교사의 직무열의와 직무자원에 따른 군집별 직무만족의 차이

이성자 ( Lee Sung-ja ),정지영 ( Jeong Ji-young ),임은미 ( Lim Eun-mi ) 부산대학교 과학교육연구소 2019 교사교육연구 Vol.58 No.2

This study set out to examine if it would be possible to categorize teachers in clusters according to the sub-factors of job engagement and job resources in order to investigate any differences in job satisfaction according to these clusters. For these purposes, the investigator conducted a cluster and multi-variate analysis of 375 teachers in the Seoul, Gyeonggi and Jeonbuk regions. The findings were as follows: first, there were four clusters categorized according to the sub-factors of job engagement and job resources. Cluster 1 was named Group of high job resources and low job engagement; Cluster 2 was named Group of high job engagement and job resources; Cluster 3 was named Group of low job engagement and job resources; and Cluster 4 was named Group of low job resources and average job engagement. There were significant differences among the four clusters in career, school level, and homeroom teacher. Elementary school teachers, in particular, showed higher job engagement and job resources than middle and high school teachers. Secondly, significant differences were found in job satisfaction according to the clusters. Job satisfaction was the highest in the Group of high job engagement and job resources, which was followed by Group of high job resources and low job engagement and Group of low job resources and average job engagement. Job satisfaction was the lowest in the Group of low job engagement and job resources. These findings indicate that job resources as well as job engagement should be enhanced to increase the job satisfaction of teachers. Finally, the study discussed its implications, limitations, and proposals for follow-up studies.

취업준비 대학생의 취업불안과 구직효능감에 따른 군집유형 분류 및 취업준비행동의 차이

오은주 한국정치사회연구소 2024 한국과 국제사회 Vol.8 No.3

본 연구는 취업 준비 대학생 379명을 대상으로 설문조사를 실시하여 취업 불안과 구직효능감 수준에 따른 군집유형 분류 및 취업준비행동의 차이를 분석하였다. 수집된 자료는 SPSS 26.0을 사용하여 기술통계분석, 2단계 군집분석, 일원배치분산분석을 실시하였고, 이를 통해 군집을 분류하고 군집 간 차이를 분석하였다. 연구결과는 다음과 같다. 첫째, 취업불안과 구직효능감에 따른 군집은 4개의 군집으로 분류되었다. 군집1은 ‘낮은불안-낮은효능감 집단’으로, 군집2는 ‘낮은 불안-높은 효능감 집단’, 군집3은 ‘높은불안-중간효능감 집단’, 군집4는 ‘높은 불안-매우 낮은 효능감 집단’으로 명명하였다. 둘째, 군집 간의 취업준비행동은 차이가 있는 것으로 나타났다. 군집2(낮은 불안-높은 효능감 집단)와 군집3(높은불안-중간효능감 집단)은 군집1(낮은 불안-낮은 효능감 집단)와 군집4(높은 불안-매우 낮은 효능감 집단)에 비해 취업준비행동을 더 적극적으로 하는 것으로 나타났다. 이러한 결과는 대학생 취업지도 분야에서 군집유형별 진단을 통해 맞춤형 취업 지원 방안이 필요함을 보여주고 있다. 끝으로 연구의 시사점과 한계점, 향후 연구과제에 대해 논의하였다. This study surveyed 379 college students preparing to enter the workforce and analyzed differences in cohort characteristics and job readiness behaviors based on levels of job anxiety and job search efficacy. The findings were as follows First, the clusters were categorized into four clusters according to job anxiety and job search efficacy. Cluster1 was named 'low anxiety-low efficacy group', cluster2 was named 'low anxiety-high efficacy group', cluster3 was named 'high anxiety-medium efficacy group', and cluster4 was named 'high anxiety-very low efficacy group'. Second, the clusters differed in their job readiness behaviors. Cluster2 (low anxiety-high efficacy) and Cluster3 (high anxiety-moderate efficacy) were found to be more active in job search behaviors compared to Cluster1 (low anxiety-low efficacy) and Cluster4 (high anxiety-very low efficacy). These results suggest the need for cluster-specific diagnosis in the field of college student employment guidance to provide customized employment support. Finally, the implications, limitations, and future research issues of the study were discussed.

