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Vocational Secondary School (VSS) as one of the educational institutions has a mission or purpose to prepare a workforce who can fill job requirements and qualified professionals who are expected to play a role as a featured tool for business and industry in Indonesia in facing global competition. The principle of industrial cooperation between schools and business world has the objective to accelerate the adjustment period needed by vocational high school graduates to enter the workforce, which eventually will improve the quality of the vocational high schools. A scope of activities that would enable both sides to implement the activities is necessary to be applied during the cooperation. The types of programs that will be conducted consist of the Internship Program, Training Program, Production Program (innovative product), and Graduate Distribution Program. Such programs also implement the strategies of cooperation, such as recruitment, career fair, human resource delivery to the company, hiring process and arrival at the enterprize.

The industrial internship program (IIP) has been widely recognized in many developed countries. This program has shown a contribution to the improvement of labor market outcomes for their country's economic development. This is demonstrated by the quality of job performance of vocational education graduates in the workplace. One of IIP successes is because it has implemented effectively by vocational education and industries supported by the government to provide employability skills to their students. Indonesia as one of the developing countries has also implemented IIP in vocational education both at the levels of higher education and high school, but this program indicated that the contribution of IIP was very minimal to provide work experience directly to the students. This is happening because of different understanding between education and industry how to develop IIP for preparing students' employability skills. Furthermore, to solve this issue, an understanding to develop sustainable IIP in Indonesia will be explained in this paper.

본 논문은 정부가 지원하는 대학생 해외인턴쉽 프로그램의 호텔관광 분야에 참가한 학생들의 설문 조사를 분석하여 프로그램의 효과와 문제점을 살펴보고, 인턴쉽이 보다 효율적으로 운영될 수 있도록 하기 위해서 활성화를 위한 개선 사항을 제시하는 것을 목적으로 한다. 조사 결과 해외인턴쉽 사업은 실용적인 언어능력향상, 전공 관련 실무 습득, 글로벌 마인드 증진, 학업에 매진하도록 하는 동기부여, 자신감 고취, 해외교류 활성화, 및 국내외 취업 기회 부여 등의 측면에서 효과적인 것으로 조사되었다. 참가 학생들의 설문 결과 개선 사항으로 예산 증액, 프로그램 기간 조정, 현지문화체험 등의 대학 자율성 부여, 인턴쉽 국가 다양화, 전공에 따른 어학 기준 차별화, 인턴쉽 정보 교류의 통로 마련 등을 제시하였다. 대학생 해외인턴쉽 사업은 졸업 후 호텔관광 산업분야에 취업하려는 학생들에게 직무관련 능력을 준비시키고 전문성과 경쟁력 있는 호텔관광 분야 전문직무능력개발을 위해 더욱 활성화되어 많은 학생들이 참여하도록 장려되어야 한다.

