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The graduates of both vocational high school (VHS) and academic high school (AHS) are in a very keen competition in the labor market in Indonesia. Even though both of them have different goals, but in the fact 40% AHS graduates in Indonesia jump into labor market. So that, this article examines owners’ view point on employability of graduates from VHS and AHS who are working on Indonesia’s fashion creative industry (FCI). Using head to head comparison, twenty-four FCI owners in Indonesia were interviewed. Data were collected through open-ended interviews. A major finding is VHS graduates who are working in FCI more expected to be employees by owners, but they have weaknesses on work attitude, productivity, and adaptability skill. While, AHS graduates have lack on technical skill, but average FCI owners' view point prefer to hire AHS graduates. FCI owners’ strategies to enhance employability both of them are fostering through training and support the employees to join fashion competition.

Objectives: This study aimed to examine the characteristics influencing, and determinants of regional nursing graduates’ geographical mobility regarding finding employment. Methods: We accessed the Graduates Occupational Mobility Survey 2015–2019 data for 900 hospital nurses classified as regional nursing graduates. Results: In total, 58.1% of the regional nursing graduates remained in the school regions for 1.5 years after graduation. Conversely, 41.9% transitioned to other regions, with 22.6% moving to Seoul and 19.3% relocating to areas outside of Seoul. The probability of finding employment in Seoul was higher among nurses with a higher reservation wage, those who graduated from a high school in a region other than their nursing school region, received foreign language training, and had higher nursing school performance, and among nursing university graduates. Conclusions: Governments and hospitals should enhance the nursing environment to prevent the exodus and turnover of regional nursing graduates.

Objectives: We examined the relationship between work values and employment status of nursing graduates. Methods: We accessed the Graduate Occupational Mobility Survey 2015–2018 and on data of 1,035 nursing graduates. Results: Work environmental values were considered more important by hospital nurses (OR = 1.77, 95% CI = 1.01–3.11) and the unemployed (OR = 2.57, 95% CI = 1.25–5.30) compared to nurses working outside hospitals. Conversely, when they were older(OR = 0.87, 95% CI = 0.77–0.98), had an experience of preparing for the civil service test (OR = 0.24, 95% CI = 0.13–0.43), and considered career development values more important (OR = 0.48, 95% CI = 0.29–0.80), the likelihood of working as a nurse in a hospital (compared to outside hospitals) was significantly lower. Conclusions: Nursing schools should provide career counseling that allows students to recognize and follow work values. Furthermore, hospitals should encourage the professional development of nurses.

Purpose: As the demand for globally competent workers has increased, the importance of enhancing the global competency of nursing students is emphasized. Several nursing schools now provide global programs. However, further evaluations of such programs are necessary. In this study, we examined the global competency of nursing graduates and their experiences with the global curriculum offered by CHA University. Methods: We employed a quantitative and qualitative survey approach. We recruited a total of 255 people who graduated between 2002 and 2020, of which 12 participated in the qualitative interview. Global competency and its associated factors were examined quantitatively. The frequency, t-test, ANOVA, and Pearson’s correlation coefficient were analyzed using SPSS 23. The graduates' global competency experience was evaluated qualitatively through a set of open-ended questions. Results: The total global competency score was 3.49±0.55. The number of participants in the global competency curriculum/program was positively correlated with the total global competency score (r=.36, p＜.001). The study participants achieved a high global competency score compared to graduates from other universities. The primar y factor affecting global competency was global competency curricula, including inbound/outbound programs. Intensive foreign language studies were only effective when included in the curriculum. To meet the current global need for globally competent nurses, the appropriate knowledge and skill sets and proper attitudes and values must be cultivated. Conclusion: The more participating in the global competency curriculum/program, the higher global competency was found in this study.

Fifteen years have passed since the enactment of the Industrial Technology Innovation Promotion Act, which promoted industry cooperation activities for universities. Therefore, the study analyzes the relationship between the university's industrial cooperation activities and the college graduates' starting salaries and provides policy suggestions on improving the direction of university-industry cooperation. The study used nine-year panel data from Graduates Occupational Mobility Survey (GOMS) to conduct an empirical analysis and found that starting salaries of college graduates were not significantly higher if the university only participated in basic industry cooperation activities. On the other hand, when the quality of university-industry cooperation activities was higher, such as job search support, the starting salary of college graduates was higher. The findings suggest that university-industry cooperation activities must focus on qualitative performances rather than quantitative approaches.

