Earticle

Relationship marketing, which focuses on the relationship between the customers, is considered important in the field of service marketing. This research explores the impact of customers’ perceived expertise of service provider and customer’s sociability, and how these factors are related to the intention to continuously uses IT services. Relationship quality is set as a mediating variable. Relationship quality is measured by trust and commitment. Also, the relationship between trust and commitment is hypothesized and tested. Results of the analysis of survey data shows that, expertise and sociability factors have positive effect on relationship quality. Also,two factors of relationship quality - trust and commitment - have positive effects on the intention to use. In addition, trust is positively related to commitment. In conclusion, service provider’s expertise and customers’ sociability work partially as client lock-in.

본 연구는 교사의 전문성 영역과 전문성 발달 단계를 반영하는 2차원 교사자격기준을 개발하고 이의 타당성을 분석하는 것이다. 먼저 교사 전문성 영역, 교사 전문성 발달 단계를 설정한 후 연구 모형 및 교사자격기준을 개발하였다. 그리고 델파이 조사를 통한 연구를 수행하였다. 연구 결과 첫째, 연구 모형은 교사 전문성 영역을 ‘교육지식 영역’, ‘교육실천 영역’, ‘교직수행 영역’으로 구분하고, 교사 전문성 발달 단계를 ‘전문성형성단계’, ‘전문성적용단계’, ‘전문성심화단계’, ‘전문성확산단계’로 설정하여 2차원적으로 구조화하였다. 둘째, 교사자격기준에 대해 교육전문가의 반응을 조사하여 수정하였으며, 타당도와 신뢰도 분석 결과는 적합한 것으로 확인되었다. 따라서 본 연구를 통해 개발된 2차원의 교사자격기준은 교사의 전문성 신장에 기여할 수 있으며, 교사자격단계를 교사의 전문성 발달 단계에 따라 4단계 등 다단계로 구분할 수 있을 것이다.

The purpose of this study is to develope 2-dimensional teacher qualification standards, which reflect professional domains and professional levels, and to examine their validity. First, the professional domains of a teacher as well as the professional development level were determined. After that, study model and teacher qualification standards were developed. And research were conducted through Delphi survey. The results of the study are as follow. First, the model for developing teacher professionalism standards includes teaching domain and professional development levels, resulting in a 2-dimensional structure. The teacher professional domains is shown to consist of the knowledge of education domain, education practice domain, and teaching professional fulfillment domain. The teacher professional development level were presented to consist of the professional establishment level, professional application level, professional improvement level, and professional distribution level. Secondly the teacher professional standards were revised according to the comments made by experts in education. Analysis results of content validity and reliability were confirmed to be appropriate. Therefore, the 2-dimensional teacher qualification standards developed in this study may contribute to the policy improvement of personnel administration in education, and also, in practice. It can work for a basic source in relation to developing curricular for pre-service and/or in-service teacher training courses.

본 연구의 목적은 노인일자리사업 실무자의 직무관련 요인이 이직의도에 미치는 영향을 규명하고자 함이다. 이를 위해 서울 및 경기도 소재 노인일자리사업 기관에 근무하는 총 160명의 실무자를 대상으로 설문조사를 실시하였다. 연구변수로는 실무자의 직무관련 요인(업무특성, 직무여건, 운영합리성, 보상, 인간관계), 인구사회적 요인(성별, 연령, 학력, 전공, 직업, 고용형태, 노인복지 분야 경력, 종교)과 이직의도가 포함되었다. 분석결과, 직무관련 요인 중 보상과 운영합리성 순으로 노인일자리사업 실무자의 이직의도에 영향을 미치는 것으로 나타났다. 즉 실무자의 업무에 대한 보상이 클수록, 직장의 운영합리성이 높을수록 이직의도가 낮은 것으로 조사되었다. 이러한 결과를 기초로 하여 노인일자리사업 실무자의 보상 확대 및 직장 내 운영합리성 향상 방안 등이 제시되었다.

