Earticle

본 연구는 창의성이 보다 요구되는 직무를 수행하는 전문직 종사자들의 창의성 향상을 위한 방안을 모색하기 위한 목적으로 수행되었다. 이를 위해 본 연구에서는 먼저 창의성 및 직무특성 관련 선행문헌들을 다각적으로 검토하고, 창의성 측면에서 기존 직무특성이 론에서 보다 논의가 필요한 특성들 세 가지(직무복잡성, 시간적 압력, 직무과부하)를 제시 하였다. 이후 이러한 세 가지 요소들이 창의성에 어떠한 영향을 줄 것인지에 대한 탐색적 연구를 진행하였다. 즉, 세 가지 요소들이 창의성에 어떠한 영향을 줄 것인가에 대한 연구 질문들을 제시하고, 이를 전문직 종사자 255명의 상사-부하 쌍(dyad) 데이터를 통해 회귀분석을 실시하여 검증하였다. 분석 결과, 직무복잡성은 창의성에 정(+)의 영향 을, 시간적 압력과 직무과부하는 창의성에 부(-)의 영향을 주는 것으로 나타났다. 이러한 문제제기 및 실증분석을 바탕으로 결론에서는 전문직 종사자의 창의성 향상을 위한 제언 들을 제시하였으며, 본 연구의 시사점 및 향후 연구 방향성에 대해서도 논의하였다.

The purpose of this study is to investigate the ways for stimulating professionals’ creativity that performing more creative jobs compared to other occupations. This study extensively reviwed previous studies on creativity and job characteristics in advance, and then suggested three factors such as job complexity, time pressure, and work overload to expand our understanding of job characteristics that are closely relevant to creativity these days. After that, this paper examines how these three factors influence creativity as an exploratory study. More specifically, this study proposed three research questions and tested them. This study utilized the hierarchical regression analysis using 255 professionals dyad samples. The analytical results showed that job complexity positively influeced creativity, but both time pressure and work overload negatively affected creativity. Based on theoretical arguments and empirical findings, this study proposed several suggestions for stimulating professionals’ creativity and discussed implications as well as limitation for future research.

혁신은 중요한 연구주제로 간주되어 왔음에도 불구하고 혁신의 성공을 결정요인이라 할 수 있는 조직구성원 개인 차원의 혁신행동에 대한 연구는 미흡하다고 할 수 있다. 이에 본 연구는 조직구성원의 혁신행동에 영향을 미치는 요인을 제도적·조직 구조적·직무 특성적 차원으로 구분하고 이들의 영향을 실증적으로 검증하였다. 제도적 차원의 영향요인은 균형 인사제도를, 조직 구조적 영향요인으로는 목표모호성과 공식화 수준을, 직무특성 차원에서 는 직무자율성과 기술다양성이 혁신행동에 미치는 영향에 대한 검증을 실시하였다. 실증검 증을 위한 설문조사에서 동일방법편의 문제를 방지하기 위하여 2차에 걸친 설문조사를 실 시하여 데이터를 수집하였다. 분석결과 조직 구조적 차원에서 목표모호성과 직무특성 차원 에서의 직무자율성과 기술다양성이 혁신행동에 유의미한 영향을 미치는 것으로 나타났다. 또한 국가직과 지방직 공무원들 사이에 혁신행동에 대한 상이한 영향요인을 확인할 수 있 었다. 이를 바탕으로 이론적 및 정책적 시사점을 제시하였다.

Innovation has been a long-standing and important research agenda for both academics and practitioners. A number of studies have explored institutional and structural innovation with various perspectives. However, there would be lack of studies about innovative behaviors of organizational members in public agencies that can determine the success or failure of such innovation. Thus, this study looks into the influencing factors for innovative behaviors of public employees with three different perspectives—institution (Balanced-Personnel Policy), organizational structure (goal ambiguity and formalization), and job characteristics (job autonomy and skill variety). Based on the survey data, the analytical results show that goal ambiguity, job autonomy and skill variety have statistically significant impacts on innovative behaviors of public employees. Also, the analysis reveals that there would be different systems to induce innovative behaviors between central and local government employees.