This study examined activities involving the finding, organizing, managing, and re-finding of information by knowledge workers in Kuwait. This research also conducted a review of the tools needed for effective personal information management (PIM) and assessed perceptions about improving PIM through Internet use. Data were collected through semi-structured interviews conducted among 26 graduates of the Department of Information Studies at Kuwait University. These participants are currently employed in different sectors engaged in a variety of information-related activities. This study's findings indicated that participants gathered different types of information from a variety of sources. This information was stored using several devices and services, including desktop computers, shared drives, clouds, bookmarked websites, e-mail correspondence, and favorites lists. Participants organized information in personal folders according to categories such as subject/topic, time, project, document type, and geographical region. Preferred methods for information re-finding included searching by keyword and browsing through folders. Interviewees reported problems of information overload, fragmentation, and anxiety. Most were active in social media via mobile device, while some of them used Siri or Ask Google to retrieve information. Tools used for PIM included calendars, tasks, schedules, e-mail management tools, clouds, and social networking tools. Participants reported that the Internet helped with personal information management practices, but that some privacy issues arose in this context.

The Ministry of Health, Labor and Welfare in Japan has formed a scientific research study group to clarify factors inhibiting social participation of persons with intellectual disabilities. We conducted the survey with the aim of identifying the causes preventing such participation. They were rated using the common international language in the International Classification of Functioning, Disability and Health(ICF). Surveys were sent to the director of career guidance counseling in the high school sections of 451 special needs high schools nationwide, and valid responses were received from 227. Each school was asked to recall one graduate each randomly from among those employed or residing in institutions, and rate them on each of the ICF levels. The factors producing differences in the career path treatments for employment and institutional residence were then analyzed. The employed group of graduates had a mean score of no higher than 2 for any item evaluated by the ICF criteria.

최근 우리나라의 대졸 청년층은 취업난을 극심하게 겪고 있어, 일자리에 정착하는데 어 려움을 겪고 있다. 이 연구는 대졸 청년층의 일자리 곤란 원인으로 진로장벽 실태를 분석 하여 청년층 일자리 안정을 위한 방안을 제시하고자 한다. 이를 위하여 대학 졸업자의 진 로장벽 수준을 수치로 도출하고, 이러한 진로장벽이 정규직 취업과 임금수준에 미치는 영 향을 분석하였다. 분석 대상은 대졸자 직업이동경로조사(GOMS2018)에서 교육대학을 포함 한 4년제 대학교를 졸업한 30세 미만(13,596명)이다. 분석을 위하여 이용한 방법은 기술통 계 분석, 로짓회귀 모형, 표본선택편이 모형 등이다. 설문에 기반하여 선호직업 정보 부족 이나 직업 미선택 등과 관련된 직업장벽, 취업계획의 부재 등과 관련된 취업장벽, 그리고 사회적인 지원 부재 등과 관련된 외부장벽으로 진로장벽의 내용을 세분화하였다. 분석 결 과, 우리나라 대학생이 직면하는 진로장벽 가운데 외부장벽 지수(0.168)가 가장 높고, 이어 서 취업장벽(0.109)도 적지 않은 편이다. 졸업 후 일자리로 이행과 관련하여 직업장벽은 정 규직 취업 가능성을 오히려 높이고 있으나, 외부장벽은 여자 졸업생을 중심으로 뚜렷하게 취업 가능성을 낮추고 있다. 취업한 일자리에서 받은 임금수준을 보면 직업장벽이 여자 졸 업생의 임금 상승에 긍정적인 영향을 미치나, 취업장벽과 외부장벽은 여자 졸업생을 중심 으로 임금수준에 부정적인 영향을 주는 것으로 확인되었다. 도출된 결과를 바탕으로 정책 시사점을 제언하였다.

Young adults with tertiary education degrees in Korea have experienced severe difficulties in finding jobs and settling down in their work. This study was to examine the trends of career barriers that university graduates experience as one of job difficulties in the workplace and suggest ways for them to adapt themselves in jobs based on a multifaceted analysis of career barriers. To this end, career barriers they perceived were scaled numerically, and the effects of the barriers on regular employment and wage were investigated. Data were from the Graduates Occupational Mobility Survey (GOMS2018), and the sample size was 13,596 respondents under 30 years old who graduated from four-year universities and universities of Education. To analyze the data, descriptive statistics, the logistic regression model, and maximum likelihood estimates with Heckman’s sample selection bias were performed. Types of career barriers were categorized into three domains: external barriers, employment barriers, and occupational barriers. The findings revealed that the domain of career barriers university graduates perceived the greatest was external barriers such as lack of social support (0.168) and employment barriers the next (0.109). Occupational barriers may increase the chances of getting regular jobs, but supporting barriers lower the chances of female employment. Occupational barriers may lead to an increase in the wages of female graduates, but employment and supporting barriers have a negative effect on the wage of female graduates.

