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Journal of Competency Development & Learning

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진로진학상담교사의 직무재창조 수준과 방법
Level and Forms of Job Crafting of Career Counseling Teachers
장경원(Kyung won Chang),고수일(Soo il Ko)
역량개발학습연구 제13권 제1호/ 2018
1-25 (25 pages)
The role of career counseling teachers, who oversee career education, is very important, as the choice of students’ paths can vary significantly depending on their education at school. Given this background, it is important for career counseling teachers to perform their roles more proactively. This research aims to foster job crafting by examining the level and status of job crafting of career counseling teachers and reviewing their job crafting forms. The analysis revealed that cognitive crafting was the highest, followed by task crafting and relational crafting. As a result of comparing the level of job crafting by career counseling teachers by key group attributes, the job crafting level of female teachers was significantly higher than that of male teachers. As a result of examining the job crafting strategies in detail, the strategy used in the group with high job crafting score is summarized as follows. In the cognitive level, strategies in the individual domain and the relationship domain were derived, and in the task level, there were strategies in the learning, execution, and communication domains. At the relationship level, strategies in business, interaction, and network areas were derived. Strategies used by career counseling teachers at the cognitive, task, and relationship levels overlap and are interrelated in many areas, so it is necessary to understand them integrally rather than categorizing them into cognitive, task, and relationship levels. Based on these findings, the promotion of job crafting of career counseling teachers was proposed.
개인의 행복 여부 인식에 영향을 미치는 사회적 자본 요인 탐색
Exploration of Social Capital Components Affecting Individual Perception of Happiness
정은진(Eun Jin Jung),이재덕(Jae Duck Lee)
역량개발학습연구 제13권 제1호/ 2018
27-45 (19 pages)
The purpose of this study is to examine how social capital influences individual perception of happiness or unhappiness. To do this, this research utilizes data from the Korean Education and Employment Panel (KEEP) and focuses on social capital composed of ‘importance of relationship, participation in group meetings, trust of general people and groups, and feeling safety’. First, this research utilized t-test to examine whether there are significant differences of social capital between group happiness and unhappiness. Results show that the happy group possesses a higher level of social capital than the unhappy group. Second, we used logistic regression to analyze the impact of each component of social capital on individual perception of happiness or unhappiness. Results show that all the factors of social capital significantly influence individual perception of happiness or unhappiness. In particular, ‘trust of groups’ shows the highest effect on individual happiness. The next highest components are participation in group meetings, feeling safety, trust of general people, and importance of relationships. Based on these results, theoretical contribution and practical implications were discussed.
이론기반평가를 활용한 혁신도시 이전공공기관의 지역인재 채용확대 방안 연구
A Study on the Recruitment of Local Talent in Public Institutions of Innovation Cities Using Theory-based Evaluation
임경수(Kyoung Su Lim),라은종(Eun Jong Ra),이희수(Hee Su Lee)
역량개발학습연구 제13권 제1호/ 2018
47-72 (26 pages)
This study examines the implementation process of the expansion of local talent recruitment in public institutions of innovation cities. In order to realize the 30% recruitment goal, it is necessary to grasp the mechanism of the policy, and a link between the transferred public institution and the local university is required. This study analyzed the cause and mechanism of policy by using Weiss’s theory-based evaluation. The reason why the local recruitment ratio is lower than the recommended ratio is due to the problems of the regions of innovation cities and the problems of the transferred public institutions. Public agencies, local universities, and local governments have recognized that the imbalance in supply and demand of personnel, local environmental problems, lack of recruitment information, and uncertainty of the recruitment system are the root causes of these problems. As a result, joint development of local talents, configuration of local talent recruitment and management system, establishment of local talent recruitment information system, and improvement of recruitment method have been derived.
The purpose of this study was to conduct an empirical investigation in order to improve job performance and reduce employee turnover intention of national science and technology R&D researchers. To achieve this purpose, we conducted a survey on through a structural equation model. The data were analyzed using SPSS 20 (Windows) and Amos 22 Statistics Program. The summary of the results of the study is as follows. First, self-efficacy behavior has a positive effect on job performance of national science and technology R&D researchers. Second, their self-efficacy and work engagement negatively affect turnover intention. Third, self-efficacy was a statistically meaningful factor in work engagement. In conclusion, it is suggested that the national science and technology R&D researchers will need differentiated interventions to improve their work engagement effectiveness. HRD personnel at these institutions must have a new role for work engagement involving R&D researchers in order to improve job performance and turnover intention through practical education training and counseling (for the purpose of increasing self-efficacy).