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Journal of Competency Development & Learning

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일 기대가 잡 크레프팅, 잔류의도에 미치는 영향에서 직무몰입의 매개효과
The Mediating Effect of Work Engagement Between Job Expectations, Job Crafting, and Intention to Stay
유민희(Min Hee Yoo),임두헌(Doo Hun Lim),김우철(Woocheol Kim),조대연(Daeyeon Cho)
역량개발학습연구 제13권 제4호/ 2018
1-29 (29 pages)
The purpose of this study is to measure the mediating effect of work engagement on the relationship between job expectation, job crafting, and intention to stay, particularly in Korean cultural settings. This study employed structural equation modeling to test the research framework. Self-report data of the study variables were collection from 501 employees working in the various Korean workplace settings. Data analyses indicated there were positive effects of job expectations on work engagement, job crafting, and intentions to stay for a group of Korean workers. Results also showed that work engagement mediated the relationships between job expectations, job crafting, and intention to stay. While several studies have measured the effect of work engagement on several organizational outcome variables, little research has been conducted to investigate the structural influential relationships among the study variables. This study suggests that research of work engagement would be applied equally to the Asian-contexts, especially in Korea, as it has been done in Western cultures. The value of the study is to fill the research gap between the Asian and Western cultural settings.
대학 행정직 직급별 역량모델 개발 및 교육요구분석: A대학을 중심으로
Competency Modeling by Rank of the University Administration Staff and Training Needs Analysis: A Case of a National University in South Korea
이 찬(Chan Lee),김미애(Mieh Kim),임아름(Ahreum Lim)
역량개발학습연구 제13권 제4호/ 2018
31-64 (34 pages)
The purpose of this study is to develop the competency models of Higher Education Institutes administrative personnel by rank and to analyze the training needs of each competency. To achieve the study’s purpose, the role of each rank was explored and defined, which provided the basis of drafting the competency models of HEI administrative staff members. The definition and behavioral indicators of competencies were elaborated by conducting a workshop and structured interview with high performers at the organizations. Moreover, to ensure the validity of competency models, we recruited HRD specialists as the Subject Matter Experts and finalized the models. A total of 25 competencies were developed among which were five competencies of each rank. The concrete definition and three differential levels of behavioral indicators were suggested in the competency model. Additionally, as a result of training needs analysis, Decision Making of strategic leader, Reading Situation of performance leader, Conflict Management of interactive leader, Problem Solving of work leaders and responsibilities of self-leaders ranked the highest among the competencies. Based on the result, suggestions for future research in HRD were proposed
대학생의 커리어 적응성 예측모형 검증
Prediction of College Students’ Career Adaptability
하선영(Seon-Young Ha),전주성(JuSung Jun)
역량개발학습연구 제13권 제4호/ 2018
65-92 (28 pages)
The purpose of this study was to suggest and test a model that predicts early adulthood men and women’s career adaptability. Predictors were categorized into five categories: Beliefs and attitudes, competence, behavior, environment, and individual backgrounds. This study collected data using proportionate stratified sampling from 507 undergraduate students attending 12 different colleges in Seoul, Korea. An ordinal logistic regression analysis using SPSS 21.0 was used to analyze the data. The results of the study were: first, the research model was statistically significant (Nagelkerke R 2 , .654) and second, seven factors of predictors (use of emotion, appraisal support, family income per month (between two million KRW to three million KRW), self-appraisal, making plans, others’ emotional appraisal, and vocational education participation experience) had significant partial effects on career adaptability predictability. Results were discussed in terms of a Korean context.
With the national concern of the labor shortages due to the rapidly aging workforce and the low-birth rate, the Korean government has conceived several policies to attract a larger female work forces as a potential solution. Among the several family-friendly programs, flexible workplace arrangements (FWA) have emerged as an alternative solution to address women’s critical needs for work-life balance (WLB) and prevent career-interrupted women. However, FWA is still quite new to South Korea and FWA research in Korea is focused on limited areas. With the lack of well-organized literature on FWA in Korea, it would be the first step to understand FWA-related issues and to find appropriate conditions and strategies of FWA for improving Korean employees’ WLB. Thus, in the early stages of FWA study, this study focused on providing understanding the general environment surrounding FWA as well as FWA as an alternative for improving Korean female employees’ WLB. The study included definitions and types of FWA, the stakeholders related to FWA, history of FWA adoption in Korea, challenges, and strategies for the vitalization of FWA. Findings from this research not only extends our current knowledge of FWA.
Despite much emphasis on the innovation within public organizations, Korean public officials tend not to get motivated to behave creatively and innovatively. Considering positive psychological capital is the key to motivate public officials, this paper examines its relationship with innovation-oriented culture and creative behavior of the Korean public sector employees. The results show that the subcomponents of positive psychological capital impact on creative behaviors in part and the infulence is moderated according by innovation-oriented culture. This study provides a research implication that comprehensive access to both the psychological factors in an individual level and the cultural factors in an organizational level are needed in order to improve systematic national human resources development and management in public organizations in Korea where Confucian values are deeply embedded.