Job characteristics have influence on the organizational effectiveness. The job characteristics are the core job dimension and organizational effectiveness. Aptitude and personality also act on job characteristics. In this study, we investigate chinese characters by province and city. The purpose of this study is to develop the job characteristics and organizational effectiveness model for chinese by province and city. Consequently, we suggest to be applied the model to korean finns strategically, which push into China, by view of improvement of organizational effectiveness and adaptation in China.

상업계 고등학교가 대내외적 환경 변화에도 불구하고 미래의 교육기관으로 존속하기 위해서는 교육성과의 개념 정립과 그 영향 요인 탐색 노력이 긴요한 상황이다. 이 연구에서는 선행 연구 고찰을 통해 상업계 고등학교의 교육성과 인과모형을 구안하고, 구조분석을 통하여 교육성과와 그 영향 요인들 간의 관계를 분석하였다. LISREL을 이용한 공변량 구조분석을 실시하였으며 ｘ² , GFI, CFI, IFI, NNFI를 이용한 가설적 인과모형 검증 결과, 전반적으로 적합한 것으로 판정되었다. 최초 가설적 인과모형의 간명화를 위해 수정모형을 제안하고 이를 검증하였다. 영향 요인 가운데 교장의 변혁적 리더십은 교육성과에 유의한 정(+)의 영향을 미치는 것으로 나타났으며(β=.34, p<.01), 교사의 임파워먼트도 교육성과에 유의한 정적인 영향을 미치는 것으로 나타났다(β=.37, p<.01). 또한 직무특성이 교사의 임파워먼트에 유의한 정의 영향을 미치는 것으로 나타났으며(β=.79, p<.01), 직무특성은 교사의 임파워먼트를 매개변인으로 하여 교육성과에 통계적으로 유의한 간접 효과를 가지는 것으로 나타났다(β=.29, p<.01).

The purpose of this study was to establish the causal structural model among transformational leadership, job characteristics and teacher empowerment associated with educational outcomes of business high schools. The specific objectives were 1) to analyze the effects of transformational leadership and job characteristics on educational outcomes, 2) to analyze the effects of teacher empowerment on educational outcomes, 3) to analyze the effects of transformational leadership and job characteristics on teacher empowerment, 4) to analyze the mediating effects of teacher empowerment between transformational leadership․job characteristics and educational outcomes. Data were collected from 261 teachers in business high schools(response rate: 70.2%). After screening the data 229 responses were used in the analysis. The SPSS program for window and LISREL program were used to analyze the data for this study. The statistical method used in this study was the covariance structure analysis estimating parameters by maximum likelihood method. Path coefficients were tested for t-tests with a statistical significance level of .05. The conclusions of this study are as follows: 1. The result of this analysis revealed a generally fit to the data: ｘ²=169.12(p<.05); ｘ²/df=60; GFI=.90; CFI=.90; IFI=.91; NNFI=.88. 2. Transformational leadership had positive effects on educational outcomes(β=.34, p<.01). 3. Teacher empowerment had positive effects on educational outcomes(β=.37, p<.01). 4. Job characteristics had positive effects on teacher empowerment(β=.79, p<.01). 5. The indirect effect of Job characteristics on educational outcomes were mediated by teacher empowerment(β=.29, p<.01).

본 연구는 비경제활동 장애인구를 대상으로 소득, 건강상태, 직업능력 및 직업경력 개발 요인에 따라 취업욕구가 달라질 수 있으므로 이를 중심으로 장애인 취업욕구의 영향요인을 파악하고자 하였다. 본 연구를 위한 자료는 2008년 6월부터 8월까지 실시한 제1차 장애인고용패널조사(2008)의 등록장애인 중 비경제활동인구 2,570명을 연구대상으로 선정하였다. 자료의 분석은 SPSS 12.0 프로그램을 사용하여 기초분석을 실시하였으며, 연구가설은 AMOS 7.0 프로그램을 이용하여 구조방정식모형을 설정하여 검증하였다. 본 연구의 결과는 다음과 같다. 건강상태는 취업욕구에 정적인 영향을 미치는 것으로 나타났으며, 소득수준은 취업욕구에 부적인 영향을 미치는 것으로 나타났으며, 직업능력은 취업욕구에 정적인 영향을 미치는 것으로 나타났고, 경력개발은 취업욕구에 정적인 영향을 미치는 것으로 나타났다.