직무만족도가 후속출산계획에 미치는 영향: 관리자 직급의 취업모를 중심으로

이채리,장경은 한국아동학회 2022 아동학회지 Vol.43 No.4

Objectives: The study has two goals: First, it explores the effects of working mothers’ (in managerial positions) job satisfaction on their subsequent childbirth plans . In addition, it identifies the differential impact of working mothers’ job satisfaction on their future childbirth plans according to their job satisfaction type. Methods: This study used data from the Korean Women Manager Panel (2020). Research participants include 573 working mothers between their 20s and 40s who are managers and have one child. Working mothers’ job satisfaction was assessed using the Job Satisfaction Measurement Scale. This instrument comprises sub-factors including wage, working hours, work and life balance, promotion, senior, and job. Data were analyzed using cluster and logistic regression analysis. Results: The cluster analysis results suggested three clusters: Job Satisfaction Type, Job Dissatisfaction Type, and Selective Job Satisfaction Type. Additionally, job satisfaction’s effect on mothers’ subsequent childbirth plans was significant only for mothers in the Job Satisfaction group. In contrast, the impact of job satisfaction on future childbirth plans was not significant in working mothers in other groups. Conclusion: This study confirmed the differences in the effects of working mothers’ (in managerial positions) job satisfaction types on their subsequent childbirth plans. Notably, this study identified discrete groups of working mothers according to their job satisfaction. Furthermore, its findings revealed patterns of changes related to job satisfaction in their subsequent childbirth plans.