이 연구의 목적은 최근 우리나라 대학생 졸업자가 경험하는 진로장벽의 현황, 니트로 전 향하는 경향 및 진로장벽이 니트화에 미치는 영향을 분석하였다. 연구자료는 대졸자직업이 동경로조사(Graduates Occupational Mobility Survey 2018)이며, 교육대학 및 4년제 대학교를 졸업한 30세 미만인 총 13,596명을 분석에 활용하였다. 자료분석은 기술통계, 일반선형회귀 분석(OLS), 로짓 회귀분석(logistic regression)을 적용하였다. 연구결과, 진로장벽의 현황은 ‘사회적으로 관심과 지원 부재(27.1%)’와 ‘취업계획 부재(19.6%)가 높게 나타났다. 진로 장벽지수를 0에서 9까지로 변환하였을 때, 58.2%가 0으로 나타나 진로장벽을 겪지 않았고, 0.1%가 9점을 나타내었다. 여자가 남자보다 진로장벽을 더 많이 경험하였고, 연령이 올라 갈수록 진로장벽이 감소하였다. 진로장벽지수는 인문계열과 자연계열이 높았고, 교육계열 이 가장 낮았다. 니트현황은 평균 19.5%가 니트로 나타났으며, 여자(21.9%)가 남자(17.5%)보 다 니트비율이 더 높았다. 서울권의 대학졸업자의 니트가 더 적었고 경상권이 가장 많았 다. 의약계열이 니트가 낮았고, 교육계열과 인문계열이 상대적으로 높았다. 성별로 남자는 나이가 많을수록 니트 가능성이 체계적으로 높아지나, 여자는 연령증가에 따라 니트 가능 성이 감소하였다. 대학의 진로교육에 대한 만족도가 높을수록 니트 가능성은 낮아졌다. 끝 으로, 대학졸업자의 진로장벽의 노출과 니트화를 줄이기 위한 방안을 논의하였다.

The purpose of this study is to examine the effects of career barriers that four-year college graduates experience on falling into NEETs in Korea. Data were from the Graduates Occupational Mobility Survey 2018 who graduated from colleges of Education and four-year universities and were under 30 years old. A total of 13,596 respondents were analyzed employing descriptive statistics, ordinary least squares, and logistic regression. For career barriers, responses on a five-point Likert scale were categorized into two groups (experience career barriers or not experienced) and summed up as an indicator ranged 0 (Min.) to 9 (Max.). Findings revealed that lack of social support and care (27.1%) and lack of career plans were the top two types of career barriers. About 58.2% did not experience career barriers (indicator = 0), and 0.1% extremely experienced career barriers (indicator = 9). Female graduates experienced more career barriers than male graduates. As their ages get close to 30, the degree of career barriers decreases. About 40% experienced at least one type of career barriers. About 19.5% were NEETs, and female graduates (21.9%) were higher than their counterparts (17.5%). Geographically, there were the least NEETs in Seoul and most in Gyungsang. For majors, there were the least NEETs in the medical field and most in humanity and social science. Respondents who wanted to change their majors if they could have more probability of falling into a NEET, while those who were satisfied with career education as students were less likely to become a NEET. Based on the results, policy implications are discussed.