본 연구에서는 개인-조직가치 일치모형의 타당성을 검증하고, 조직사회화 개념에 기초하여 인턴제도를 통해 입사한 사원들이 일반전형을 통해 입사한 사원들보다 높은 정도의 개인-조직 가치의 일치를 보일 것이란 예측과 함께 높은 정도의 업무성과, 조직몰입, 직무만족과 낮은 정도의 이직의도를 보일 것이란 예측을 하였다. 이러한 예측을 검증하기 위하여 C대학교 경영학과를 졸업하고 기업에 입사한 44명의 사원들과 직장동호회에 가입한 164명의 사원들을 대상으로 2019년 3월부터 2019년 5월까지 설문지를 배포하고 회수하여 분석하였다. C대학교를 졸업한 44명 중 인턴제도를 통해 입사한 사원은 16명으로 나타났고 일반전형을 통해 입사한 사원은 28명으로 나타났으며 직장동호회에 가입한 사원들 중 인턴제도를 통해 입사한 사원은 76명, 일반전형을 통해 입사한 사원은 88명으로 나타났다. 분석결과 전체 샘플에서 개인-조직가치 일치모형은 타당한 것으로 나타났으며, 인턴제도를 통해 입사한 사원들과 일반전형을 통해 입사한 사원들을 구분하여 분석한 결과 역시 개인-조직가치 일치모형이 타당한 것으로 확인되었다. 그러나 본 연구에서 예측한 것과는 달리 인턴제도를 통해 입사한 사원들은 일반전형을 통해 입사한 사원들과 비슷한 정도의 개인-조직가치의 일치 정도를 보이는 것으로 나타났으며 업무성과, 조직몰입과 이직의도 역시 유사한 정도를 보이는 것으로 나타났다. 또한 본 연구에서 예측한 것과는 달리 일반전형을 통해 입사한 사원들이 인턴제도를 통해 입사한 사원들에 비해 높은 정도의 직무만족을 보이는 것으로 나타났으며 이러한 차이는 유의적인 것으로 나타났다. 이러한 연구결과는 기존의 연구(김경수와 김공수, 1998)와는 전혀 다른 연구결과로 현행 인턴제도가 개인-조직가치 일치 관점에서 그리고 조직사회화 관점에서 개인과 조직가치의 일치정도를 높이는데 기여하지 못함을 의미한다. 이러한 연구결과를 토대로 현행 인턴제도가 가지는 문제점을 제시하였으며 이러한 문제점을 극복할 수 있는 정책적 방향에 대한 논의가 이루어졌다. 결론부분에서는 본 연구의 이론적인 이슈와 실증적인 이슈에 대한 논의가 이루어졌으며 본 연구가 가지는 실천적인 의미와 본 연구가 가지는 한계점과 극복방안에 대한 논의가 이루어졌다.

This study tests the validity of person-organization fit model. This study, based on the concept of organizational socialization, also predicts that employees hired from an internship program will show high degree of person-organization fit, work performance, job satisfaction, organizational commitment and low degree of turnover intention than those hired from a regular recruiting procedure will do. To test these predictions data are collected from 44 employees who graduated from C University and 164 employees who joined in a job society from March, 2019 to May, 2019. Among 44 employees who graduated from C University 16 employees were hired from an internship program and 28 employees were hired from a regular recruiting procedure. Among 164 employees who joined in a job society 76 employees were hired from an internship program and 88 employees were hired from a regular recruiting procedure. As this study predicts, the results from total sample(n=208) show that person-organization fit model is valid and the results from each group(n=44, 164) also show that person-organization fit model is valid. However, the results show that employees hired from an internship program(n=92) and employees hired from a regular recruiting procedure(n=116) show similar degree of person-organization fit and show similar degree of performance, organizational commitment, and turnover intention. The results also show that employees hired from a regular recruiting procedure show higher degree of job satisfaction than those hired from an internship program do. These results differ from the results of a previous study(Kim & Kim 1998) and indicate that current internship program does not contribute to increase the degree of person-organization fit from person-organization fit and organizational socialization perspectives. Based on these results we introduce problems of current internship program and provide future directions for improving these problems. In conclusion section these results are discussed from theoretical and practical issues and limitations of this study and future research directions are discussed.