이직한 근로자가 인식한 좋은 일자리 개념도 연구

성수현,민현주 한국취업진로학회 2020 취업진로연구 Vol.10 No.3

본 연구는 이직한 근로자가 인식한 좋은 일자리에 대한 개념적 구조를 밝히고자 하였다. 이를 위해 서 서울·경기에 사는 최근 2년 이내 이직한 근로자들 11명을 대상으로 1월부터 3월까지 1:1 면접을 진 행하였다. 아이디어 산출문을 수집하고 이들을 범주화하여 평정한 후, 최종진술문 50개를 추출하였다. 이를 대상으로 중요도와 수행도를 평정하였고, 다차원척도법과 군집분석을 실시하여 2개 차원의 6개 군집으로 평정된 개념도를 작성하였다. 분석결과에 따르면 첫째, 이직한 근로자가 인식한 좋은 일자리 개념은 ‘심리적 환경’-‘물질적 환경’과 ‘직업인’-‘조직인’ 2개의 차원으로 인식하고 있었다. 또한 ‘심리적 환경’ 차원에 가장 많은 진술문들이 밀 집 분포된 것으로 나타났다. 둘째, 6개 군집을 중요도에 따라 평정한 순서는, ‘직무능력을 발휘할 수 있 는 환경’, ‘금전적 보상 충족’, ‘경력개발 지원’, ‘인간존중 문화’, ‘처우가 공평한 시스템’, ‘질적 복지와 워 라벨’ 순으로 나타났다. 셋째, 각 군집의 중요도와 수행도의 평균 차이를 볼 때, 가장 격차가 높은 것은 ‘직무능력을 발휘할 수 있는 환경’으로 중요하게 인식하고 있지만, 실행되고 있지 않은 현실적 한계를 알 수 있었다. 넷째, 선행연구들의 측정지표와 본 연구의 개념 구성요인들은 유사한 맥락적 내용을 포 함하고 있었다. 특히, ‘인간존중 문화’,‘질적 복지와 워라벨’, ‘경력개발 지원’ 은 직업적응 관점과 개인의 가치 존중, 진로발달 차원에서 중요성을 제시하였다. 본 연구의 학술적 의의는 첫째, 좋은 일자리 개념 구조에 기초적인 자료를 제공하였다. 둘째, 개념도 (Concept Mapping) 활용으로 선행연구와의 차별성을 두었다. 셋째, HRD, 취업과 진로관련 분야에서의 문항척도 개발이나 프로그램 연계 가능성이 있다. 실무적 의의는 첫째, 조직은 직무능력을 발휘할 수 있는 환경적 지원과 인간존중 문화, 일과 개인의 삶의 가치 보장 등 금전적 보상을 상쇄하고자 하는 인 적관리의 필요성을 제시하였다. 둘째, 취업지원서비스 측면에서는 개인의 상황과 가치관, 성향을 감안 하여 조직적응을 위한 진로·취업설계를 제시할 수 있어야 하고, 상담분야에서 활용하고 있는 프로그램 개발에 활용되기를 기대한다. 셋째, 근로자, 실업자, 미취업자들이 인식하고 있는 좋은 일자리는 무엇인 지, 관련제도와 정책반영의 필요성을 제시하였다. 본 연구의 한계점으로는 토론과 합의과정으로 이루어지는 아이디어 산출과 진술문 평정을 개별면접 과 온라인으로 진행하였다는 한계를 지니고 있다. 또한 이직한 근로자의 연령대별 또는 직종별 인식을 반영하는 것에 대해 후속연구로 남겨두었다. This study attempted to clarify the conceptual structure of good jobs perceived by turnover workers. To do this, one-on-one interviews were conducted from January to March for 11 workers living in Seoul and Gyeonggi-do who changed their jobs within the last two years. After collecting ideas and categorizing them, 50 final statements were extracted. For this, the importance and performance were evaluated, and a multidimensional scale method and cluster analysis were performed to create a conceptual map rated into 6 clusters in two dimensions. According to the results of the analysis, first, the concept of good jobs perceived by workers who changed their jobs was perceived in two dimensions: psychological environment-material environment and professional-organization. In addition, it was found that the most statements were densely distributed in the'psychological environment' dimension. Second, the order of evaluating the six clusters according to their importance is 'environment in which job competency can be exercised', 'financial compensation', 'support for career development ', 'culture of human respect', 'equal treatment system', 'qualitative welfare and work life balance'. Third, when looking at the average difference between the importance and performance of each cluster, the most disparity is recognized as 'the environment in which job competency can be exercised', but the practical limitations that are not being implemented were found. Fourth, the measurement indicators of previous studies and the conceptual components of this study contained similar contextual contents. In particular, “Culture of Human Respect”, “Quality Welfare and Work Life Balance,” and “Support for Career Development” suggested the importance in terms of job adaptation, respect for individual values, and career development. The academic significance of this study is: First, it provided basic data on the good job concept structure. Second, it differentiates it from previous studies by using a Concept Mapping. Third, there is the possibility of developing question scales or linking programs in HRD, employment and career-related fields. Practical significance was first, the organization suggested the need for human management to offset financial compensation, such as environmental support to demonstrate job competency, a culture of respect for humanity, and guaranteeing the value of work and personal life. Second, in terms of employment support service, it is necessary to be able to present career and employment design for organizational adaptation in consideration of individual circumstances, values, and inclinations, and is expected to be utilized in the development of programs used in the field of counseling. Third, it suggested what good jobs are recognized by workers, the unemployed who have been worked before and the unemployed who have never been worked before and the need to reflect related systems and policies. As a limitation of this study, there is a limitation in that the evaluation of ideas and statements consisting of discussion and consensus processes were conducted through individual interviews and online. In addition, it was left as a follow-up study on reflecting the perceptions by each age group or job type of workers who left the job.

