20대 여성의 면접메이크업에 관한 인식도 및 실태조사

진형여 ( Hyung Yeo Jin ),김정희 ( Jeong Hee Kim ) 한국미용학회 2010 한국미용학회지 Vol.16 No.2

This research is focused on image make-up which is considered as an important strategy for a successful job interview in modern society. The result from a job interview make-up survey which targeted 300 Korean women at the age of around 20`s women so as to find out the reality of job interview make-up as well as their understanding about this was summarized as follows; As a result, 52% of the participants answered that the main reason for wearing make-up to their job interviews was to create an attractive and better impression at the first time; thus, it was possible to conclude that the majority of Korean women has realized the importance of the job interview make-up. They also thought that wearing make-up could bringthem better results for their job interviews. Furthermore, most answers from 95.2% of the participants showed that people actually wore make-up before their job interviews and if they did not have enough skills for that, they would be willing to learn or improve their abilities with professionals. In fact, their job interview make-up was usually done with natural bright skin tones, even for eye shadow, blusher and lip techniques. Overall, as a matter of fact, the majority of Korean women agreed with the significance of the job interview make-up style. There were also many positive opinions about wearing make-up for the job interviews. For example, a large number of people will spend their time on developing their job interview make-up abilities if there is a good opportunity. Additionally, to get basic levels. female job interviewees should only practice twice. Finally, the researcher hopes that this survey will help a further research on job interview make-up and can be a good model of study for the evolution of their future job interview makeup service and education.

일반 논문 : 면담 교육을 위한 교육 내용 구성 방법

주경희 ( Kyung Hee Chu ) 한국어교육학회(구 한국국어교육연구학회) 2011 국어교육 Vol.0 No.135

In this thesis, the concept of interview was established as text to learn information and opinions through face to face interaction between interviewer and interviewee. When considering paradigm of Korean language education purposed on language use, interview education must focus on interviewing. Therefore, it must be organized that focusing on how to ask questions and how to answer the questions depending upon the roles of the interview participants. This is different from focusing on the interview procedures in terms of external language usage such as how to choose interviewer. Questions and answers during interview are encoded and decoded according to the purpose of interview, relationship of interview participants, motivation for participation, etc unlike occurrence in everyday life. When it is done in such a manner, interview education does not stop at the interview activities but can teach how to ask question according to purpose, proper interpretation, and how to answer according to the questioning motivation. The more we discuss interview techniques debating theories regarding interview from pragmatics or discourse analysis perspectives, the richer the contents of Korean language education.

인터뷰 면접자 담화에 나타난 "상호작용 활성화" 발화 연구

강현주 ( Hyun Ju Kang ) 이중언어학회 2011 이중언어학 Vol.47 No.-

Bilingual Research The aim of this study is to examine the interview`s discourse during oral proficiency interviews to reveal the interviewer`s influence en invigorating the dialogue. The interview has been utilized as vehicle for speaking evaluation for an antiquated time. However, it has been pointed out that this evaluation method has a limit in inferring the candidate`s communicative competence. By analyzing the interviewer`s accommodation, this paper will look at the limitation further revealing the influence of the interviewer during the oral proficiency interview. Therefore, this study evaluates the result of oral proficiency interview administered by Korea language institute in Korea Three interviewer discourse samples from each beginner and advanced levels, accordingly, were examined and then corresponded to Lazaraton`s suggested eight interlocutors` support types. This results revealed whether the interviewer`s interactive oral proficiency was maintaining the interview and if it was successful in eliciting the candidate`s oral performance. However, it was discovered that the interviewer`s evaluation and similar discourse was rather suppressing the candidate`s oral performance. (Karen University)

한국어 뉴스 인터뷰 대화에서 나타나는 관계 설정의 전환(footing shift) : 인터뷰어의 질문을 중심으로

유현빈(Yoo, Hyunbin) 한국사회언어학회 2022 사회언어학 Vol.30 No.1

This paper analyzes the footing shift by focusing on an interviewer’s questioning from the conversation of a Korean TV news interview. By dividing the interviewer’s questions into adversarial questions and non-adversarial questions, this study investigates what footing shift functions and what the interviewer wants to achieve through it. The analysis of the news interview reveals that footing shift in adversarial questions performs a function of defense. The interviewer attributes the responsibility of remarks that criticize and refute interviewees to a third party so that they can defend themselves against the criticism of attacking interviewees. On the other hand, the footing shift in non-adversarial questions is used to introduce a new topic to the conversation. The interviewer speaks on behalf of a third party when the new topic indicates one’s position on a contentious topic. It enables the interviewer to entirely conceal his personal opinion and lead the discussion in depth. In conclusion, footing shift in questions allows an interviewer to satisfy institutional demands of the news interview. Furthermore, it is found that interviewees collaborate to preserve the interviewer’s stance of footing shift in their responses.