본 연구에서는 소비자학 전공자들을 위한 기업현장실습 교육프로그램의 참가자 118명을 대상으로 설문조사를 실시한 결과를 바탕으로 Kirkpatrick의 결과중심 평가모형을 이용해 기업 현장실습 교육프로그램의 평가를 진행 하였다. 본 연구의 목적은 기업현장실습 교육프로그램을 통해 소비자학 전공자들의 업무능력을 향상시키고, 효율적 인 교육프로그램의 운영을 통해 유능한 전문 인력의 양성으로 기업에도 유익한 결과를 가져오도록 하는데 있다. 본 연구의 결과 첫째, 기업 분야별로 실습 교육프로그램의 세부영역에 대한 만족도가 차이가 있는 것으로 나타 났으며, 공산품 분야의 경우 금융이나 식품 관련 기업보다 전반적인 실습 만족도가 낮은 것으로 나타나 관련 기 업들의 현장실습 프로그램에 대한 개선안이 요구된다고 하겠다. 둘째, 고학년에 비해 저학년들의 소비자학 전공 과 현장업무의 연관성이 낮다고 응답한 비율이 높게 나타나 보다 실질적이고 현장중심적인 대학교육이 필요하다 는 사실을 나타내고 있다. 또한 타 기관에서 이미 현장실습 교육을 받은 학생들의 경우 현장실습과 전공교육과의 연관성이 낮다고 응답한 비율이 높아 보다 실제적인 현장교육 프로그램으로의 전환이 요구된다고 하겠다. 셋째, 기업 현장실습 교육프로그램을 통해 소비자관련 활동 및 해당 업무의 이해도가 높아졌다고 응답하였으며, 이를 통해 현재 운영 중인 기업현장실습 교육프로그램의 중요성이 매우 높다는 것을 반영하고 있다. 넷째, 대체적으로 현장실습 이후 해당 기업의 이미지가 좋아졌다고 응답한 비율이 높게 나타났다. 그러나 기업 분야별로는 공산품 분야의 제품에 대한 추천의향이 상대적으로 낮은 것으로 나타나 기업 별로 운영하고 있는 현장실습 교육프로그램 의 철저한 자기 점검과 보완이 반드시 선결되어야 함을 의미하는 결과라고 할 수 있다.

In this study, the internship program for students majoring in the consumer study was evaluated based on Kirkatrick's model, and the data were collected from 118 the internship participants. The purpose of this study is to suggest various strategies in order to improve the ability to work of students majoring in the consumer study in the future, and to raise competent professionals for the businesses. The results of this study are followed. First of all, there is a significant difference of the satisfactions in the internship program as the type of businesses. For example, the participants worked in the industrial area were less satisfied with the program compared with those of finance and food companies. Second, field-oriented major educational programs are needed for improving the relevance between course of study in the college and the field work. Also, the satisfaction of students previous experienced in other internship program is less than that of participants without other experience. Third, the students' level of understanding the field works and activities related to customer area in the businesses is advanced through joining the internship program. Fourth, the corporate recommendation of participants in the industrial business is less compared with any other type of companies. Thus, the implications and suggestions for developing the OCAP․KCOP internship program were represented.

본 연구는 실습 지도교사들에게 초점을 맞추어 사전․사후실습에 대해 실습지도교사들이 어떻게 인식하고 있는지 정규실습과 구별되는 지도교사의 역할을 어떻게 인식하고 있는지 운영실제와 개선에 대한 요구사항은 무엇인지 알아보는 것이 목적이었다. 연구대상은 D대학교 실습협력기관으로 지정된 11개 기관의 실습지도교사 89명이었다. 사전․사후실습프로그램 운영 시 지도내용, 지도 교사로서의 역할수행, 어려움, 사전․사후실습 평가 등을 알아보기 위한 설문조사를 실시하였다. 본 연구 결과, 첫째 <사전실습>에서는 ‘유아관’ 확립을 <사후실습>에서는 ‘교직적성’을 가장 강조하여 지도하고 있었다. 둘째, <사전실습>에서는 ‘유아들의 특성 관찰’에 <사후실습>에서는 ‘교사업무 관찰’에 중점을 두고 지도하고 있었다. 셋째, 실습지도교사들은 실습생들로 인한 유아들의 주의산만, 수업을 모두 공개해야 하는 부담감 등을 어려움으로 인식하고 있었다. 넷째, 사전ㆍ사후실습프로그램에 대해서는 다양한 연령의 유아들을 이해하고 관찰할 수 있도록 하고, 명확하게 구체화된 사전ㆍ사후실습프로그램의 개발을 개선사항으로 인식하고 있는 것으로 나타났다.