The study aimed to figure factors affecting employment needs of people with disabilities as the employment needs may differ according to income, health and job capability among people with disabilities who are classified economically inactive population. Study subjects included 2,570 economically inactive population among registered people with disability according to a primary panel survey of employment for the disabled conducted from June 2008 to August 2008. A basis analysis was conducted through the use of SPSS 12.0 Program, and a structural equation model was verified through the use of AMOS 7.0 Program. The result of the study is as follows. It has been found that health has a positive effect (.23) on desire for employment, that income has a negative effect (-.07), that job capacity has a positive effect (.27) and that career development has a positive effect (.14).

The purpose of this study is to investigate the effects of the personality traits of hotel firms on job satisfaction and turnover intention and to investigate improvement points. The subjects of this study were 210 employees of hotel company, As a result, personality traits were negatively related to turnover in affinity, sincerity, extroversion, and openness except for neuroticism. In the case of job satisfaction, except for neuroticism, affinity, sincerity, extroversion, and openness were statistically correlated. The results of this statistical analysis show that there is a close correlation between the variables of this study. Based on these findings, I hope that many future researches will be made that will affect job turnover and job satisfaction in addition to the character of the boss in the hotel business. Since hotel organization is a group of members with different characteristics, there is a need to grasp the characteristics of various employees first. This is because the personality traits of hotel workers can affect organizational variables. Also, the personality characteristics of the hotel company and the personality of the employees should be in harmony with each other so that the hotel will be maintained and managed well. The most effective way to achieve the ultimate goals and create added value is to strengthen the job satisfaction of the employees and to improve the satisfaction of the employees through the improvement of the unsatisfactory and decrease the turnover rate will be.

[연구목적] 본 연구는 직무특성모델과 도전－방해적 스트레스원 이론을 통합하여, 직무복잡성이 직무만족도에 미치는 비선형적 영향과 기업규모의 조절효과를 규명하고자 하였다. 선행연구에서 직무복잡성의 효과가 긍정․부정으로 보고된 점을 고려하여, 본 연구는직무복잡성이 일정 수준까지는 도전적 요인으로 작용하나, 임계치를 초과하면 방해적 요인으로 전환된다는 역－U자형 관계를 제안하였다. [연구방법] 본 연구는 한국직업능력개발원의 인적자본기업패널(HCCP) 2차(2020년) 자료를 활용하여, 273개 기업에 소속된 5,132명의 근로자를 분석 대상으로 하였다. 개인 수준과 기업 수준 변수가 위계적으로 중첩된 자료 구조를 고려하여 위계적 선형모형(HLM) 분석을 실시하였다. [연구결과] 분석 결과, 직무복잡성과 직무만족도 간에는 역－U자형 관계가 존재하는 것으로 나타났다. 적정 수준의 복잡성은 만족을 높였으나, 일정 수준을 초과하면 만족이 감소하였다. 또한 기업규모는 이 관계를 유의하게 조절하였다. [연구의 시사점] 본 연구는 직무복잡성의 양면적 효과를 이론적으로 정교화하고 직무특성모델의 한계를 보완하였으며, 직무복잡성 연구를 조직 맥락 변수를 고려한 다수준 관점으로 확장하였다. 또한 기업규모에 따라 차별화된 직무설계와 인적자원관리 전략이 필요함을 제시함으로써 중요한 실무적 시사점을 제공한다.

[Purpose] This study integrates the job characteristics model with the challenge－ hindrance stressor theory to examine the nonlinear effect of job complexity on job satisfaction and the moderating role of firm size. Considering the mixed findings in prior research, this study proposes an inverted U－ shaped relationship in which job complexity functions as a challenge up to an optimal level but becomes a hindrance once it exceeds a certain threshold. [Methodology] Using data from the second wave (2020) of the Human Capital Corporate Panel (HCCP), hierarchical linear modeling (HLM) was conducted on 5,132 employees nested within 273 firms. [Findings] The analysis confirmed the inverted U － shaped relationship between job complexity and job satisfaction: moderate levels of complexity enhanced satisfaction, whereas excessive levels reduced it. Firm size significantly moderated this relationship. [Implications] This study clarifies the dual effects of job complexity, extends the job characteristics model from a multilevel perspective, and underscores the need for firm size－ specific job design and HR strategies.