여가,레크리에이션학 : 유아체육 지도자의 지도경험에 관한 사진유도연구

권문배(MunBaeKwon),한우진(WooJinHan) 한국체육학회 2005 한국체육학회지 Vol.44 No.6

The purpose of this study is to introduce a new methodology which is called photo elicitation study. Specifically, this exploratory study used Photo Elicitation Interview (PEI) to investigate teaching experiences on the physical education program instructor of the early childhood. Furthermore, this study tried to show the direction for the development of future qualitative research method using photo elicitiation interview which is one of the visual research. For better understandings of the teaching experiences on the physical education instructor of the early childhood, a qualitative research method approach should be taken that can illustrate experiences of the early childhood and instructors effectively and can draw deep and sincere conversation. To accomplish the purpose of this study more effectively, the investigator utilized the Photo Elicitation Interview(PEI) to supplement and clarify data obtained through traditional interviews. Data collection was conducted through various methods such as photo elicitation interview, in-depth interview and non participative observation. Therefore, the investigator could compare photo elicitiation interview and in-depth interview. The collected data were analyzed in four stages to arrive at the following conclusions: transcription, coding, categorization, and conceptualization. The results were categorized into two parts such as 1) understanding Photo Elicitation Interview by comparing general In-depth interview 2) instructor's experiences of the integrated physical education program of the early childhood. First of all, the investigator tried to compare Photo Elicitation Interview and In-depth Interview. Using photographs during interviews aided in building and capturing intense emotion, and rich experiences. Secondly, instructor's experience was categorized into five themes such as 1)having various experiences through integrated physical education program, 2)flow, 3)social development, 4)emotional and psychological development, 5)physical development. As mentioned, this study described actual and empirical situation of the physical education for the early childhood and gave full understanding of instructors' teaching experience using a new methodology which is called Photo Elicitation Interview.

의과대학에서의 입학면접

노혜린,Roh, HyeRin 연세대학교 의과대학 2010 의학교육논단 Vol.12 No.2

This study is aimed to reflect non-cognitive traits that should be assessed in admissions interviews for medical school applicants, with the goal being to increase the reliability of the admissions interview. The admissions interview is valued for its ability to assess noncognitive and nonteachable attributes of good doctors, especially which cannot be evaluated with other admission assessment tools. Various characteristics of applicants including age, gender, exam scores, and nonverbal communication were found to have influenced the interview results. Bias from interviewers was a significant factor in the results of the interview. A Structured interview in multiple stations such as the Multiple Mini-Interview showed the highest reliability and validity. To make the interview fair, no information about the applicants was provided to the interviewers and interviewers were recruited from different backgrounds. There have been few research papers on admission interviews in Korea. Active research on the qualities of good doctors and effective and reliable admission interview methods should be encouraged. A strategy should be developed to overcome the philosophical obstacles that medical school professors want to admit academically excellent applicants.