This purpose of this study focused to cooperating teachers' instructing experience and recognition of internship program in order to basic data for the collaborative operation of student teaching practice between universities and kindergartens. Subjects in this study were 89 cooperating teachers, who had worked in D university's sister institution, responded to the questionnaire survey. To measure instructing experience and recognition of internship program, data were collected from cooperating teachers using four parts of questionnaire: Instructing experience of pre․post internship program, difficulties in managing pre․post internship program, experimentation of pre․post internship program, general background of cooperating teachers. Data were analyzed of with respect to frequencies, percentages, and χ2 with SPSS 24.0. The results as follows : First, in pre-internship, cooperating teachers emphasized on development and understanding of early childhood children, and, in post-internship, they emphasized on perspective of early childhood teacher. Second in pre-internship, stress on observation of children characteristics and in post-internship, stress on observation of role of teachers. Third cooperating teachers had difficulty in distractibility of children because of student teachers and open class. Fourth, cooperating teachers required development of definite pre-post internship program.

실무와 이론을 접목시켜 기업 현장에서 필요로 하는 창의적인 결과물(output)을 도출해야 하는 경영학의 특성상 이를 구체화하고 실현할수 있도록 하는데 있어서는 인턴십의 역할이 중요하다. 본 연구에서는 인턴십 프로그램이 학생, 기업, 학교 각 입장에서 서로가 윈윈(win-win)할수 있는 방안을 모색 하였다. 이에 실제적으로 이론과 실무가 접목되어 성과를 창출하고 나아가 학생들의 ‘조직사회화’에 도움이 될수 있도록 ‘사전단계→본단계→사후단계’에 따른 콘텐츠를 Nonaka의 지식순환 이론을 기반으로 SECI 모델에 따른 인턴십 프로그램을 개발하였다. 특히, 인턴십 전 과정을 학교에서 주도적으로 실시하여 지속적인 니즈(needs) 파악을 위한 노력과 기업 실무자, 교수들의 다양한 피드백을 통해 기업과 학생의 니즈를 일치시켰다. 본 사례는 인턴십 프로세스 및 프로그램 개발이 필요한 학교에서 즉각적으로 활용할수 있도록 전 과정에 관한 상세한 설명과 매뉴얼을 제시하여 학교와 기업에 유용한 참고 사례가 될 것이다.

Internship program plays a important role in realizing and taking concrete shape for obtaining creative output in business field that requires combination of theory and practice. In this study, a proper way how internship program can offer win-win methods to involved groups; students, schools, and business firms is explored. For this, internship program establishes contents of preparatory step → main step → post step referring to SECI model (based on knowledge circulation theory) by Nonaka to be developed. Especially, students' needs are accord with school's needs through being lead by school in whole process with efforts for collecting needs and feedback from business workers and professors. This case study details manuals for institutes who need internship process and program development to utilize instantly and will be useful references for schools and business firms after all.

본 연구는 폭력피해여성들이 인턴십 매장에 참여하며 경험한 임파워먼트에 초점을 맞춰 그들이 경험한 체험의 본질이 무엇인지를 탐색하고자 한 연구이다. 인턴십 매장은 폭력피해여성의 경제적, 심리적, 사회적 자립을 지원하기 위한 목적으로 고안된 것으로 임파워먼트 접근을 통해 상담, 교육훈련, 인턴십, 취업 등을 지원한 공간이자 프로그램이다. 폭력피해여성들이 인턴십 매장에서 체험한 임파워먼트 경험의 본질적 의미를 발견하고자 Giorgi의 현상학적 연구방법을 활용하여 분석하였다. 이를 위해 인턴십 매장에 참여한 9명의 연구 참여자를 대상으로 심층면접을 통해 자료를 수집하였다. 분석결과, ‘겹겹이 쌓여 있던 덮개’, ‘덮개를 한 꺼풀씩 벗겨내기’, ‘세상의 주체로 나서기 위해 움트기’라는 3개의 구성요소와 11개의 하위 구성요소가 도출되었다. 연구참여자들의 인턴십 매장 참여경험의 구성요소들을 가로지르는 본질적인 의미는 ‘겹겹이 쌓여있던 덮개를 벗겨내며 세상의 주체로 나서기 위해 움트기’로 분석되었다. 이상의 연구결과를 토대로 폭력피해 여성의 통합적 자립지원을 위한 임파워먼트 실천의 정책적⋅실천적 방안을 제안하였다.