학습문화에 대한 HRD의 지각된 영향력이 상사 및 동료의 학습몰입과 지식공유에 미치는 영향
The Influences of Perceived Ability of HRD to Create a Learning Culture on Supervisors and Peers Commitment to Learning and Knowledge Sharing
김진모(Jinmo Kim),이 찬(Chan Lee),이현응(Hyuneung Lee),박종선(Jong Sun Park),이재은(Jaeeun Lee)
역량개발학습연구 제13권 제4호/ 2018
155-179 (25 pages)
The purpose of this study is to investigate whether the perceived ability of HRD to create a learning culture has actual influences on employees’ knowledge sharing by enhancing supervisors’ and peers’ commitment to learning. A questionnaire was distributed to organizational members from seven subsidiaries of a Korean motor company. Structural equation modeling was used to analyze the data collected from 587 participants, and the findings are as follows: First, supervisors’ and peers’ commitment to learning mediated the relationship between perceived ability of HRD to create a learning culture and knowledge sharing. Second, perceived ability of HRD to create a learning culture also had a direct positive effect on knowledge sharing. Finally, supervisors commitment to learning had an indirect positive effect on knowledge sharing via enhancement of peers commitment to learning. This study presents empirical evidences for the effects of the ability of HRD to create learning culture on knowledge sharing. Finally, details on the central role of HRD in creating a learning culture is discussed.
The purpose of this study was to investigate the structural relations among 21 st century college student competency (21CCSC), social capital, and academic adjustment perceived by college students. A total of 328 college students from D university in Korea participated in this study. The data were analyzed by using SPSS 25 and AMOS 22. Descriptive statistics, skewness and kurtosis of measured variables, correlations coefficient analysis, and test of model fitness utilizing structural equation model were executed. The results were as follows. First, there were positive correlations among measured variables, and test of normality assumptions were satisfied with examining skewness and kurtosis range criteria. Second, the results of model fitness test showed that the fitness indices χ 2 /df, TLI, CFI, and RMSEA were met the acceptable level of criteria. Third, the results of path analysis showed that there was a mediation effect of social capital between the path, 21CCSC → academic adjustment. Therefore, it is concluded that there were complete mediation role of social capital rather than partial function. Finally, the implications of the study were suggested in regarding the strategy and intervention program for enhancing the resources of social capital in order to improve 21 st century college student competency and academic adjustment.
This study examined the perception of teaching and learning processes and explored which characteristics of teaching and learning processes affect learning outcomes of K university students. Learning outcomes were measured by students subjective evaluation of indirect assessment methods, and they were classified into cognitive and non-cognitive learning outcomes. Of the total students, 115 (60.8%) were male, 62 (32.8%) were female, and 12 (6.3%) were nonresponse. According to the characteristics of students, 84 students (44.4%) were in sports science college, and 105 students (55.6%) were in life and sports college. The results of this study are as follows. First, students in the sports science college were more positive of the teaching and learning process and learning outcomes in general than students in sports and life college. Second, the variables affecting the learning outcomes across sports science college and sports and life college were different. In the case of students of sports science college, the activities of enhancing their thinking power during the class had a great influence on both cognitive/non-cognitive learning outcomes (β= 0.33, 0.29). On the other hand, the handwriting variables had a positive effect on cognitive/non-cognitive outcomes of the students in sports and life college. This study suggests that the effects of the teaching and learning process should be explored by the learning outcomes measured directly in subsequent studies.
한국군 HRD 연구동향과 발전과제
Research Trends and Issues to Improve Military HRD in South Korea
박효선(Hyo-Sun Park),김덕기(Tuck Key Kim)
역량개발학습연구 제13권 제4호/ 2018
225-254 (30 pages)
The purpose of this study is to analyze the research trends of military HRD and to suggest a direction based on this research. Therefore, the scope of the research is limited to the development of military human resources, and the academic present situation is explored, and the research reports and policy reports of the national research institutes have been analyzed. The results of the study are as follows. First, it is necessary to redefine the definition and components of military human resources development. The definition and the category must be clear, so that the current state of education and the HR department can be coordinated. Second, military human resource development has been examined through the four components of HRD, which is expanding into the areas of organization development, career development, performance management, and individual development. Third, the policies and practice areas of military HRD are changed from providing opportunities for self-development during military service to activating productive military service . Therefore, from the standpoint of the organization, it emphasizes the improvement of personal performance as well as the improvement of the organizational performance through the cultivation of high-level combatants. These studies suggest that the new definition of military HRD is needed and the policy and practice should be developed to achieve organizational goals and personal goals in a harmonious fashion.