농업계 고등학생의 자아존중감에 따른 직업관 차이에 관한 연구

강명보,손호기,김상범 경남대학교 산업경영연구소 2019 지역산업연구 Vol.42 No.2

In this study, high school students in agricultural field were selected for the purpose of examining the types of jobs they desire and reasons for choosing, the route of collecting job information, and the problems of agricultural and rural jobs. The study was carried out to clarify the difference of career preference and career exploration ability among high school students in agricultural field according to their assessment of self-worth, i.e., the self-esteem. From September 27, 2017 to the 29 (for three days),with 310 agricultural high school students as valid sample, SPSS 23 was used to perform descriptive statistical analysis, frequency analysis, factor analysis, reliability analysis, K-means cluster analysis, and independent sample t-test. The results have indicated that the high-school students ranked 10.3% for food and services as NCS-based desirable job, 9.2% for agriculture, forestry and fisheries, 9.1% for culture, arts, design and broadcasting, 7.9% for use and lodging, travel, entertainment, sports, and 7.7% for food processing. The reasons for choosing were their aptitude and interest were 61.3%, which was the most, good prospects for the future was 11.3%, and in line with the major field was 10.0%. The most common route of collecting job information was through the schools (employment support center, job related lecture events, etc.), which was 36.6%, personal connections (family, relatives, friends, juniors or seniors, etc.) were 23.2%, mass media (TV, radio, newspapers, magazines, etc.) was 19.5%, and job information sites of the government departments (Worknet, Career net, etc.) were 13.6%. In addition, the hypothesis test results showed that for Hypothesis 1, the four factors of job preference(Stability t=2.444/P=.015*, Prospect t=3.407/P=.001**, Challenge t=3.637/P=.000***, Specialty t=3.371/P=.001**), and Hypothesis 2, the career search ability (t=5.031/P=.000***) were significantly adopted at each statistical significance level (P<0.05), and the researchHypothesis 1 and Hypothesis 2 were supported. Based on the results of this study, it was found that the preferred job selection factors for the high school students in agriculture were 'stability> prospects> specialty> challenge', in that order. The students with higher self-esteem showed higher level of job preference and career search ability, comparing to those with lower self-esteem. Therefore, it concludes that there is a significant difference in the self-esteem as a job-related variable by looking at various occupations of high school students in agricultural field. 본 연구에서는 농업계 고교생을 대상으로 희망직종과 선택이유, 직업정보 수집경로, 농 업·농촌 일자리의 문제점을 살펴보고, 자신의 가치에 대한 평가를 의미하는 자아존중감에 대해 농업계 고등학생의 직업선호도와 진로탐색능력의 차이를 규명하는 것을 목적으로 수행 하였다. 2017년 09월 27일부터 09월 29일까지 3일간 농업계 고교 재학생 310명을 유효표본 으로 SPSS 23을 활용하여 기술통계분석, 빈도분석, 요인분석, 신뢰도분석, K-평균 군집분석, 독립표본 t-검정 등을 실시하였다. 분석결과, 고등학생들의 NCS 기반 희망직종으로는 음식ㆍ서비스가 10.3%로 순위가 가장 높았고, 농림어업 9.2%, 문화, 예술ㆍ디자인ㆍ방송 9.1%, 이용ㆍ숙박, 여행, 오락, 스포츠 7.9%, 식품가공 7.7% 등의 순으로 나타났다. 선택한 이유는 적성과 흥미가 맞아서 61.3%로 가장 많이 나타났고, 장래전망이 좋아서 11.3%, 전공분야와 일치해서 10.0% 등으로 나타났 다. 이러한 직업정보에 대한 수집경로는 학교를 통해(취업지원센터, 취업관련 강의 행사 등) 36.6%로 가장 많았고, 개인적 인맥을 통해(가족, 친지, 친구, 선ㆍ후배 등) 23.2%, 대중매체 (TV, 라디오, 신문, 잡지 등) 19.5%, 정부부처 직업정보 사이트(워크넷, 커리어넷 등) 13.6% 등 의 순으로 나타났다. 또한 가설검증 결과는 직업선호도에 대한 4가지(안정성 t=2.444/P=.015*, 장래성 t=3.407 /P=.001**, 도전성 t=3.637/P=.000***, 전문성 t=3.371/P=.001**)가설1과 진로탐색능력 (t=5.031/P=.000***)에 대한 가설2는 각각의 통계적 유의수준(P<0.05)에서 유의미하게 채택 되었으며, 연구가설로 세웠던 가설1과 가설2는 지지되었다. 이러한 결과를 토대로 본 연구는 농업계 고등학생의 직업선택요인으로‘안정성>장래성>전문성>도전성’을 차례로 선호하는 것을 알 수 있었으며, 자아존중감이 높은 학생들이 낮은 학생들보다 직업선호도와 진로탐색 능력의 수준이 높은 것으로 나타났다. 따라서 농업계 고등학생의 다양한 직업관을 살펴봄으로써 자아존중감이 직업 관련 변수로써 매우 중요한 차이가 있는 것으로 나타났다.