This study was designed to explore the participatory experiences in internship program of female victims who had abused by violence. The results were deducted from in-depth interview with 9 female victims. The process of data analysis was carried out in accordance with the procedures set out in the phenomenological Giorgi’s method. The results of research showed that experiences of women could be classified in 13 sub-constituents and 3 constituents. The essential theme of the empowerment experiences of female victims could be summarized as "preparing to live as the subject and overcoming painful difficulties”. The result of this study can be utilized as a basis for the social work intervention and policy implications for female victims of violence.

최근 교육형태가 융합인재 양성을 지향하는 바, 본 연구는 간호대학생의 산업체와 학교간의 융합프로그램 인 인턴십 참여를 통해 경력을 탐색하고 인식하며, 융합프로그램의 효과를 조사하기 위함이다. 연구방법은 융합프로 그램에 참여했던 간호대학생 14명을 심층면담 하였고, 수집된 자료는 근거이론방법에 의하여 분석하였다. 연구결과 인턴십 경험은 4개의 범주와 12개의 주제로 구성되었다. 4개의 범주는 인턴십 참여 동기, 인턴십을 통한 경력탐색과 정, 경력준비를 위한 다양한 학습, 경력에 대한 인식의 4가지 범주로 구성되었다. 연구결과, 효과적인 융합프로그램 운영을 위해서는 다양한 학습기회 제공과 조직 구성원과의 소속감 증진 기회가 제공되어야 하며, 조직의 쳬제적 지원이 필요하다.

Recently, the tendency in the education system orientes to developing people of interdisciplinary abilities, this study was conducted to explore career process and to aware the career through internship participation of nursing students and to investigate effect of convergence program. The study conducted in-depth interview with 14 undergraduate nursing students who participated convergence program at various medical organizations. Collection data was analyized based on grounded theory. The research finding shows that Internship Experience was four categories and 12 themes. Four categories are participation motivation internships, Career Exploration process through internship, various learning for career preparation and career awareness In order to operate effective convergence program, various learning opportunities and building relationships with the members in organizations are provided and organizational system support is needed.

이 연구는 미국에서 해외인턴십을 성공적으로 마친 한국의 대학생 33명을 대상으로 질적 연구방법을 사용하여 해외인턴십의 가치가 무엇인지 분석하는데 초점을 맞추었다. 이를 위해 연구자는 선행연구 분석을 통해 인턴십 가치를 범주화하고 구조화된 질문지를 제작하여 대학생 참가자에 대한 심층면담을 실시하였다. 이 연구에서 밝혀진 대학생 해외인턴십의 가치는 다음과 같다. 첫째, 해외인턴십은 대학생 참가자의 자기효능감 및 영어능력을 크게 향상시킨다. 둘째, 해외인턴십은 대학생들의 취업에 직접적으로 또는 간접적으로 도움을 준다. 셋째, 미국에서 해외인턴십은 한국대학생들에게 선진기업문화를 체험할 수 있는 기회를 제공한다. 넷째, 해외인턴십은 대학생들에게 자아 성찰의 기회를 제공하며 대학생들의 세계관을 변화시킨다.

The purpose of this study is to explore the value of overseas internship in terms of the university student's perspective. The WEST program, which is a maximum of one and one half year internship program including English language training, professional internship experience, and travel in the United States, was closely investigated. The researcher interviewed thirty three student returnees with a structured questionnaire to investigate the value of international internships. Recorded data was analyzed by thematic analysis method. The results are as follows: Firstly, it appears that internship participants develop self confidence and a strong sense of self. Through confronting new challenges and tackling them with their own strategy, students appear to foster a sense of achievement and independence. Secondly, it shows that student participants have an opportunity to increase their English ability through internships. Many note that they are under pressure to work in English speaking surroundings, and therefore have enhanced their English proficiency mostly in listening and speaking venues. Thirdly, it appears that student participation in the WEST program is directly or indirectly a positive factor for employment after graduation. It suggests that internship experience on a student's resume becomes a noticeable factor for an eye of prospective employers. Fourthly, student participants have reported that they had an opportunity to learn a corporate culture in the U.S. The students observe that U.S companies have embraced a open approach to work relations, communication, working hours and interaction. Fifthly, students gain a knowledge of self that is revealing and sometimes painful. Through reflective thinking, students demonstrate that they have found "current self or "who am I?", and further discovered their "future self" or "What shall I do?". Sixthly, the overseas internship experience offers students a moment of broadening their views and transforming their frame of reference.