This study aims to analyze the effect of perceived job characteristics on job stress and job satisfaction based on job characteristics model of Hackman and Oldham. For this objective, the survey was administrated to the hotel employees in Seoul, Korea and Hawaii, America.The results of the study are as following: 1) hotel employees in America have perceived the five job characteristics more positively than in Korea, 2) the job characteristics dimensions which have affected job stress are task identity, task significance, and autonomy in case of hotel employees in America, while that is task identity in Korea, 3) the job characteristic dimensions which have influenced on the degree of job satisfaction are skill variety and autonomy in case of hotel employees in America ; however, skill variety and feedback in Korea, 4) perceived social support has played a role as a partial moderator between task significance and job stress, while organizational identification has played the same role between another job characteristic dimensions and job satisfaction.This study has implicated that it is necessary job redesign carried out to motivate hotel employees in Korea.

Purpose: The study examined core job characteristics and job preference to explain work performance among critical care nurses. The theoretical model was constructed based on the job characteristics model with core job characteristics as exogenous variables, and work performance and job preference as endogenous variables. Methods: A total of 228 hospital nurses participated in the study from May to September, 2015. Data were collected through structured questionnaires and analyzed using structural equation modeling. Results: The model showed a good fit to the data with $x^2/df=2.90$, goodness of fit index = .91, root mean square residual = .20, comparative fit index = .93, and incremental fit index = .93. The core job characteristics explained 64% of the variance in job preference. The core job characteristics and job preference explained 52% of the variance in work performance. Conclusions: The core job characteristics can explain the work performance among critical care nurses through job preference. Effective strategies to improve the work performance among critical care nurses should focus on the application of the core job characteristic into a productive work environment. Further studies are warranted to explore the role of job preference of critical care nurses in promoting their work performance.

본 연구는 새로운 지도력 관점으로 대두되고 있는 분산적 지도력을 이론적으로 고찰하고 워크샵, 심층면접, 설문조사를 통하여 직무특성화모형(JCM)에 나타난 초․중등교사들의 분산적 지도력 실행에 관한 인식을 연구하는데 목적이 있다. 이 연구를 위해 9명의 초․중등교사를 심층면접대상으로, 90명의 초․중등교사를 설문조사 대상으로 각각 목적적 표집에 의해 선정하였다. 질적 자료 수집은 2009년 3월부터 2009년 6월에 걸쳐 워크숍, 심층면접을 통해 이루어졌다. 분산적 지도력 실행의 핵심 직무요소로서 과업목적의식, 기술다양성, 과업자긍심, 자율성, 피드백의 5개 영역으로 범주화하였다. 이어 질적 자료에서 수집된 자료를 일반화하기 위해 설문조사를 실시하였다. 연구결과, 분산적 지도력은 학교 구성원으로 하여금 공동의 문제에 대한 목적의식과 주인의식을 가지고 자율성을 발휘하여 문제를 창조적이고 적극적으로 해결하도록 하며, 다른 구성원들과의 다양한 방법으로 의사소통을 하는 과정을 통해서 갈등 해결을 돕는다. 따라서, 분산적 지도력은 학교를 개선할 수 있도록 하는 긍정적인 변화를 가져올 수 있을 것으로 기대된다.

The purpose of this study was to find out distributed leadership theoretically that is gathering strength as a perspective of new leadership, and to identify perception on performance of the distributed leadership of elementary and middle school teachers shown in Job Characteristics Model (JCM) via workshop, in-depth interview, and survey. For this purpose, nine elementary and middle school teachers were selected for the subjects of in-depth interview and 90 elementary and middle school teachers were selected for the subjects of survey, respectively by purpose sampling. The qualitative collection of data was conducted via workshop and in-depth interview between March and June 2009. As key job factors in distributed leadership performance, five domains including sense of purpose for task, skill variety, pride for task, autonomy, and feedback were categorized. Then, the author performed a survey in order to generalize the qualitatively collected data. As the results distributed leadership was shown not only to encourage members in schools to display their autonomy with sense of purpose and sense of ownership on common problems to solve the problems creatively and actively but to help to solve struggles via communication with other members via various methods. In conclusion, distributed leadership may induce positive changes in improvements in schools.