목적: 본 연구의 목적은 뷰티를 전공한 해외취업자의 현황을 파악하고 만족도에 영향을 미치는 요인들을 조사하여 참가자들의 현실적 요구 등에 기반한 지원방안을 도출하기 위한 기초 자료를 마련하기 위함이다. 방법: 국내 4개 대학의 뷰티 전공 해외취업 참가자를 대상으로 2016년 4월부터 2개월간 설문조사를 실시하였으며, 응답률은 70%를 기록하였고, 총 40부가 최종 분석에 사용되었다. 결과: 본 연구의 응답자의 대부분이 여자(92.5%)이며, 29세 이하(85.0%)였다. 피부미용 전공(70.0%)이 헤어미용(22.5%) 전공자보다 다수이었으며, 근무국가는 호주, 뉴질랜드가 92.5%로 대다수를 차지하였다. 주된 해외취업의 지원동기는 다양한 해외문화체험(82.5%)이었으며, 대부분(80.0%)이 학교 및 학과의 지원을 통해 해외취업에 참여하게 되었다. 주로 한인 운영산업체(82.5%)에 취업하였으며, 취업기간은 6개월–1년 이하(55.0%)가 가장 많았다. 해외취업을 위해 받은 교육훈련기간은 6개월 이하가 42.5%로 가장 많았다. 취업 전 85.0%가 어학중심교육을 받았으며, 응답자의 60.0%가 어학교육이 가장 도움이 되었다고 답하여 취업 전 충분한 어학준비의 필요성이 강조되었다. 해외취업 시 업무 수행에 있어서 전공실무능력(4.55±0.68)이 가장 중요한 요소로 꼽혔으며, 해외 선진문화체험(60.0%)과 외국어 능력 향상(57.5%)의 기회가 만족도와 연결되었다. 결론: 본 연구는 기존의 해외취업 관련 연구가 대부분 취업희망자를 대상으로 조사한 반면, 뷰티 전공자 중 해외취업을 하고 있거나 다녀온 자를 대상으로 하여 실제 경험을 바탕으로 한 해외취업 실태를 파악한 점에서 그 의의가 있다. 향후 지속적인 연구를 통해 해외취업자에게 필요한 어학 및 현지직무능력 교육 등의 다양한프로그램이 구축되어야 할 것이다.

Purpose: This study was conducted to investigate the status of beauty graduates working in foreign countries and identify the factors affecting the satisfaction/dissatisfaction with regards to their work experiences in foreign countries. Methods: Target population of the study was beauty graduates from four Korean universities who are currently employed or have worked in foreign countries at least once. The response rate was 70%, and 40 completed survey questionnaires were included in the final analysis. Results: The majority of respondents were women (92.5%) aged less than 29 years (85.0%). Of these, 70.0% were skincare specialists and 22.5% were hair specialists, most of whom (92.5%) worked in Australia and New Zealand. The main motivation was to experience foreign cultures (82.5%) and 80.0% went out through their university support programs. Of the respondents, 82.5% worked at shops owned by Koreans and 55.0% worked from six months to one year and 27.5% worked over one year by the time of the survey. Furthermore, 42.5% of the respondents received pre-job training for six months or less and 35.0% received it for less than three months. Respondents agreed that their training period was appropriate. The majority (85.0%) of respondents participated in some sort of language training and 75.0% said that their language training was most helpful. Foreign cultural experience and improvement in language skills were the factors that affected their satisfaction the most with regards to their work experiences in foreign countries. In contrast, dissatisfaction factors comprised the lack of welfare, including accommodation issues and low salary. Conclusion: The findings of this study are expected to be used as a basis to develop student training programs for those who wish to work in foreign countries.

目的: 调查美容专业毕业生的海外就业情况，并确定海外就业满意度影响因素，最终导出应答者的现实要求为基础的支援 方案，提出基础资料。方法: 以四所韩国大学的美容毕业生为研究对象，从2016年4月开始进行为期2个月的问卷调查，回 答者中包含至少有在国外工作过一次的经历或目前在国外工作。回答率为70%，最终对40份问卷调查进行分析。结果: 大 多数应答者为女性占92.5%，其中年龄小于29岁占85.0%。皮肤美容专攻（70.0%）多于美发专攻（22.5%），其中大部分 （92.5%）在澳大利亚和新西兰工作。海外就业的主要动机是体验外国文化，大部分毕业生（80.0%）是通过学校以及学科 的支援参加海外就业。在海外主要工作地点为韩国人运营的产业，占82.5%，就业期间为6个月到1年以下占55.0%，1年以上 占27.5%。此外，为了在海外就业，42.5%的大多数应答者接受岗前培训，其期间为6个月或更少，35.0%的应答者不到3个 月。这个调查结果与应答者答复的海外就业培训期间一致。大多数（85.0%）的应答者参加了语言培训，其中60.0%的应答 者回答语言培训最有帮助，强调了就业前语言培训的必要性。海外就业时，专攻实务能力为最重要的因素。外国文化经验 （60.0%)和语言技能的提高（57.5%)与海外工作经验满意度因素相关。与此相反，不满因素大多数（40.0%）与住宿等缺乏 福利相关，其次为低工资（32.5%）等经济问题。结论: 本次研究如同其他海外就业相关研究，以求职者为研究对象，同时 在美容专业者中以以前工作过或目前在海外工作为研究对象，以实际经验为基础调查了海外就业状况，这种调查显示重大意 义。未来通过持续的研究对海外就业者提供必要的语言及职能教育。

