한(韓),일(日) 량국(兩國)의 중등교원(中等敎員) 인사제도(人事制度)에 관(關)한 비교연구(比較硏究)

조성일 ( Sung Il Cho ),이욱범 ( Wook Bum Lee ) 건국대학교 교육연구소 1991 교사와 교육(구 교육논집) Vol.15 No.-

Education serves as the most important factor of national development. A teacher, taking charge of educational work directly, is the key factor determing the success or failure of education. No one can deny how important education and teacher`s role is. And in the field of social sciences, comparative analyses are often made Despite political, economic, social, and cultural differences between regions or countries, all fields of social science share the same ultimate objective of promoting better social systeem and methods. The differences can actually plan a significant role in social studies because they suggest direction for development and provide useful information. Therefore, the purpose of this study was to try a thorough comparative analysis of the present education systems of Korean and Japan, find out problems and offer suggestions for the improvement of the education personnel administration system of secondary school teachers The thesis was divided into five chapters The first chapter was an introduction and the second, third, and fourth chapters formed the main body of the work and the last chapter was conclusion. A preliminary comparison of the personnel administration system in the two countries reveals significant differences in methods, institutions, licensing, and recruiting Such differences can be attributed to the fact that the Korean system is a relatively closed one whereas that of Japan is open. By theoretically analyzing the pros and cons of the differences, this study seeks to establish a future direction for Korea`s system of personnel administration. The Conclusion of the study is as follows (1) The current relative closed system of secondary school teacher training must be improved The teacher`s training system should not be restrained in any special educational bodies so that some candidate for a teacher can have a chance to be a teacher, If he has a talented ability in performing the education. (2) The system of teacher`s licensing urgently needs to be reviewed with a future-oriented perspective (3) To improve the quality of the teachers, before someone is admitted to the teacher`s training body or someone is employed as a teacher, all kind of the factors such as intellectual factor, physical factor, technical factor, emotronal factor of the teacher should be considered. (4) The principal`s right of the teacher`s personnel work should be strengthened (5) The teacher`s recruitement by a complete competitive examination is important, it is just as essential to ensure equal employment opportunities to prospective teachers

중등학교장의 리더십과 임파워먼트, 조직몰입 및 직무만족의 관계에 관한 연구

김민환(Kim, Min-Hwam),이욱범(Lee, Wook-Bum) 한국경영교육학회 2003 경영교육연구 Vol.31 No.-

이 연구는 중등학교 교장들 자신이 발휘하고 있는 것으로 생각하고 있는 리더십과 임파워먼트, 조직 몰입, 그리고 직무 만족 요인들간의 관계를 설문 조사하여 분석한 것이다. 조사 대상이 103명으로 소수이기 때문에 연구 결과를 일반화하는 데는 다소 문제가 있지만, 다음과 같은 분석 결과를 주목할 만하다. 학교장이 지각한 자신의 리더십 요인 중 자신의 임파워먼트에 영향을 주는 것은 카리스마와 지적 자극, 그리고 상황적 보상이다. 이러한 것은 리더십과 직무만족에서도 마찬가지이다. 그러나, 조직 몰입에는 영향을 주지 않는 것으로 분석되었다. 학교장이 지각한 임파워먼트와 조직 몰입 및 직무 만족간의 관계에서는 임파워먼트 구성 요인 중 의미감과 역량만이 정적 관계를 맺고 있다. 특히, 조직 몰입 요인 중에서는 애정 몰입과의 관계에서 유의한 것으로 밝혀졌다. 이상의 결과에 비추어 보면 학교장들은 카리스마를 비롯하여 지적 자극이나 상황적 보상 리더십을 발휘할 때 임파워먼트가 잘 형성되며, 직무 만족감도 높은 것으로 보인다. 그리고 학교 조직에 나름대로 명확한 가치를 부여하며, 업무 처리 과정에서 자신의 능력을 발휘한다고 생각할 때 직무 만족감 또한 높아진다.