A practice on learn-by-doing career education programs has been operated in Faculty of Engineering in Niigata University from 2006. The purpose of the activity is reduction of early unemployment which is due to the gaps between the situations which university students would expect in their job hunting processes and those of their practical work places after getting jobs. We developed a novel internship program to let the students notice the practical situations of engineers outside the university. A major part of the program is composed of two different kinds of internships and what we call a career design workshop. The characteristic programs are called "Market Internship" and "Technology Internship". In the activities, they are organically connected with each other. In the paper we refer to one of the unique internship programs "Technology Internship", which is characterized as a longer-term practice than usual. In the course of one-month internship practices, the students obtained deeper understandings and closer relationship to the practical work places of the companies than usual internships which last less than two weeks. The students estimated these unique experiences effective for their job hunting in near future.

Objectives The purpose of this study was to (1) redesign the sub-internship program to maximize the benefits and minimize the difficulties of the program, (2) implement the redesigned program for fourth-year medical students at a medical school in Korea, and (3) evaluate the results of the program to demonstrate the value of the program and provide an improved sub-internship to the students. Methods A comparative study was employed using program satisfaction surveys from the previous curriculum design in 2020 and the curriculum design modified in 2021. Focus group interviews (FGI) were also conducted with the students and professors to receive feedback and evaluate the results of the program to demonstrate its value. A total of 76 students in 2020 and 59 students in 2021 responded. We aimed to recruit four students and four professors through purposeful sampling for the interviews. Results We found three key findings in this study. First, providing the right to select a department by the students helped them to acquire learning motivation from authentic clinical experiences. Second, there were unique differences between the sub-internship and the rotation-based clerkship. Third, various types of logistical support for the sub-internship program and to enhance the students’ external motivation were needed for the program to be successful. Conclusions A couple of strategies are presented based on the results. First, the authenticity of the clinical practices is the most essential factor in the sub-internship. Second, the curriculum and evaluation criteria of a sub-internship program should be considered to develop or modify the program based on the characteristics of each department. Third, a hybrid clinical training with limited face-to-face meetings could be considered as an alternative to the sub-internship. Last, close cooperation between the college of medicine and the affiliated hospital is needed for the success of the sub-internship.

Objectives: While internship training is well established for medical records and for healthcare quality improvement, it is not quite so for training related to IT/health informatics. A comparison was made on the hospital-based IT/health informatics internship training received by students completing their training at the Imam AbdulRahman Bin Faisal University (IAU) in the Eastern province of Saudi Arabia. Methods: The three hospitals studied all have the Joint Commission International accreditation and advanced Electronic Health Record (EHR) systems. Over the period from 2011 to 2015, interns from the IAU prepared 120 reports based on their training at these three hospitals. Data abstraction was done on the internship reports, and the results were summarized and interpreted. Results: The study found wide differences in the training received at these hospitals. The main reason for the differences is whether or not the EHR system used in the hospital was a commercial one or developed in-house. Conclusions: The hospital that had developed its own EHR system made more use of health information management interns during their IT rotation in comparison to hospitals which had adopted commercial EHR systems. Recommendations are made of both local relevance and of international relevance.