A Comparative Performance Study for Compute Node Sharing

Park, Jeho,Lam, Shui F. Korean Institute of Information Scientists and Eng 2012 Journal of Computing Science and Engineering Vol.6 No.4

We introduce a methodology for the study of the application-level performance of time-sharing parallel jobs on a set of compute nodes in high performance clusters and report our findings. We assume that parallel jobs arriving at a cluster need to share a set of nodes with the jobs of other users, in that they must compete for processor time in a time-sharing manner and other limited resources such as memory and I/O in a space-sharing manner. Under the assumption, we developed a methodology to simulate job arrivals to a set of compute nodes, and gather and process performance data to calculate the percentage slowdown of parallel jobs. Our goal through this study is to identify a better combination of jobs that minimize performance degradations due to resource sharing and contention. Through our experiments, we found a couple of interesting behaviors for overlapped parallel jobs, which may be used to suggest alternative job allocation schemes aiming to reduce slowdowns that will inevitably result due to resource sharing on a high performance computing cluster. We suggest three job allocation strategies based on our empirical results and propose further studies of the results using a supercomputing facility at the San Diego Supercomputing Center.

A Comparative Performance Study for Compute Node Sharing

Jeho Park,Shui F. Lam 한국정보과학회 2012 Journal of Computing Science and Engineering Vol.6 No.4

We introduce a methodology for the study of the application-level performance of time-sharing parallel jobs on a set of compute nodes in high performance clusters and report our findings. We assume that parallel jobs arriving at a cluster need to share a set of nodes with the jobs of other users, in that they must compete for processor time in a time-sharing manner and other limited resources such as memory and I/O in a space-sharing manner. Under the assumption, we developed a methodology to simulate job arrivals to a set of compute nodes, and gather and process performance data to calculate the percentage slowdown of parallel jobs. Our goal through this study is to identify a better combination of jobs that minimize performance degradations due to resource sharing and contention. Through our experiments, we found a couple of interesting behaviors for overlapped parallel jobs, which may be used to suggest alternative job allocation schemes aiming to reduce slowdowns that will inevitably result due to resource sharing on a high performance computing cluster. We suggest three job allocation strategies based on our empirical results and propose further studies of the results using a supercomputing facility at the San Diego Supercomputing Center.

놀이치료자의 심리적 소진 군집에 따른 직무만족도, 자아탄력성, 내재적 동기의 차이

임효정,진미경 한국놀이치료학회 2019 한국놀이치료학회지(놀이치료연구) Vol.22 No.2

This study classifies clusters according to sub-factors of the play therapists' burnout and verifies whether there is a difference in job satisfaction, ego-resilience and intrinsic motivation among clusters. The results were as follow. First, Job satisfaction, ego-resilience, and intrinsic motivation of play therapists showed negative correlaion with all the sub-factors of burnout. Second, play therapists were classified into three clusters: ‘well-adjusted play therapists’ with low burnout, ‘average play therapists’ with medium burnout, and ‘exhausted play therapists’ with high burnout. Third, among the sub-factors of job satisfaction, in the working itself, economic condition, working environments, human relationship and among the sub-factors of ego-resilience, in the self-confidence, interpersonal relationships efficiency, optimistic attitude and among the sub-factors of intrinsic motivation, in the fun and joy, competence, self-selection, compression and tension there were significant differences among cluster. There is significance in point that this study identified qualitative differences among burnout clusters of play therapists which provided basic data on education and supervision to widen understanding of burnout and prevent burnout. 본 연구는 놀이치료자의 심리적 소진의 하위요인에 따라 군집을 분류하고, 군집 간에 직무만족도, 자아탄력성, 내재적 동기에 차이가 있는지 검증하였다. 그 결과는 다음과 같다. 첫째, 놀이치료자의 직무만족도, 자아탄력성, 내재적 동기는 심리적 소진의 모든 하위요인과 부적 상관관계를 보였다. 둘째, 놀이치료자는 3개의 군집으로써 소진이 낮은 ‘잘 조절하는 놀이치료자’, 소진 수준이 중간인 ’평균적인 놀이치료자‘, 소진이 높은 ’고갈된 놀이치료자‘로 분류되었다. 셋째, 직무만족 하위요인 중 직무관련요인, 경제적요인, 근무환경요인, 대인관련요인 그리고 자아탄력성 하위요인 중 자신감, 대인관계 효율성, 낙관적 태도 그리고 내재적 동기 하위요인인 재미와 즐거움, 유능감, 자기선택감, 압박과 긴장에서 군집 간 유의미한 차이가 있었다. 본 연구는 놀이치료자의 소진 군집별 질적인 차이를 확인하고 소진을 예방하기 위한 교육 및 슈퍼비전에 기초자료를 제공하였다는 점에서 의의가 있다.