Vocabulary learning is essential in second language acquisition, since it is a fundamental element of the target language learning. The present research investigates the overall pattern of English incidental vocabulary learning strategies employed by non-English major graduates, the specific strategies used by high-proficiency learners, intermediate and low-proficiency learners, as well as correlation between learning strategies and learning proficiency. The subjects are 150 non-English major graduates from Chongqing University, China. The research instruments are incidental vocabulary learning strategies questionnaire, vocabulary testing, and individual interviews. By using SPSS 13.0 with K-means cluster, Independent samples test and Bivariate correlate, the analyses of the data reveal that high-proficiency learners and lowproficiency learners show significant differences in choosing vocabulary learning strategies in their incidental vocabulary learning. With the increase of vocabulary level, the number of incidental vocabulary strategies used by the subjects also increases gradually. Drawing upon the research, the pedagogical implications of the research are suggested that teachers should encourage them to realize the importance of incidental vocabulary learning and to expand involvement in the learning process. With the findings of different learning strategies employed by high and low proficiency subjects, as well as correlations between learning strategies and their incidental vocabulary learning proficiency, teachers need to make further comparison and help learners discover the most beneficial learning strategies for themselves.

본 연구는 외식조리전공 대학졸업 초기취업자의 취업성과 영향요인이 무엇인지 탐색하는데 목적이 있으며, 기존 연구들의 한계성을 극복하고자 고학력 외식조리 취업자가 증가하는 현실에서 대학교육을 중심으로 한 취업맥락의 총체적 특성을 반영하여 실증적 방법으로 이들의 취업성과 영향요인 및 취업 성과를 이해하고자 하였다. 그에 따라 본 연구에서는 외식조리전공 대학졸업 5년 이내 초기취업자 284 명의 개인맥락요인, 교육맥락요인, 고용맥락요인의 3개 독립변수 하위요인을 단계적으로 투입하여, 종 속변수인 취업성과에 미치는 영향을 알아보고자 다층모형을 이용한 위계적 회귀분석을 사용하였다. 첫 째, 개인맥락요인이 미치는 영향에 관련된 검증 결과, 가정의 진로지지, 가정의 경제수준, 부학력 순으 로 취업성과와 정(+)의 관계를 가짐으로서, 이들 변인이 취업성과의 영향요인임이 확인되었다. 둘째, 교 육맥락요인이 취업성과에 미치는 영향에 관한 검증 결과, 전공만족, 자격증취득, 학교의 취업지원, 전공 계열 순으로 취업성과와 유의한 정(+)의 관계를 가지는 것으로 나타났다. 셋째, 취업성과에 대한 고용 맥락요인의 영향력에 관한 검증 결과, 고용서비스이용, 고용형태, 이직경험, 직무효능감 순으로 취업성 과와 유의한 정(+)의 관계를 보였다. 이상과 같이 본 연구에서 도출된 외식조리전공 대학졸업 초기취업 자의 취업성과 영향요인은 외식조리산업의 고용환경과 대학교육 및 취업지원체계에서 강화와 개선이 필요한 부분에 대한 의미 있는 시사점을 제공하였다고 볼 수 있다. 특히, 본 연구의 주요 함의로는 외 식조리전공 대학졸업 초기취업자의 취업 이후 이들의 경력개발에 대한 지속적 관리 및 개입이 요구된 다는 것이다.

This study attempts to discover the influencing factors on the employment outcomes of college graduates in food service management program. In this study, the hierarchical multiple regression analysis was performed in order to identify the effects of the three contextual factors such as personal, educational, and employment factors on the initial employment outcomes of college graduates in food service management program who have graduated in the last five years. As the results, firstly, the variables such as family career support, household economic status, and fathers' academic background have positive effects on the employment outcomes in personal factors. Secondly, the variables such as degree program satisfaction, certification of professional achievement, college career support program, and college major have positive impacts in educational factors. Finally, the variables such as experience of the career support program, types of employment, and turnover experience have positive effects in factors influencing employment.