청년실업이 핵심 정책문제로 인식되면서 정부는 직접일자리사업을 포함하여 청년 대상의 다양한 취･창업 지원사업을 시행하고 있다. 특히 청년들에게 직접 일자리를 창출함과 동시에 이들의 국내･외 취업역량을 강화하기 위해 여러 기관에서 인턴형 해외일자리사업을 추진하고 있다. 하지만 인턴형 해외일자리사업의 성과와 실효성에 대해 여러 논쟁이 제기되고 있고, 사업성과에 대한 영향요인들도 다양하게 논의되고 있다. 이에 본 연구는 인턴십 과정모형을 토대로 인턴십 결정단계, 준비단계, 수행단계를 독립변수로, 인턴십 종료단계를 종속변수로 설정하여 농촌진흥청이 해외농업기술 개발사업의 일환으로 시행하는 국제농업인재 양성사업을 중심으로 정부의 인턴형 해외일자리사업의 성과와 영향요인을 실증적으로 분석하였다. 우선 직접 일자리사업의 전반적 현황을 검토하고 분석모형을 토대로 농촌진흥청, 외교부, 산림청의 인턴형 해외일자리사업을 비교하여 국제농업인재 양성사업의 특징을 파악한 후 설문 등을 토대로 사업의 성과와 영향요인을 분석하였다. 자료는 2013년 1월부터 2016년 8월까지의 연수참여자 전체를 대상으로 한 구조화 설문을 통해 수집하였고, 과거 및 현재 참여자 일부에 대한 심층면접결과도 분석에 활용하였다. 분석결과 인턴십 결정단계와 수행단계가 사업성과에 있어 중요한 영향요인일 가능성이 높은 것으로 파악되었다. 이러한 분석결과를 토대로 인턴형 해외일자리사업의 개선방안에 대한 시사점을 제시하였다.

This study aims to investigate factors which impact on the performance of governmental international internship programs in Korea, with a case of the international agricultural internship program of Korea's Rural Development Administration(RDA). The government has executed employment promotion programs to increase employment of the young generation, particularly including international internship programs. However, criticism has been raised of the effect of the programs and policy alternatives have continued to be suggested. In this context, this article analyzes, by an internship process model, factors on the performance of the international agricultural internship program, which is executed by the Korean Project of International Agriculture(KOPIA) centers of the RDA. Both structural and semi-structural interviews are used of the participants in the program from the year of 2012 to 2016. The analysis reveals that a decision and an execution stage is rather important than a preparation stage to raise the performance of the internship program. With this result, some implications of policy alternatives are discussed.

The internship program in Korea began in April 1914 with 6 interns working at Severance Hospital. The direct reason for implementing the internship program was to protect graduates of Severance Union Medical School who did not yet have a medical license. In the late 1910s, the internship program stabilized. Intern applicants were required to have a medical license to enter the internship program, and the subjects that interns studied and the training period became stricter. Above all, Severance Hospital had allocated a budget for interns every year since 1918. The reason why the internship program was institutionalized in just a few years was that the interests of both interns and Severance Hospital were aligned. Interns were able to acquire the qualifications and clinical skills of general physicians by experiencing each department of clinical medicine for one year. Based on various clinical experiences, the interns prepared to open their private practice. Meanwhile, Severance Hospital was able to reduce the burden on full-time medical staff while operating the hospital 24 hours a day by using low-paying interns. Around 1930, the internship program expanded. A dual system of interns and externs and a system of assigning senior interns also appeared. In addition, starting in the 1930s, the number of interns always exceeded 10. As we have seen above, the internship program was a system required by both the intern applicants and hospital, and was also a training system suitable for modern society. This was why the internship program continued in various medical institutions after liberation or during the Korean War.

The purpose of this study was investigate the effects of internship program particularly how the satisfaction with the internship program affects the students’ career decisions. Culinary major students at 5 different two-year colleges in Seoul and Kyunggi-do participated in this study. Out of 500 questionnaires, 415 were analysed using SPSS 13.0 and descriptive analysis, factor analysis, reliability analysis, chi-square, t-test, ANOVA, and multiple regression analysis were used. Based on conducting factor analysis results, the satisfaction measurement was classified into 4 factors: constructs, contents, benefit, environments and communication. Cronbach’s alpha was calculated for the reliability of the survey instrument. Two-thirds of the students (66.9%) answered that the internship program had helped them to decide their career. Particularly, constructs and contents of the internship program presented statistically significance to the career path. Based on the satisfaction level, students in high level wanted to be chefs while those in low level wanted to leave to other jobs. The overall satisfaction with the internship program differed according to the time of internship, internship duration, and place of internship.