보일러 폐가스(CO) 측정 실습장비 개발

임사환(Sa Hwan Leem),허용정(Yong Jeong Huh),최성주(Seong Joo Choi),이종락(Jong Rark Lee),김철진(Cheol Jin Kim),이욱범(Uk Boum Lee),하태영(Tae Young Ha),김화섭(Hwa Seop Kim),최락범(Rack Bum Choi) (사)한국CDE학회 2007 한국 CAD/CAM 학회 학술발표회 논문집 Vol.2007 No.1

高等敎育의 需要에 대한 勞動市場論的 分析

이욱범 건국대학교 1993 대학원 학술논문집 Vol.37 No.-

The purpose of this study is to find out why they want higher education in Korea. For this purpose I examined with a critical view the Labor Market Theory, which justify their great desires for higher education. This thesis consists of four chapters. In chapter Ⅱ, I described the economic value of education and my point of view in analysis. In chapter Ⅲ, I analyzed, and then advanced my opinons on, the Labor market Theory, which was developed to explain the peculiar phenomenon of Korean peoples desires for higher education. Finally, chapter Ⅳ, was various theories and their universal validities. In these investigations, I came to this comclusion : Among the various theories such as Human Capital Theory, Job Competition Model, Screening Hypothesis, Duel Labor Market Theory, and Radical Theroy, the first two, considering actual Korean situations, the most resonable and persuasive. One of the two, Human Capital Theory, says that human capital investment will make an increase in knowledge and technique, which will advance productivity and, as a result, lead to income increase. For this reasion, the theory argue, too, the demand for higher education is great. After I examined the factors having influenes on the higher education demand by the method of Regression Analysis, Human Capital Theory, when considering the average wage of the college-bred laborer, is considerably valid and realistic.(Its R Square is. 95167) The other, Job Competition Theory, argue that the employer will prefer a laborer who will cost him less train expense(According to this theory, the differences in individual abilities com from those of train expenses). The increase in higher education demand, therefore, causes substitutional employment, which means the phenomenon that job occupied formerly by low educated workers. These arguments are also valid and reasonable. These labor market theories, however, are too partial to explain our peculiar desires for higher education and our complex social phenomenon. In our conutry, I believe, our aspiration after high education will keep high for the time being. For there are many various influences, which connot of school age, a tendency to see education as a hired of consumption goods and the social atmosphere of regarding educational attainment as social position, In addition, long-lasting in colleges.

韓·日 兩國의 中等敎員 人事制度에 關한 比較硏究

趙誠一,李煜範 建國大學校 敎育硏究所 1991 論文集 Vol.15 No.-

Education serves as the most important factor of national development. A teacher, taking charge of educational work directly, is the key factor determing the success or failure of education. No one can deny how important education and teacher's role is. And in the field of social sciences, comparative analyses are often made. Despite political, economic, social, and cultural differences between regions or countries, all fields of social science share the same ultimate objective of promoting better social systeem and methods. The differences can actually plan a significant role in social studies because they suggest direction for development and provide useful information. Therefore, the purpose of this study was to try a thorough comparative analysis of the present education systems of Korean and Japan, find out problems and offer suggestions for the improvement of the education personnel administration system of secondary school teachers. The thesis was divided into five chapters. The first chapter was an introduction and the second, third, and fourth chapters formed the main body of the work and the last chapter was conclusion. A preliminary comparison of the personnel administration system in the two countries reveals significant differences in methods, institutions, licensing, and recruiting. Such differences can be attributed to the fact the Korean system is a relatively closed one whereas that of Japan is open. By theoretically analyzing the pros and cons of the differences, this study seeks to establish a future direction for Korea's system of personnel administration. The Conclusion of the study is as follows. (1) The current relative closed system of secondary school teacher training must be improved. The teacher's training system should not be restrained in any special educational bodies so that some candidate for a teacher can have a chance to be a teacher, If he has a talented ability in performing the education. (2) The system of teacher's licensing urgently needs to be reviewed with a future-oriented perspective. (3) To improve the quality of the teachers, before someone is admitted to the teacher's training body or someone is employed as a teacher, all kind of the factors such as intellectual factor, physical factor, technical factor, emotronal factor of the teacher should be considered. (4) The principal's right of the teacher's personnel work should be strengthened. (5) The teacher's recruitement by a complete competitive examination is important, it is just as essential to ensure equal employment opportunities to prospective teachers.