이 연구는 사회복지 관련 학과 졸업을 앞둔 4학년 학생을 대상으로 취업전 실시한 변증법적 행동치료(DBT)에 기반한 스트레스 관리 프로그램이 자아효능감, 회복탄력성, 정신건강에 어떠한 영향을 미치는 지 검증하는 것을 목표로 했다. 41명의 대학생을 실험 집단(n=20)과 통제 그룹(n=21)으로 배정했다. 실험집단은 3회기(주1회 간격) 변증법적 행동치료 기반 스트레스 관리 프로그램을 받았다. 프로그램 시작전과 프로그램 직후, 1개월이 경과한 이후를 분석한 결과에 따르면, 집단에서의 자아효능감, 회복탄력성, 정신건강에서 통계적으로 유의하게 개선되었으나 통제 집단에서는 통계적으로 유의한 변화가 없었다. 추가적으로 스트레스 관리 프로그램의 시기별로 비교한 결과, 실험집단에서는 통계적으로 유의한 개선이 1개월 간 유지되었으나 통제집단에서는 통계적으로 유의한 변화가 없었다. 이러한 결과는 스트레스 관리 프로그램이 졸업을 앞둔 사회복지 관련 학과 학생들의 자아효능감, 회복탄력성, 정신건강에 치료적 요인으로 작용한다는 것을 시사한다. 이 연구를 통해 변증법적 행동치료(DBT) 기반 스트레스 관리 프로그램의 효과성이 입증된 만큼, 프로그램이 활성화 되어야 할 필요가 있다.

This study examined the effects of a dialectical behavior therapy (DBT)-based stress management program on the self-efficacy, resilience, and mental health of senior social welfare students preparing for employment. A total of 41 students were assigned to an experimental group (n=20) and a control group (n=21). Data collected at pre-intervention, post-intervention, and a one-month follow-up showed statistically significant improvements in self-efficacy, resilience, and mental health exclusively in the experimental group. Crucially, these improvements were maintained at the one-month follow-up, whereas the control group exhibited no significant changes. These findings demonstrate that a short-term DBT-based intervention effectively enhances the self-efficacy, resilience, and mental health of prospective social workers. Broad implementation of this program is highly recommended.

대학생의 취업능력은 국내 외 학계에서 주목받는 핫 이슈이다. 본 연구는 국내 외 기존의 학술 성 과에 대한 정리와 통합연구를 통해 중국 대학생들의 취업 능력 구성요소와 구조적 차원을 정리하고 분석해 보았다. 일반적으로 고등교육은 전문대학, 학부, 석사 연구생, 박사 연구생 등 네 가지 유형으 로 분류되기 때문에 그에 따른 취업 능력도 어느 정도 차이가 있을 것이다. 본 연구는 중국의 전문대 학 졸업생을 대상으로 문헌조사, 설문조사 및 이를 통한 Spss, Amos 통계 분석 을 활용하여 전문대 학 졸업생의 취업능력 구조 모델을 탐색하고 실증적으로 분석해 구축해 보았다. 이 모델은 '자신의 특 징, 지식과 기능, 문제처리능력, 직업적응능력과 직업발전능력' 으로 구성된 5차원 구조로 23가지 직 무 역량 특징을 포함한다. 451부의 유효한 설문지를 탐색적 요인 분석, 검증적 요인 분석과 2단계 요 인분석을 통해 모델 을 검증 할 수 있었다. 이러한 구조를 바탕으로 전문대학 졸업생의 서로 다른 개 인 특징에 따라 표본 t 검증과 분산분석 방법 등으로 성별, 소재지, 정치적 경향, 학생간부경력과 전문 유형 등 5 가지 측면에서 차이성 분석을 실시하였다. 고위직 졸업생의 성별, 정치적 경향, 학생 리더 의 직무경력 과 전공 속성은 취업 능력에 있어 현저한 차이가 존재하고 소재지에는 현저한 차이 가 존재하지 않았다. 본 연구는 전문대학 졸업생의 취업 능력의 구조적 특징을 더욱 명확하게 밝히고 대 학생 취업능력의 이론연구를 풍부화시켜 취업능력의 복잡한 구조를 깊이 이해하는데 적극적인 기여를 했다고 판단된다. 동시에 고등교육기관의 인재육성과 관련된 공급측면 개혁필요성, 대학생 취업능력 육성의 최적화전략, 대학생 취업 수요매칭 추진 등에 유익한 방향를 제공하였다.