면담,면접 지도의 원리와 실제 ; 대학에서의 면접 교육의 방향 및 지도 방법

나은미 ( Eun Mi Na ) 한국화법학회 2012 화법연구 Vol.0 No.21

이 논문은 취업 면접 교육의 방향 및 지도 방법을 논의한 것이다. 2장에서는 담화유형으로서 면접의 개념 및 특징과 대학에서의 면접 교육의 방향을 고찰하였다. 면접 담화는 특정 조직 구성원으로서 적합성을 평가하기 위한 질의응답 형식의 공적 대화라고 정의하였으며, 대학에서의 면접 교육은 화법으로서 면접뿐만 아니라 언어·비언어적 측면을 모두 고려해야 하며, 학교측과 연계한 총체적이고 실제적인 교육이 이루어져야 함을 제안하였다. 3장에서는 ``이해-전략-연습``의 과정을 포함하는 면접 교육의 방법을 제시하였다. 취업 면접 교육이 소기의 목표를 당성하기 위해서는 교수자 및 학습자 모두가 취업 면접의 성격과 최신의 면접 동향을 충분히 이해해야 할 것이다. 최근 기업이 선호하는 인재상은 인성뿐 아니라 직무역량을 갖춘 인재이며, 면접은 질문의 유형 및 문항 내용을 미리 설정하는 구조적 면접 방식으로 진행된다. 이러한 점을 충분히 이해한 후, 자기 분석과 지원 분야에 대한 직무 분석 내용을 토대로 자신에 대한 객관화된 자료를 준비하도록 한다. 이해와 분석 자료를 토대로 구체적인 응답 내용을 조직하는 연습을 한다. 자기 분석 방법으로 6H의 방법을, 예상 응답 내용을 조직에는 STAR질문법을 활용할 수 있다. 한편 면접 상황 때문에 발생하는 면접 불안에 대응하는 방법으로 상황 노출 체험을 제안하였다. 가능한 면접 상황과 유사한 환경을 조성하여 모의 면접으로 미리 상황에 노출해 보는 것이다. 필자는 지원자 체험뿐 아니라 채용자 체험을 하였는데, 지원자 체험에 앞서 면접관이 되어 채용자의 입장을 체험해 봄으로써 과잉 해석을 줄일 수 있도록 하였다. This study is about the direction of interview training in university and the teaching method. The concept and feature of the interview as a discourse type and the direction of the interview training in university are investigated in chapter 2. The interview discourse is defined as public dialogue of question-and-answer format to evaluate the suitability as a member of a particular organization, and it is proposed that all aspects, verbal or nonverbal, as well as interview as a discourse should be considered for the interview training in university and the comprehensive and practical training should be made in connection with the university. The method of interview training which includes the process of understanding-strategy- practice are presented in chapter 3. Both learners and professors should understand the nature of the job interview training and the latest trends of the interview in order to achieve the desired goal of the job interview training. A talent with job competencies as well as personality is preferred and the structured interview method which presets the type of questions and context is done in recent interviews. With full understanding of these points, the objectifying material on one`s own self should be prepared based on self-analysis and job-analysis for the field. The organization of specific responses is to be practiced based on the understanding and analyzed data. 6H can be used for self-analysis and STAR question method for the organization of the expected responses. On the other hand, the situation exposure experience is proposed as the way to respond to the interview anxiety which occurs due of the interview situation. It is to pre-expose the interviewees to the situation in mock interviews by creating an environment similar to the possible interview situation. I experienced interviewer experience as well as interviewee experience, and it helps to reduce the over-interpretation with experience of the position of recruiter by being interviewer, prior to experiencing interviewee experience.

학대 피해 장애인에 대한 수사 전 면담기법에 관한 연구

류경희(Ryu, Kyung Hee),공정식(Gong, Jung Sik) 한국피해자학회 2017 被害者學硏究 Vol.25 No.2

Over the past few years, forensic interviewing to obtain information from victims with disabilities has been discussed mainly by investigative agencies focusing on victims of sexual violence. However, disability can be a more vulnerable factor in cases such as violation of human rights, abuse, and neglect as well as sexual violence. Furthermore, victims of crime who have a disability can be less able to contact law enforcement and, without disability accommodations, help in the investigation of their victimization. All these cases against persons with disabilities are not proceeded as criminal cases. In this regard, the role of organizations for the disabled dealing with human rights and interests of persons with disabilities is very important. Because these agencies check the facts of discrimination, exploitation and violence, and abuse against persons with disabilities, ask for necessary administrative disposition, and advocate the rights of persons with disabilities. In order to fulfill this role, disability organizations providing help support and assistance for persons with disabilities should interview persons with disabilities. There are the psychological vulnerabilities of people with disabilities attempting to give reliable accounts of events when interviewed by the advocates for the disabled and when testifying in court. Due to improper interviewing, cases involving victims with disabilities have rarely been moved forward for prosecution. In other words, when an interview has not occurred or has not followed the steps of a professional interview, it may make it difficult later on to defend the interview process or content. This study aimed to increase the capacity of advocates for abuse victims who have a disability to interview to people with disabilities in a sensitive and effective manner, recognizing the unique needs of certain individuals. The main aim of the study is offering guidance and tips on approach-ing and interacting with victims who have a disability to find out if he or she has been maltreated and if they have special needs. Advocates for abuse victims who have a disability should learn proper interviewing techniques. They need to obtain an objective comprehensive history before the abuse victims or witness who have a disability is interviewed, carefully prepare for the interview. They should build rapport with interviewee by orienting the individual and conduct a non-leading, non-suggestive, and non-contaminating interview which will produce reliable and complete information from the victims. It is suggested to first ask victims with disabilities to provide a narrative account of the event in question, since this aspect of the interview tends to contain the most reliable information. The interviewer should use the questioning techniques, taking into the account the type and the degree of disability. When closing the interview, the interviewer should thank the victims with disabilities for participating, regardless of the outcome of the interview. The interviewer also should encourage the victims with disabilities to contact him or her later when the victims thinks of new information. Advocates for abuse victims who have a disability have more contact with victims than any other criminal justice professional. This makes their role critical and puts them in a unique position to assist victims immediately after the abuse and encourage and facilitate victim participation in the criminal justice system.