본 연구의 목적은 케이블TV방송사의 인턴십 프로그램의 현황을 분석하고, 교육과정 구성, 평가, 성과와 문제점 등을 파악하여 효율적인 인턴십 프로그램을 위한 개선 방안을 제시하기 위한 것이다. 이를 위해 본 연구에서는 케이블TV MSO 본사의 지역방송 담당자와지역 케이블TV방송사 인턴십 담당자를 대상으로 자기기입식 설문조사를 실시하였다. 또한 한국방송학회에서 실시하는 제15기 인턴십에 참가한 학생들을 대상으로 프로그램의내용 및 만족도에 대한 면담을 실시하였다. 연구결과, MSO의 경우 공식적으로 인턴십 프로그램을 시행하고 있는 곳은 딜라이브가 유일했으며, 지역의 개별 SO 네 군데에서 인턴십을 하고 있었다. 인턴십을 시행하지 않는 방송사가 비교적 많은 것은 비용과 인력, 안전문제 등이 걸림돌로 작용하고 있는 것으로 분석되었다. 인턴십 교육 프로그램은 일괄 교육 또는 직군별 교육 과정으로 진행되고 있었으며, 참여 학생들의 만족도는 상당히 높은것으로 나타났다. 케이블TV방송사의 담당자들 역시 대체로 인턴 프로그램에 대해 만족하고 있었으며, 성과에 대해서도 긍정적으로 생각하고 있음을 알 수 있었다. 그러나 학생들관리나 교육에 있어서 부담을 가지고 있었다. 향후 인턴십 프로그램 운영과 관련한 매뉴얼과 커리큘럼, 사전교육과 중간관리, 인턴십 사후평가와 결과분석에 이르는 전 과정에 대한 점검과 보완이 필요하다.

This study analyzed internship program of cable stations and tried to suggest a solution to improve internship program effectively by understanding structure of training process. Also, we studied success and problems of internship programs to make this study fruitful. For this, we surveyed people in charge of cable stations of MSO head office and managers of internship programs, with self-administered questionnaires. In addition to this, we interviewed KABS’s 15th internship program participants and asked about how much they are satisfying with the program. As a result of the interview, we found out that D’live is the only cable station company which has official internship program in four SO local stations. The reason of scarcity of cable stations running internship program is that they have difficulties in aspects of costs, labor force and management. Internship programs were practiced with two ways of ‘integral training’ and ‘training by job groups’. Satisfaction evaluations were high scored and almost of people in charge of the programs are usually positive about the programs. However they feel burdens of managing and educating participants of the internship program. As a conclusion, I suggest that we need to prepare manuals to build systems for pre-training, managing of participants and assessment of the programs on the basis of exact examine of whole aspects of internship programs further.

The purpose of this study was to investigate present situation and overall satisfaction of internship program in culinary studies. The survey was carried out by self-questionnaires with 124 female and 86 male undergraduate students majoring in culinary studies. 50.9% of the students were satisfied with present internship program and more university students were satisfied than college students. Students were most satisfied with 'various field experience', but most unsatisfied with 'simple duty-oriented training'. 49.5% of the students answered they would take the training again. 42.8% students recommended internship program to others. Regression analysis showed that both intention of training participation and recommendation influenced significantly(p<0.01) to overall satisfaction. Eight to nine hours of working and training payment of 60,000~100,000 won were the most frequent cases. Students expected payment of 210,000~300,000 won for working, and 2 month of training period. 76.7% of students responded that internship program is necessary in the process of professional culinary education and 65.2% answered that the classes in university are helpful for internship program.