The employability of college students has always been a hot topic in academic circles at home and abroad. Through combing and integrating the existing academic achievements at home and abroad, this study clarifies and shows the constituent elements and structural dimensions of College Students' employability. Because the level classification of college students in higher education involves four groups: Higher Vocational College, undergraduate, postgraduate and doctoral students, their employability will also have different degrees of differences. In this study, vocational college graduates as the research object, using the literature, questionnaire survey and SPSS, Amos statistical analysis, explore and construct a structural model of Vocational College Graduates' employability. The model is a five-dimensional structure composed of "self characteristics, knowledge and skills, problem-solving ability, career adaptability and career development ability," including 23 competency characteristics. Exploratory factor analysis, confirmatory factor analysis, and second-order factor analysis of 451 valid questionnaires can verify the model. According to vocational college graduates' different individual characteristics, the independent sample t-test or variance analysis method analyzes and compares the differences from 5 aspects: Gender, Registered residence, Political affiliation, Student leader experience, and Professional type. Political affiliation, gender, Student leader experience, and Professional type have significant differences in employability. There is no significant difference in the location of registered residence. This study further clarifies the structural characteristics of Higher Vocational College Graduates' employability, enriches the theoretical research of College Students' employability, and positively contributes to the in-depth understanding of employability's complex structure. At the same time, it provides useful guidance for the supply-side reform of university talent training, optimizing the cultivation of College Students' employability, and promoting the matching of supply and demand of College Students' employment.

본 연구는 대졸 신입사원들을 대상으로 첫 직장 생활에서의 경력적응 경험과 첫 직장 생활 과 경력전환의 의미를 이해하는 것을 목적으로 하였다. 특히 연구 참여자들의 자발적 경력 전 환에 대해 주목하였으며 첫 직장 생활의 경력적응 경험을 Savickas의 경력적응성 4C 개념을 적 용하였다. 연구 문제는 첫째, 대졸 신입사원들의 경력적응 경험에 대해 알아보고 둘째, 첫 직장 생활의 의미는 무엇인지에 대해 이해하는 것으로 설정하였다. 본 연구를 위해 첫 직장 생활의 경험이 2년 이하이고 이직을 경험한 9명의 연구 참여자를 대상으로 심층 면담을 통한 질적 연 구를 실시하였다. 연구 결과 첫째, 대졸 신입사원들은 첫 직장 생활에서 더 나은 직장에 관심 가지기(우려와 관심/concern), ‘버티기’와 ‘뛰쳐나오기’에서 고민하기(통제/control), 새로 운 출발을 위한 기회 찾기(호기심/curiosity), 재취업을 향해 첫발 내딛기(자신감/confidence)를 경험하는 것으로 나타났다. 둘째, 첫 직장 생활은 ‘처음이 주는 경험은 나의 미래 자산’과 ‘배움을 통한 성장’의 의미를 가지고 있었다. 연구 참여자들에게 첫 직장에서의 경험은 반성 과 성찰을 통해 새로운 의미를 만들어 갔으며, 개인의 성장을 통해 삶을 긍정적으로 변화시키 고 있었다. 이러한 연구 결과를 통해 고등교육기관과 기업의 효율적인 취업지원서비스에 대한 시사점을 제공하였다.

The purpose of this study was to understand the experience of career adaptation in the first workplace and the meaning of the first workplace career transition among new college graduates. In particular, we noted the voluntary career transition of research participants and applied Savickas's Career Adaptation 4C concept to understand experiences among the college graduates’career adaptation. The research questions were first to learn about the career adaptation experiences of new college graduates and second to understand what the meaning of their first work life was. The authors conducted a qualitative study using semi-structured interview with nine participants who have less than two year experiences working life. The study results have shown that first, new college graduates were interested in a better job in their career(concern), contemplating in ‘holding up’and ‘leaving out’(control), finding opportunities for a new start(curiosity). It was found that they experience the first step toward reemployment(confidence). Second, their first work life had the meaning of first-time enlightenment and opportunity for growth through learning. Also, their first work experience had a new meaning through reflection, and was positively changing their lives through personal growth. These findings provided implications for effective employment support services for higher education institutions and business sectors.

