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Journal of Competency Development & Learning

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역량개발학습연구 제13권 제3호 차례
역량개발학습연구 제13권 제3호 차례
역량개발학습연구 제13권 제3호/ 2018
1-3 (3 pages)
Drawing on social exchange theory and leader-member exchange (LMX) theory, this study seeks to examine the positive influences of the quality of the supervisor–subordinate relationship (i.e., LMX) on subordinates’ innovative behavior and in-role and extra-role job performance and the mediator role of innovative behaviors on the relationships of LMX with in-role and extra-role job performance. Data collected from 193 supervisor–subordinate dyads in Korean large companies across various industries indicated that (a) the quality of LMX positively affects subordinates’ innovative behaviors, in-role job performance, and extra-role job performance; (b) subordinates’ innovative behavior also positively affects subordinates’ in-role and extra-role job performance; and (c) subordinates’ innovative behaviors mediate the influence of LMX on subordinates’ in-role and extra-role job performance. The findings of this study highlight the importance of developing a high-quality LMX relationship for performance improvement and innovation for employees. Moreover, given the fact that innovative behaviors were found to be a significant mediator between LMX and performance, it is important for leaders to provide supportive resources (e.g., open communication, access to information, and consideration of the unique needs of employees) that encourage innovative behaviors.
The purpose of this research is to identify the effect of exchanging relations between learning leaders and learning members on work engagement and organization commitment in learning organizations. A survey was conducted among 340 persons who have participated in learning organizations at SMEs, from which 335 responses were utilized in the actual analysis. For verification of the hypotheses, SPSS for Win. 24.0 and AMOS 24.0 programs were used to analyze of structural equation model, and the results are as below. First, it shows that SMEs’ LMX provides a positive effect on work engagement. Second, Small and Medium Enterprises’ LMX actually provides a positive effect on work engagement. Third, work engagement provides a positive effect on organization commitment. Fourth, work engagement mediates the relationship between LMX and commitment to an organization. As a result, through this study, the structural relationship between LMX (exchanging relations of a learning leader and learning members), work engagement and organization commitment is identified and exchange relation of organization leader and learning members should be improved for increasing work engagement to raise productivity and enhance outcome.
The purpose of this study was to determine the effects of school climate on the regional gap by socioeconomic status (SES) (between Gangnam and non-Gangnam) in learning competences and performance of middle school students. For this purpose, the data from the Seoul Education Longitudinal Study of the sixth year by the Seoul Education Research and Information Institute were used to perform multiple regression analyses. School climate insignificantly affected learning competences and general performance of middle school students in Gangnam but significantly affected learning competences and the performance of those in non-Gangnam. Specifically, the variables affecting learning competences and performance of middle school students in Gangnam included simulated education level, private education expenditure, and class attitude, while that of middle school children in the non-Gangnam showed significant effects on the performance of learning competencies. The influence of the school climate was still maintained irrespective of factors such as a father’s education, a mother’s education, private education expenditure, class attitude, and self-directed learning time. On the basis of these results, showed the potential for school education by acting as an alternative to improving the level of learning competences performance of students with unfavorable regional conditions.
An Educational Study on the Failure Process of Re󰠏employment of University Graduates with Resignation Experience
퇴사경험이 있는 대졸 청년의 재취업 실패과정에 대한 연구
Eun Bee Kim(김은비)
역량개발학습연구 제13권 제3호/ 2018
77-107 (31 pages)
This study analyzed the structure of failure in reemployment of young university graduates with experience of leaving a company, and based on the experience, suggested an applicable substance theory possible to explain, interpret, and predict the process of failure. According to the result, first, a total of 150 concepts, 38 subcategories, and 12 categories were deducted in the process of open coding. Second, a paradigm model of young university graduates with experience of leaving a company as a result of axial coding and the stage of failure in reemployment through the process analysis were suggested. A central phenomenon of the paradigm model turned out to be repetitive failures in reemployment. Especially, negative awareness on experience in leaving a company and failure in reemployment due to a lack of preparation led to learned lethargy, and under such situations and context conditions such as the severance of human relationships, financial difficulties and low self-esteem were deducted. In this process, facing reality, grasping the situation, and exploring the necessary and satisfying factors for reemployment played as an interventional condition, and a central phenomenon called repetitive failures in reemployment was deducted. Interaction strategies appeared as finding incomplete occupational values, exploring one’s own competitiveness in the labor market and others; and such behaviors led to extreme career choice standards, inflexible career choice values, etc.
Frontline employers (FLE) are considered as one of the most valuable human resources for service oriented organizations to obtain more competitive advantage and sustainability. They represent their organization to customers and help them to build a positive image. Therefore, the organization’s success could be highly dependent on their quality of service and devotion, which could be easily affected by their leaders’ behavior. This study attempted to identify structural relationships between abusive supervision and FLEs’ customer oriented boundary spanning behavior (COBSB), mediated by their emotional labor strategies. The survey data was collected from five star hotels and resorts on Jeju Island, Korea, and a total of 459 FLEs participated in the study. Data was analyzed by structural equation modeling with AMOS 22.0. This study found that abusive supervision was negatively associated with FLE’s COBSB, and emotional labor strategies were statistically significantly mediating between them. Since abusive supervision could happen to average people, it is important for organizations to prepare some strategies to manage such abusive supervision.