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Journal of Competency Development & Learning

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The researchers and practitioners recommended the construction of the networks among lifelong educational institutions as one conditions facilitating lifelong education. The purpose of this study was to analyze the characteristics of networks among lifelong educational institutions in A region and to investigate the relations between the characteristics and the resource exchange. Data were collected from 131 institutions through a survey which contained questionnaires measuring social networks and resource exchanges. Social network analysis and multiple regression analysis were used for this purpose. The findings are as follows: (1) The type of networks of A region was non-centralized, which had not only many links but also many structural holes. The networks had 3 strata. The 3 groups were divided by K-core radial analysis. These meant that the networks had 3 of power or leadership and a collective decision-making system. Second, the networks contained institutions in 6 subregions and 8 types of businesses. These meant that the network was diverse. Third, centralization of the institutions significantly influenced resource exchange among the institutions. Based on these results, implications are discussed.
The purpose of this study was to leverage an organizational development process model to examine employee engagement activities at company S, which was going through an organizational identity crisis in the wake of merger and acquisition. The research allowed us to boost employee engagement by organizing systematic activities beyond simple activities. To this end, we conducted a case study based on McLean’s (2006) organizational development process model and used methods such as participant observation, interview and survey. The Gallup Q12, which was used by the company that has taken over company S, was customized for company S through internal experts’ feedback. We found that the organizational development process model should be applied to make and implement action plans step by step to boost employee morale. Our findings also suggest, during the process, that organizational leaders play greater roles and sub drivers should be controlled. Lastly, we discuss implications.
Pay dispersion is a topic that should be of interest from an administrative point of view because it acts as a mechanism to provide organizational members with motivation or relative deprivation. This paper examined the interaction effect between vertical pay dispersion, turnover intention, and wage competitiveness. In addition, the effect of reference group setting for pay comparison on organizational members’ perceptions was examined. As a result of multi-level analysis, pay dispersion and turnover intention showed a negative relationship, and pay competitiveness and interaction effect were confirmed. The relationship between pay dispersion and perception of organization members showed different effect sizes for reference and job level. The differences in perceptions of each job level according to the overall pay dispersion of the employee-manager level were explored. Results showed that relationships between both entry level employees’ and junior employees’ pay dispersion and turnover intention are higher than those of managers. Based on the results of this analysis, academic and practical implications are suggested.
잡 크래프팅과 직장에서의 심리적 안녕감이 조직몰입에 미치는 영향
The Influences of Job Crafting and Psychological Well-being at Work on Organizational Commitment
이현응(Hyun Eung Lee),정강욱(Kang Wook Chung)
역량개발학습연구 제13권 제2호/ 2018
85-109 (25 pages)
Job crafting is a concept related to organizational members’ proactive and spontaneous motivation that is required in the current business setting to respond to the rapidly changing environment and to satisfy the diverse needs of human resources. Job crafting can be defined as the process of changing the task or interaction with others according to one’s interests and needs. The purpose of this study is to investigate the relationship among job crafting, psychological well-being at work, and organizational commitment. The results of the analysis on data collected from 235 organizational members are as follows: First, job crafting had a significant positive effect on psychological well-being at work. Second, psychological well-being at work had a significant positive effect on organizational commitment. Third, job crafting also had a direct effect on organizational commitment. Fourth, psychological well-being at work partially mediated the relationship between job crafting and organizational commitment. The findings of this study suggest that providing autonomy by empowering the employees and implementation of training programs are required to facilitate organizational members’ job crafting.
This study examined the effect of High Performance Work System (HPWS) recognized by employees on perceived organizational innovativeness and moderation effect between the two variables. For the purpose of this study, a survey of 370 employees working in Korean IT companies operating performance-based HR policy for more than 5 years had been conducted. The results of this study are as follows. First, training and development in HPWS recognized by employees impacts perceived organizational innovativeness. However, recruiting policy, performance management, and reward plan has no impact on perceived organizational innovativeness. Second, HRM Effectiveness has no moderating effect on recruiting policy, training and development, performance management. However, it has a moderating effect on between reward plan and perceived organizational innovativeness. The results of this study demonstrated that the effect of building performance-based HR policy is needed; however, organizations should establish the plans that employees can accept for enhancing perceived organizational innovativeness from a long-term perspective. Therefore, considering that few studies exist about perceived organizational innovativeness, this study demonstrated whether HPWS recognized by employees has an effect on perceived organizational innovativeness and how to realize perceived organizational innovativeness by using the HPWS.
대학의 강의평가 만족도에 영향을 미치는 요인 분석
Analysis of Factors Affecting Satisfaction of Teaching Evaluation in the University
송영선(Young Sun Song)
역량개발학습연구 제13권 제2호/ 2018
141-163 (23 pages)
The purpose of this study is to analyze the factors affecting teaching evaluation and to draw implications for the improvement of teaching quality and teaching capacity. To this end, six variables were extracted and analyzed: ‘item validity’, ‘evaluation subject perception’, ‘use of teaching evaluation’, ‘influence factor of teaching evaluation’, ‘teaching evaluation system’, and ‘satisfaction of teaching evaluation’. The results of the analysis are as follows. First, ‘item validity’ was the most significant variable. Second, ‘improvement of teaching ability’ and ‘school interest’ among the sub factors of ‘use of teaching evaluation’ were found to be variables affecting satisfaction of teaching evaluation. Third, ‘lesson difficulty’ and ‘class size’ among the sub factors of influence factor of teaching evaluation influenced the satisfaction of teaching evaluation. Fourth, among the sub variables of the ‘teaching evaluation system’, ‘student reflection question’ and ‘narrative evaluation item’ were found to affect the satisfaction of teaching evaluation. The results suggest that the development of the evaluation items reflecting the characteristics of the curriculum, the operation of the professional organization responsible for the teaching evaluation, and the various teaching evaluation methods should be introduced.
우리나라 고학력 청년 니트족의 유형화와 니트 탈출방안
Classification of the Korean Youth NEET with Higher Education and Measures to Escape from the State of NEET
조대연(Dae Yeon Cho),김은비(Eun Bee Kim),김경근(Kyung Keun Kim),정홍인(Hong In Jeong)
역량개발학습연구 제13권 제2호/ 2018
165-190 (26 pages)
This study classified the youth NEET(Not in Education, Employment or Training) with higher education according to their work experiences and attitudes of job searching and drew measures to revitalize their entry into the labor market. For this, the present conditions and characteristics of Korean NEET were examined based on the analysis of research. Their work experiences, attitudes of job searching and measures to escape from the state of NEET through interviews were analyzed. According to the analysis results, those who still remained as NEET had negative memories related to their work experiences. They were confused by excesssive amount of work and discordance between what they had learned at university and their duties at work, which led them to search for a new job. Meanwhile, success factors to escape from the state of NEETincluded continuing to work hard in their studies despite a lack of happiness with their major, take time for positive introspection based on work experience in a and to lower their expectations. Based on these results, political implications were suggested.