(연구목적) 한국은 이민정책의 일환으로 국내 대학을 졸업한 외국인 유학생의 국내 정착을 적극적으로 추진해 왔다. 그러나 기존 연구와 정책은 유학에서 취업 및 장기적인 법적 지위로의 전환에 상당한 초점을 두어 왔으며, 그 이후 정착 궤적이 어떻게 지속적으로 변화하는지에 대해서는 상대적으로 제한적인 관심을 기울여 왔다. 본 연구는 국내 대학에서 이공계 박사학위를 취득한 아시아 출신 여성들이 결혼, 출산, 자녀 돌봄, 배우자의 경력, 자녀 교육과의 관계 속에서 공간적･직업적･법적 이동성을 어떻게 협상하는지를 분석함으로써 고급인재의 정착(talent retention)을 생애과정으로 재개념화한다. (연구방법) 본 연구는 2021년 이공계 분야 고숙련 이주자를 대상으로 실시한 20건의 심층면접 자료를 바탕으로, 국내 대학에서 박사학위를 취득하고 자녀를 둔 기혼 아시아 여성 세 명의 사례에 초점을 맞추어 분석하였다. 이 가운데 두 명에 대해서는 2025년 후속면접을 실시하여 이들의 정착궤적이 시간의 흐름에 따라 어떻게 변화하는지를 살펴볼 수 있는 종단적 자료를 확보하였다. 수집된 자료는 다차원적 이동성에 대한 생애과정 관점을 바탕으로 주제분석하였다. (연구결과) 장기 정착은 취업이나 영주권 취득을 통해 한 번에 결정되는 결과라기보다, 변화하는 경력과 가족 상황에 따라 정착 계획이 반복적으로 재조정되는 잠정적이고 변화하는 생애과정으로 나타났다. 공간적･직업적･법적 이동성은 반드시 동일한 방향으로 진행되지 않았으며, 한 차원의 이동성은 다른 차원의 이동성을 가능하게 하거나 제약할 수 있었고, 다른 차원의 비이동성과 공존하기도 하였다. 이러한 이동성의 협상은 젠더화된 초국가적 가족관계 속에서 이루어졌다. 여성들은 자신의 경력과 배우자의 이동, 자녀 돌봄 및 교육을 함께 고려하며 이동성을 협상하였고, 그 과정에서 초국가적 가족관계의 형태 역시 시간과 국경을 가로질러 지속적으로 재구성되었다. (결론 및 제언) 본 연구의 결과는 고급인재의 정착을 유학에서 취업 또는 장기적인 법적 지위로의 일회적인 전환이 아니라, 변화하고 다차원적인 생애과정으로 이해할 필요가 있음을 보여준다. 따라서 고급인재 정착정책은 초기 취업과 법적 안정성에만 초점을 두기보다, 변화하는 경력 기회와 가족 상황에 따라 이주자의 경력과 정착 궤적이 지속적으로 재구성되는 과정을 고려할 필요가 있다. 이를 위해서는 정착을 역동적이고 다차원적인 과정으로 이해하는 젠더･가족･생애과정을 고려한 접근이 필요하다.

(Purpose) South Korea has promoted the retention of international graduates as part of its immigration strategy. However, existing research and policy have placed considerable emphasis on the transition from education to employment and longer-term legal status, with relatively limited attention to how settlement trajectories continue to evolve thereafter. This study reconceptualizes talent retention as a life-course process by examining how Asian women with STEM PhDs negotiate spatial, occupational, and legal mobility in relation to marriage, childbirth, childcare, spouses’ careers, and children’s education. (Research Methods) This study draws on twenty in-depth interviews with highly skilled migrants in science and engineering conducted in 2021 and focuses on three married Asian women with children who earned PhDs from Korean universities. Follow-up interviews were conducted with two of the three women in 2025, providing longitudinal data on changes in their settlement trajectories. The data were analyzed thematically through a life-course perspective on multidimensional mobility. (Findings) Long-term settlement emerged not as a one-time outcome of employment or permanent residency but as a provisional and evolving life-course process, with settlement plans repeatedly reassessed in relation to changing career and family circumstances. Spatial, occupational, and legal mobilities did not necessarily move together; mobility in one dimension could facilitate or constrain mobility in another, or coexist with immobility in another dimension. These negotiations were embedded in gendered and transnational family relationships, as the women negotiated their own careers alongside spouses’ mobility, childcare responsibilities, and children’s education, while transnational family arrangements were continually reconfigured across time and national borders. (Conclusion and Recommendations) The findings suggest that talent retention should be understood not as a one-time transition from education to employment or longer-term legal status but as an evolving and multidimensional life-course process. Talent-retention policies should therefore look beyond initial employment and legal stability to consider how migrants’ career and settlement trajectories continue to be reshaped by changing career opportunities and family circumstances. This calls for a gender-, family-, and life-course-sensitive approach that recognizes settlement as a dynamic and multidimensional process.