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- 저자 : 강찬희(Chan-Hui Kang) (검색결과 3 건)
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대학생의 Big Five 성격요인이 진로의사결정유형에 미치는 영향
강찬희(Chan-Hui Kang),이남겸(Nam-Gyum Lee),황일영(Il-Young Hwang) 한국엔터테인먼트산업학회 2015 한국엔터테인먼트산업학회논문지 Vol.9 No.3
본 논문은 성격이론 중 성격 5요인이 대학생의 진로 의사결정에 미치는 영향을 나타내는지 실증분석을 통해 대학생의 진로지도에 기초자료를 제공하고자 했다. 본 연구의 결과 대학생의 Big Five 성격 유형 중 친화적 유형, 성실성 유형, 개방성 유형은 합리적인 진로의사결정 유형을 결정하는 데 영향을 미치는 것으로 나타났다. 대학생의 진로 지도는 전문적인 지도가 이루어져야 하며, 과학기술의 발달로 다양한 직업이 생겨나 이에 대비한 각종 정보를 활용한 진로지도의 필요성이 제기된다. 대학에서는 대학생들이 미래에 대한 확신감을 가지고 진로에 관한 의사결정을 할 수 있도록 제도적 장치를 마련하고 전공과 관련한 취업지도 및 생활지도와 관련된 인생설계, 봉사활동, 인성지도 등의 체계적인 진로상담 프로그램의 구축이 요구된다. This study has the purpose to identify the effects of college students" five personality factors in personality theory on career path decision and the adjustment effects of self-efficacy on career path decision through positive analysis. In summary of the study results, first among the five factors of college students personality factors, agreeableness, conscientiousness and openness to experience were found to affect rational career path decision making. Based on such study results, institutional plan and proposals were made for reality-based college education and well-organized career path consultation to raise self-efficacy of college students so that the students may prepare for their future with challenging mind, advancing in the society with confidence, and decide career path in forward-looking attitude even in rugged environment of employment.
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변혁적 리더십이 직무만족과 직무소외에 미치는 영향: 정서의 매개효과
강찬희(Chan-Hui Kang) 한국무역연구원 2019 무역연구 Vol.15 No.1
The main purposes of this study are to examine the effects of transformational leadership on job attitude (such as job satisfaction and job alienation) of organizational members and the mediating effect of affect(that is, positive affect and negative affect) on transformational leadership and job attitude (specifically, job satisfaction, job alienation). For this study, the sample consisted of 533 civil servants and used AMOS 19.0 statistical package in analysis. The results of analysis are as follows. First, there is a positive effect of transformational leadership on positive affect and a negative effect on negative affect. Second, there is a positive effect of transformational leadership to job satisfaction and a negative effect to job alienation. Third, there is a positive effect of positive affect on job satisfaction and a negative effect on job alienation. There is a negative effect of negative affect on job satisfaction and a positive effect on job alienation. Last, there is a mediating effect of affect (e.g. positive affect, negative affect) between transformational leadership and job attitude (e.g. job satisfaction, job alienation) of organizational members. These study results imply that transformational leadership can heighten positive affect and improve the job attitude of organizational members. Based on these study results, we suggested the need for further discussion amidst research limitations for effective human resource management.
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조준희(Jun-Hee Cho),강찬희(Chan-Hui Kang),최용호(Yong-Ho Choi) 한국무역연구원 2017 무역연구 Vol.13 No.3
This study reviews the influence of transformational leadership redundant on the organizational performance in a corporative organization as well as explores the mediating effect of organizational trust and superior trust as perceived by organization members. In summary, findings reveal that (a) transformational leadership has statistically significant positive influences on organizational trust and superior trust; (b) transformational leadership statistically and positively influences organizational performance; (c) organizational trust and superior trust appears to play a role of mediating between transformational leadership and systematically. In conclusion, transformational leadership in a corporative organization is an important effect factor to foster organizational trust, superior trust and organizational performance. Moreover, it appears to play a role of a mediator which has an important influence on organizational trust, superior trust and organizational performance. It improves the realizing the organizational performance of the members by conducting transformational leadership of the leader in the organization, and the organizational trust and the superior trust show the mediator effect in the relationship.
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