형사소송법 개정에 따른 경찰의 신문방법 변화방향

이윤 경찰대학교 2007 경찰학연구 Vol.7 No.2

The revised criminal procedure law that will be enforced on January 1, 2008 introduced video-recording of interview for the purpose of reinforcing the rights and interests of defendants and suspects. It needs police to change the method of investigative interview. Video-recording will prevent effectively the violation of human rights because it makes the interview and interrogation transparent, correct, lawful. But it will be used for the tool of police investigation as well. So if it will not provide effectualness and convenience, it will not be used broadly. The obstacle of using video-recording is the obligation of putting statement on written record. The revised criminal procedure law also makes written record obligatory. It obstructs the use of video-recording to have record duplicated with written statements. But this problem can be solved by changing the way of making written statements. In the case of video-recording the investigative interview, if the statement could be written by the way of descriptive form instead of question-and-answer form, and recorded briefly with the purport of statement after interview, the work will become more convenient. The change like this can be carried out under the revised criminal procedure law. And it is needed that policeman should not participate in the interview with suspect when it is video-recorded. And through the obligation to video-record the interview with some felony suspect in custody, the possibility that the innocent will be punished by false confession should be reduced. When the interview with suspects, victims. or witnesses is video-recorded, for the purpose of the human right friendly interview, the interviewer should plan and preparation the interview, let interviewee talk more than interviewer, use open-questions, summarise, control the emotion. The revised criminal procedure law is needed to be revised once more so that video-recording can prevent the violation of human rights more effectively. The admissibility of evidence of the written statement record should be ruled out. The written statement record and the video-recording should be regulated alternatively. Some interview with felony suspect should be video-recorded. The exception of policeman's participation in the interview should be established newly. The revision of criminal procedure law cannot answer the purpose until it induce law enforcement agencies to change their behavior. The criminal procedure law is expected to be revised once more so that the video-recording can be used actively by law enforcement agencies.

