. 자기효능감과 문화역량 27
• 제 3 장 연구 설계 29
• 제 1 절 분석모형의 정립과 가설의 설정 29
• 1. 분석모형의 정립 29
• 2. 가설의 설정 30
• 제 2 절 변수의 조작화 33
• 1. 자기효능감 33
• 2. 문화역량 34
• 3. 전문직업성 35
• 제 3 절 자료의 수집과 분석 37
• 1. 자료의 수집 37
• 2. 자료의 분석 37
• 제 4 장 실증분석 41
• 제 1 절 기술적 통계 41
• 1. 변수의 기술적 통계 41
• 2. 인구·사회학적 특성별 차이검증 42
• 제 2 절 가설의 검증 73
• 1. 자기효능감과 문화역량 73
• 2. 자기효능감과 전문직업성 76
• 3. 전문직업성과 문화역량 80
• 4. 자기효능감과 문화역량간의 관계에서 전문직업성 매개효과 84
• 제 3 절 분석결과의 논의 85
• 1. 기술적 통계 분석 결과 85
• 2. 자기효능감과 문화역량 86
• 3. 자기효능감과 전문직업성 87
• 4. 전문직업성과 문화역량 87
• 5. 자기효능감과 문화역량간의 관계에서 전문직업성 매개효과 87
• 제 5 장 결 론 89
• 제 1 절 연구결과 요약 89
• 제 2 절 연구결과 시사점 92
• 1. 정책적 시사점 92
• 2. 실천적 시사점 93
• 제 3 절 향후 연구방향 94
• 참고문헌 96
• 부 록 102