This study aims at exploring the impact of Senior Employment Program(SEP) Workers' job related factors on their intentions of job turnover. Data were collected from 160 practitioners of SEP in Seoul City and Gyeonggi Province. They responded to the survey which measured socio-demographic factors, job related factors(job characteristics, job conditions, rationality management, rewards, and human relations) and intentions of job turnover. Results of regression showed that rewards was found to be the most important factor among the factors of job turn over intention of SEP workers, followed by rationality management of workplace. That is, the greater the compensation for the work and rationality management of SEP are, the lower the turnover of SEP workers is. Some recommendations, including high rewards for the SEP practitioners and improvement of rationality management for institutions of SEP were suggested.

기업들의 IT인프라와 이에 기반을 둔 정보 전략 및 정보 처리/활용 역량은 기업의 핵심 경쟁력으로 인식되고 있다. 지금까지 IT부서 역량에 관한 연구에서는 IT아웃소싱 증가와 같은 IT환경 변화에 따른 IT부서 역량의 변화를 충분히 반영하지 못하고 있다. 본 연구에서는 IT실무자를 대상으로 Q방법론을 이용하여 IT부서의 역량에 대한 주관적인 인식 유형을 조사하여 세분화하였다. 세분화된 유형 간 차이가 나는 영역과 공통으로 동의하는 영역을 분석하여, IT아웃소싱 환경하에 IT부서의 역량을 어떻게 인식하고 있는지를 구분한 것에서 본 연구의 의의가 있다고 하겠다. 연구 결과, IT실무자들은 IT역량을 ‘비즈니스 혁신 리딩형’, ‘비즈니스 지원형’, ‘IT프로젝트 관리형’의 총 3가지 유형으로 인식하고 있었으며, 세 가지 유형에서 공통적으로 IT시스템 유지 및 관리, 모니터링, 계약 등 전통적인 IT관리 부문은 아웃소싱의 대상으로 보고 있었다.

Information technology (IT) competence is a critical resource in today’s business. This study explores subjective views on IT competence in today’s fast advancing technological environment. Using Q-methodology, 22 participants classified 52 different descriptions of IT competence. Results indicate the existence of three different views on IT competence: (1) business innovation, (2) business support, and (3) project management. Interestingly, all of these three different perspectives commonly points out the asset management, contract monitoring and vendor development as non-critical IT competence.

This article, at first, discussed the theory of corporate governance and the special features of the cooperatives' management and governance. Second, it discussed the size of boards of directors, methods cooperatives use to select and nominate board candidates and examined election and member voting policies in agricultural cooperatives in U.S. Third, this article identified seven basic responsibilities imposed on every cooperative board of directors and the legal standards that directors must meet and can protect themselves as well as the cooperative. Finally, This article suggested some implications to improve the capabilities of agricultural cooperatives' board of directors and research issues.