면접관의 자아개념과 면접관의 지원자에 대한 긍정적 반응 증진행동의 영향관계: 면접관 면접역량의 매개역할 및 대인관계의 조절역할

박기성,장영수,류형선,황호영 한국경영교육학회 2013 경영교육연구 Vol.28 No.2

Korean firms now utilize a various selection tools to select talents, however they seems to have overlooked that applicants could be a possible customer. The selection interview can be viewed as a process of dynamic interaction between Interviewers and applicants. The interviewers should evaluate applicants, and the applicants also engage in a certain decision making process with regard to the Interview. A applicant who dissatisfy the interview may harm the image of the firm, however, Korean firms may pass unnoticed such possible negative effects of the selection interview. Building on the marketing perspective, the main objective of the present study is to examine Interviewers’ behaviors which could promote the perception of applicants that they have a reasonable, fair, and well-prepared interview with the interviewers and the organization. We view that the positive and favorable reaction of applicants may be dependent on the behaviors of interviewers who play a leading role in the employment interview. This assumes that the interviewers behaviors, which could foster a favorable reaction of applicant, may vary according to the individual characteristics of Interviewers. To test our hypothesiss, first, we employ general self-efficacy (Bandura, 1977) and organization-based self-esteem (Pierce, Gardner, Cummings, and Dunham, 1989) as the self-concepts of Interviewers. There are many research which focused on applicants’ individual characteristics including knowledge, skill, ability, motivation to examine the perception of the applicants (Gilliland, 1993; Hausknecht et al., 2004; Ryan and Ployhart, 2000). however, scant research have examined the influences of interviewers on the perception of applicants (Downs, 1969; Fisher, Ilgen, and Hoyer, 1979; Liden and Parsons, 1986; Rogers and Sincoff, 1978; Rynes and Miller, 1983). The present study regards the employment selection interview as a process of dynamic interaction between interviewers and applicants, and hypothesize that the self-concepts of interviewers may influence on the reaction of the applicants. Second, this study investigates the mediating role of the interviwers’ interview competencies in the relationship between self-efficacy, self-esteem, and the interviewers’ behaviors promoting positive reactions of applicants. The process variables, that investigate the relationship between the interaction between interviewers and applicants, have received less attention in the previous literature (Chapman, Uggerslev, and Webster, 2003; Chapman and Webster, 2007; Rosse, Miller, and Stecher, 1994; Saks and McCarthy, 2006). This study assumes that the interviewers’ self-concepts would have influences on the interview competencies, in turn, the competencies would influence the behaviors of interviewers in the process of the employment selection interview. Third, we examine the moderating role of the quality of the interpersonal relationship in the relationship between the interview competencies and the Interviewers’ behaviors promoting positive reactions of applicants. Based on person-in-situation theory (Tett et al., 2003): an Interviewer, who has a better relationship with the other interviewer in a 2 and 1 Interview method (two Interviewers with one applicant) may show effective behaviors utilizing their interview competencies. The survey data was collected from 144 employees of a Korean business group. The results showed that self-esteem is positively related to the interviewer’s behaviors which promoting positive reactions of applicants, and the mediating role of the Interview competencies exists. In addition, the moderating role of the interpersonal relationship showed a negative association with the interviewers’ behaviors. Based on the findings, academic and practical implications were derived. Several issues and agenda were proposed for future research. 국내 기업들은 우수한 인재를 선발하기 위하여 다양한 선발면접을 활용하고 있지만, 지원자를 고객으로 인식하지는 못하고 있다. 선발면접은 면접관과 지원자의 역동적 상호작용이며, 지원자도 면접과 관련한 의사결정을 하고, 면접에 불만을 느낀 지원자는 해당 기업에 유, 무형의 피해를 입힐 수 있다는 점이 간과되어 왔다. 본 연구는 마케팅 관점에서 지원자를 고객으로 보고, 지원자가 합리적이고, 공정한 선발면접을 경험하였다고 지각하게 하는 면접관의 행동을 주목하였다. 왜냐하면, 지원자의 선발면접에 대한 긍정적 반응 확보는 선발면접의 행위 주체자인 면접관의 역할이기 때문이다. 지원자의 반응을 증진하는 면접관의 행동은 개인 특성에 따라 다를 것으로 보았다. 면접관의 일반적인 개인특성은 면접관의 면접역량으로 발현되고, 이를 통해 면접관의 지원자에 대한 긍정적 반응 증진행동은 향상될 것으로 보았다. 마지막으로 면접관 간의 상호작용에 관심을 두었으며, 면접관의 대인관계의 상황적 조절효과를 보았다. 본 연구는 면접관 교육에 참여한 실무 면접관 146명에게서 자료를 수집하고, 면접관의 자아개념인 자기효능감과 자긍심이 면접관의 지원자에 대한 긍정적 반응 증진행동에 미치는 영향, 면접관 면접역량의 정적인 매개효과, 면접관의 대인관계의 정적인 조절효과를 실증 분석하였다. 분석 결과를 보면, 자긍심이 면접관의 지원자에 대한 긍정적 반응 증진행동에 정적인 영향을 주며, 이러한 영향관계에서 면접역량의 정적인 매개효과가 있는 것으로 나타났다. 또한, 면접관의 대인관계의 조절효과는 가설과 다르게, 부적인 영향을 주는 것으로 나타났다. 연구결과를 토대로 연구의 시사점과 향후 연구방향을 제시하였다.