권태는 인간이 경험하는 일반적인 감정이지만, 널리 퍼져있는 권태 문제는 그 해결이시급한 상황이다. 조직에서 발생하는 직무권태는 조직에 부정적인 영향을 미칠 수 있기때문에 다수의 인사조직과 경영 전문가들은 앞으로 직무권태에 더 많은 관심을 기울일필요가 있다고 주장하였다. 본 연구는 기질적 권태민감성과 직무권태가 반생산적 과업행동에미치는 영향을 밝히고, 직무특성 중 과업다양성과 과업상호의존성의 조절된 매개효과를검증하였다. 본 연구는 직장인 300명을 대상으로 온라인 설문조사를 실시하였으며, Hayes (2018)의 SPSS 25.0과 SPSS PROCESS Macro를 활용하였다. 연구 결과에 따르면, 권태민감성과직무권태는 정적 관계가 있으며, 직무권태와 반생산적 과업행동 역시 정적 관계가 있는것으로 나타났다. 더불어 직무권태가 권태민감성과 반생산적 과업행동의 관계를 완전매개하는 것으로 밝혀졌다. 직무특성인 과업다양성과 과업상호의존성은 권태민감성과직무권태의 관계를 조절하는 것으로 나타났고, 과업다양성과 과업상호의존성이 높을수록직무권태로 매개된 권태민감성과 반생산적 과업행동의 정적 관계가 약화되었다. 본 연구는 직무권태의 발생 메커니즘을 밝히고, 직무권태가 반생산적 과업행동에 미치는 영향을 약화시키는 전략을 모색한 연구로 그 의의가 있다.

Boredom is a basic human emotion that occurs naturally in life. However, job boredom can be a serious problem in the workplace due to its negative consequences within the organization. Unfortunately, the incidence of job boredom becomes more widespread in recent years. At the same time, the acceptance of boring jobs is sharply declining. Hence, organizational researchers and management experts should devote more attention to the experience of boredom at work. The purpose of this study was to examine the influence of boredom susceptibility and job boredom on employees’ counterproductive work behaviors (CWB), and to test a moderated mediation effect of task variety and task interdependence. Using data from 300 employees in South Korea, we found that job boredom fully mediated the effect of boredom susceptibility on CWB. In addition, task variety and task interdependence moderated this mediation effect, such that task variety and task interdependence attenuated the positive indirect effect of boredom susceptibility on CWB. Our results confirm that improving stimulation at work would reduce job boredom. The present findings contribute to the literature by revealing the mechanism through which job boredom affects employees’ work behaviors and suggesting potential ways to reduce employees’ boredom and CWB at work.

Purpose: This study was done to build and verify a model of clinical nurses' turnover intention using organizational characteristics, job satisfaction and job embeddedness. Methods: The study participants were 389 hospital nurses. SPSS and AMOS 22.0 program were used to analyze the data and the modeling of turnover intention. Results: A total of 41% of turnover intention was explained by job satisfaction, job embeddedness and organizational characteristics. Nurses with higher job satisfaction and job embeddedness showed lower turnover intention, while organizational characteristics had an indirect effect on their turnover intention. It was found that organizational characteristics had positive effects on both job satisfaction and job embeddedness, and job embeddedness played a mediating role between organizational characteristics and turnover intention. Conclusion: To reduce nurses' turnover intention, hospitals' organizational characteristics should be considered. Nurse managers should strive to increase nurses' job satisfaction and job embeddedness through an understanding of the factors of organizational characteristics such as organizational fairness, nursing work environment, motivation, organizational citizenship behavior, and transformational leadership.

본 연구의 목표는 수정된 직무요구-자원 모형(JD-R model)을 활용하여 개인·직무·제도적 요인들이 과학기술인의 직무열의에 어떠한 영향을 미치는지 분석하는데 있다. 연구의 주요 함의는 다음과 같다. 첫째, 이론적 측면에서는 기존의 JD-R 모형이 보여온 한계점을 보완하고자 하였다. 이 모형은직무를 둘러싼 환경적 측면을 잘 반영·제시하고 있으나, 개인적 특성에 대해서는 간과하고 있다. 따라서 과학기술인의 중요 특성 중 하나인 지각된 연구역량을 고려하여 분석을 진행하였고, 분석 결과 개인적 특성이 직무열의 강화에 중요한 변수로 작동할 수 있음을 확인하였다. 둘째, 정책적 측면으로는 연구역량과 직무 요구-자원 변인간 상호작용 분석을 통하여 특정 환경이나정책이 어떠한 조건 하에서 효과적일 수 있는지를 제시하였다. 이와 같은 결과는 중장기적으로출연(연) 내 연구자, 나아가 과학기술 관련 종사자를 대상으로 한 정책개발에 다양한 함의를 제시할 것으로 기대한다.