본 연구의 목적은 전국의 노인 돌봄 서비스관리자를 대상으로 직무만족 현황을 살펴봄과 동시에, 개인적요인, 근무관련요인, 서비스관련요인들이 직무만족에 어떠한 영향을 미치는지 알아보는데 있다. 이를 통해 직무만족 향상을 위한 정책적 대안과 실천적 방안들을 제시해 보고자 한다. 본 연구 목적을 달성하기 위하여 전국에서 현재 수행 중에 있는 노인 돌봄 사업수행기관 244개 가운데 각 기관을 대표한 231명에 대해 수집된 자료 중, 분석 유효한 자료 220개를 활용하여 분석하였다. 분석을 통해 어떠한 요인이 서비스관리자의 직무만족에 영향을 미치며, 어느 정도 영향을 미치는지 파악한 결과 직무만족의 수준은 3.01로 중간을 조금 넘는 수준에 머무르고 있는 것으로 나타났다. 그런데 여성보다는 남성이, 연령이 낮은 미혼이, 계약직보다는 정규직이 그리고 타 업무를 병행하지 않는 서비스 관리자의 만족도가 상대적으로 더 높은 것으로 나타났다. 또한 직무만족에 영향을 미치는 요인을 살펴본 바, 개인관련요인으로는 성별이, 근무관련요인은 타 업무 병행 여부와 기관장의 의지가, 서비스관련 요인은 서비스 태도가 직무만족에 영향을 미치는 것으로 나타났다. 그 가운데도 기관장의 의지가 가장 큰 영향을 미쳤으며, 그 다음은 서비스 태도, 타 업무 병행 여부, 성별 순으로 밝혀졌다. 이러한 결과를 바탕으로 볼 때, 사업수행기관의 기관장 지지와 관심이 높거나, 서비스 태도가 좋고, 타 업무를 병행하지 않으며, 남성일수록 만족도가 높음을 알 수 있었다. 따라서 만족도가 평균 이하로 낮은 수준인 급여 및 각종혜택과 고용의 안정성 및 업무량이나 근무시간의 적절성, 근무시설 및 복지후생여건의 개선 등에 관한 방안의 개선이 요구되었다. 특별히 급여의 경우 3년 연속 동결된 낮은 급여로 인하여 그 개선이 절실히 필요하며, 업무량 및 근무시간의 적절성 문제 해결을 위해서는 사업수행기관에서 타 업무와의 병행을 하지 않도록 하며, 노인돌보미의 인력을 활용하여 행정지원을 받는 방법도 고려해 볼 수 있을 것 같다. 특히 사업의 성공 및 효과성을 유지하기 위해서는 휴먼서비스의 핵심이 되는 서비스 관리자들의 직무만족 향상을 위한 지속적인 노력이 요구된다.

This study is to examine the job satisfaction of the social workers who manage the elderly care service in country, in order to find political alternatives and practical strategies for improving job satisfaction. The Factors to effect on job satisfaction are categorized as three groups ; personal factors, working environment factors and service related factors. The survey was conducted by 231 social workers who participated in a national seminar among 244 elderly care facilities in country, and 220 effective data were collected. Which factors effected on the job satisfaction of social workers and how much effected on it by them were mainly analyzed. The mean of job satisfaction status was 3.01, which was slightly higher than average(2.5). Men had higher job satisfaction than women. The unmarried than the married, permanent workers than contract workers, and workers who didn't execute other jobs had higher job satisfaction also. And The main factors which effected on job satisfaction were sex among personal factors, the manager willingness and not executing other jobs among working environment factors, and service attitude among service related factors. Particularly, the manager willingness was shown to effect on job satisfaction the most, and then service attitude, not executing other jobs and sex effected on it in order. The result showed that the elderly care facilities which had stronger manager willingness and better service attitude provided higher job satisfaction, and men who didn't execute other jobs than women had higher job satisfaction. The job satisfactions of payment and benefits, employment stability, appropriateness of working amount and working time, working environment and welfare conditions were lower than average. Therefore, the strategies to improve the lower job conditions are promptly required. Above all, the low payment strategy that has not been increased at all for 3 years has to be changed. In addition, it is important for the social workers not to execute other jobs as much as possible in order to reduce working amount and working time appropriately. In conclusion, it is required to try to improve the job satisfaction of the social workers who are the core of human service continually, which will make the elderly care service successful and effectiveness improved.

The purpose of this study is to analyze the inequality of the farm household income and to decompose its factors with the panel data of Farm Household Economy Survey in 1998～2002. The inequality trend of farm household income is assessed by inequality index decompositions by income source, by farm manager's age and by the standard farm size.The main results in this study are followings. Frist, the inequality of farm household income among farms is being aggravated. Second, the result of farm income source inequality analysis shows that the inequality of farm income holds the largest portion in the inequality of farm household income and the portion is being increased. Third, the inequality among farm manager's age is aggravated. Especially, the inequality of farm household income and farm income of under 30-year-old are making worse. Fourth, the smaller the standard farm acreage, the worse the inequality of farm household income and farm income.