진로준비행동, 취업스트레스, 진로결정수준에 따른 진로준비 유형 탐색

김민정,양현정 한국상담학회 2015 상담학연구 Vol.16 No.1

This study was to identify natural groupings of undergraduate students in terms of their levels of career preparation behavior, job-seeking stress and career decision and to examine the differences among clusters in career decision making self-efficacy and career barrier. A total of 219 junior undergraduate students participated in this study. Five clusters were derived using cluster analysis: Lack of Consideration Type (Cluster 1), Worrying Type (Cluster 2), Easygoing Type (Cluster 3), Proactive Type (Cluster 4), Adaptive Type (Cluster 5). Significant differences among clusters were found in career decision making self-efficacy and career barrier. Finally, the implications and limitations of these findings and recommendations for further study were discussed. 본 연구에서는 진로준비행동, 취업스트레스, 진로결정수준 점수를 바탕으로 군집분석을 실시하여 진로준비 유형의 하위 집단을 분류하고, 각 집단별로 진로결정자기효능감과 진로결정장애에 차이가 있는지를 살펴보았다. 대학교 3학년 219명을 대상으로 군집분석을 실시한 결과, 5개의 군집이 적합한 것으로 나타났다. 각 군집의 진로준비행동과 취업스트레스, 진로결정수준에 따른 특징을 고려하여 군집 1은 ‘인식부족형’ 집단, 군집 2는 ‘고뇌형’ 집단, 군집 3은 ‘태평형’ 집단, 군집 4는 ‘실행착수형’ 집단, 군집 5는 ‘안정형’ 집단으로 명명하였다. 다변량분석을 실시한 결과, 각 집단별로 진로결정자기효능감과 진로결정장애에 유의한 차이가 나타났다. 이러한 결과를 바탕으로 진로준비 유형과 관련한 상담 장면에 대한 시사점 및 후속연구를 위한 제안 등을 논의하였다.

SW일자리 창출을 위한 지속가능성과 개방형 관점에서의 산업클러스터 사례 비교 분석

임규건(Gyoo Gun Lim),이지윤(Ji Yoon Lee),최진호(Jinho Choi) 한국경영과학회 2017 經營 科學 Vol.34 No.2

Currently, the SW industry is the center of digital economy and it is very important industry in terms of market scale and ripple effect. Due to the suffering from poor working environment of the SW industry and the disproportion of manpower supply due to the lack of experienced SW manpower, it is hard to create jobs of high quality for the SW professionals who can be applied to various convergence industries. In this study, we try to analyze the benchmarking cases of successful foreign industrial innovative clusters in order to promote sustainable development direction of SW industry and to create high quality SW jobs. First, the comparison criteria are derived from the viewpoint of creation of high quality SW jobs through an analysis of SW environment by using expert FGI (Focus Group Interview) technique. The critical success factors (CSFs) are derived by comparing and analyzing each industrial cluster cases in terms of SW job creation. This article presents the desirable implications of the cluster of SW industry that can generate SW jobs continuously from the viewpoint of ecosystem environment infrastructure. Through this study, we propose a meaningful direction of SW clusters for job creation, and solve the business inconsistency and suggest ways to increase the sustainability of core competence manpower.