女性勤勞者의 能力開發에 관한 硏究 : 專務職을 中心으로

다국어 초록 (Multilingual Abstract)

This paper has researched the situations of ability development for women office workers as the basic data for both their occupational growth and effective utilization of their labour by firms.
In the first place, labour by companies. To begin with, it is described as a theoretical background that what is the nature and skill of ability development and achievement motive. Based on this was an evidential research about the personnel administration ability development of them.
The contents of it are as follows.
(1) general facts of women workers (age, education, marital status, years of working, pay, the motive of working routes to jobs).
(2) recognition for job and sense of identification.
(3) satisfaction for task and ability development of its duty.
(4) the policy of ability development for women workers by company.
(5) Response to the policy of ability development by them.
The result of research and analysis on the above showed that ability development of women workers was hardly performed.
Therefore this paper could point out some problems as will be stated below, and in addition drew out several betterment with them.
First, the irrationality of employment can be pointed out. The route to employment was largely through the recommendation of schools, acquaintances or the employed already working.
This gives an obstacle to employing an excellent person with ability and to employing a right person for practical task.
Hence, as for developing women office workers' ability it is naturally required to select an eligible person for a task.
And on the side of firm it is a more impending problem that a firm should open wide the door of employment to woman who are able and possess technical knowledge or skill.
Second, division of task and task itself are the problems. In case that ability development of an individual is not connected with performance of task, the individual as well as the whole organized system will be exposed to confusion and so there can happen a reverse effect. By the research it is caught in a difficult to set a function of a task, or a systematical direction or objective of ability development, because there is no articulate boundary in task division for women office workers.
Accordingly, the rational task design and the classification of task division should be the precondition to reach a valid and effective ability development.
Third, The problem is that for women there is no advance in position or pay. The modest advancement system of position is inevitable to provocation of an incentive to work, to elation of belonging consciousness, to enhancement of working morale and what not. And thus for women workers was required the system of post advancement and that of pay increase in accordance with ability.
Forth, There is a problem of pay. Women office workers are applied to a pay system other than men. The pay of women office workers is paid apart from their ability, and it is, therefore, pointed out as a great blocking fact or to ability development and task appetite.
In real circumstances it produces more or less a difficulty to apply to women the principles of the equal labour and the equal pay.
And so a sensible pay system based on ability is required to them, by getting over such a difficulty gradually.
Fifth, There is a problem of educational training. The necessity of educational training was not conceived desperately, for the task assigned to women was for the most part simple before the enforcement of the educational training, and the contents of educational training were, if anything, in the main, education for attitudes or application to working place. So for this, a firm can utilize the latent ability of a woman by enforcing, educational training relevant to a practical task itself.
Furthermore it is necessary to create jobs appropriate for women and to employ them with technical skill and knowledge about them.
Sixth, The problem of the system in personal rating can be pointed out. It is of importance to Comprehend the ability of an individual for ability development.
But the example of enforcement of personal rating system is hard to be found.
Consequently a substantial personal rating is required.
Seventh, The problem is that in the structure of consciousness of women office workers.
Despite the importance of self-enlightenment first of all, it is shown that women office workers are lacking in a positive job consciousness.
And thus the voluntary reformation of attitudes of them is, above all, required because it is seen that their ability development as to a task is as passive.
Eighth, the problem is that is education system. The qualities in having a job in case of women are already formed by school education.
But the school education is insufficient to make her proceed as a career women in reality. Accordingly, the education for initiative participation in society through school education as to women too is required.
As is stated above, the ability development for women workers be at last attained only in the care of enforcement of rational, and of support of social institutions.
Hence company can transform the recognition of women workers by human treatment and by presenting them with the possibilities of actual self-desire, and in doing so, can reach its growth with active performance of tasks by them.

목차 (Table of Contents)

• 目次
• 第1章 序論 = 5
• 第1節 硏究의 意義 및 目的 = 5
• 第2節 硏究의 方法 = 7
• 第3節 硏究의 範圍 및 構成 = 8
• 第2章 能力開發에 과한 理論的 背景 = 10
• 第1節 企業目標達成과 能力開發 = 10
• 第2節 成就動機와 能力開發 = 16
• 第3章 女性勤勞者의 能力開發에 관한 實態分析 = 21
• 第1節 應答者의 現況分析<年齡, 學歷, 結婚關係, 勤務年數, 報酬, 就業動機, 就業經路> = 21
• 第2節 女性勤勞者의 能力開發現況 = 29
• 1. 職業意識 및 會社에 대한 歸屬意識 = 29
• ① 職業에 대한 滿足度 = 29
• ② 會社에 대한 歸屬意識 및 勤務希望度 = 31
• ④ 業務에 대한 改善欲求 = 39
• 第3節 女性勤勞者에 대한 企業의 能力開發施策 = 42
• ① 敎育訓練 = 43
• ② 自己申告制 = 49
• ③ 人事考課 = 53
• ④ 社內試驗 = 56
• ⑤ 企業의 能力開發施策에 대한 女性勤勞者의 態度 = 57
• 第4章 女性勤勞者의 能力開發에 관한 問題点과 改善方案 = 61
• 第1節 採用管理의 問題点과 改善方案 = 65
• 第2節 업무분단 및 業務設計에 대한 問題点과 改善方案 = 66
• 第3節 昇進 및 昇給에 대한 問題点과 改善方案 = 67
• 第4節 賃金에 대한 問題点과 改善方案 = 68
• 第5節 敎育訓練에 대한 問題点과 改善方案 = 70
• 第6節 人事考課實施의 問題点과 改善方案 = 72
• 第7節 女性勤勞者의 意識構造에 대한 問題点과 改善方案 = 73
• 第8節 우리나라 敎育制度의 問題点과 改善方案 = 74
• 第5章 要約 및 結論 = 77
• Abstract = 81
• 參考文獻 = 86
• 附錄 = 89