The aim of this study is to analyze the effect of individual, job, and institutional factors on job enthusiasm of science and technology engineers using the JD-R model. The main implications of the study are as follows. First, we tried to modify the limitations of the JD-R model. This model reflects and presents the environmental aspects surrounding the job, but overlooks the personal characteristics. Therefore, we conducted an analysis considering the research capabilities which is one of the important characteristics of scientist and as a result of the analysis confirmed that personal characteristics can act as an important variable in strengthening the work engagement. Second, we conducted an analysis of the interaction between research capabilities and job demand-resource variables, and as a result, suggested what conditions were effective under certain conditions. These results are expected to present various implications for policy development for science and technology workers in the mid to long term.

Objectives: This study aims to alleviate dental hygienists' job stress caused by emotional labor, lower their turnover rate, improve the working environment, and offer better quality of services by understanding correlations among emotional labor, job characteristics, job stress, and turnover intention. Methods: A survey was conducted in the subjects with dental hygienists who were working at general hospitals, dental university hospitals, and private dental clinics located in Seoul, Gyeonggi, and Chungnam by the convenience sampling method from June 1 through 30, 2017, and the collected data were analyzed using by SPSS Windows Ver. 22.0 (IBM CO, Armonk, NY, USA) and AMOS 21. As the statistical analysis methods, convergent validity test, structural equation model analysis and model goodness of fit were conducted using independent samples t-test, one-way ANOVA, path analysis, and confirmatory factor analysis. Results: It turned out that the more dental hygienists' deep acting of emotional labor and the more their workload of job characteristics, the higher their job stress got, and that the higher their job stress, the higher their turnover intention got. Conclusions: As a method of lowering dental hygienists' turnover intention, they may resolve emotional disharmony with their own problem-solving method, but it is necessary to develop and support organizational culture for the improvement of working environment. Dental hygienists' organizations should implement the measures to minimize their turnover rate and job stress level by allocating appropriate workload.

이 연구는 실업계 고등학교의 조직 효과성과 교사 임파워먼트, 교장 변혁적 리더십, 직무특성, 조직문화 간의 구조적 인과관계를 밝히는데 그 목적이 있었다. 연구목적 달성을 위해 조직 효과성에 영향을 미칠 가능성이 있는 관련 변인 간의 인과관계에 대한 선행 연구들을 종합적으로 정리하여 가설적 모형을 구성하였다 연구의 모집단은 전국의 656개 실업계 고등학교에 재직 중인 35,076명의 교사였다. 25개 실업계 고등학교에 재직 중인 760명의 교사를 대상으로 하여 조사가 이루어졌으며, 배포된 질문지 가운데 626매가 회수되었다(회수율: 82.4%). 수집된 자료는 Lisrel 8.50을 사용하여 공변량 구조분석을 실시하였으며, 모수 추정방법으로는 최대우도법이 사용되었다. 적합도 지수로는 , RMSEA, GFI, CFI, IFI, NNFI가 사용되었으며, 경로계수의 통계적 유의수준은 5%였다.이 연구를 통하여 얻어진 구체적인 연구 결과는 다음과 같다. 첫째, 는 446.84(df=125, p<.001)로 모형이 부적절한 것으로 판정하였으나, RMSEA는 .075로서 수용가능한 수준이었다. 또한 GFI는 .90, CFI와 IFI는 .91로서 세 수치 모두 적합 수준인 .90이상이었다. 그리고 NNFI가 .88로서 권장 수용수준인 .90이상에는 다소 미치지 못하지만 보통 수준으로 나타났다. 둘째, 조직문화는 조직 효과성에 유의한 영향을 미치는 것으로 나타났으나, 교장 변혁적 리더십과 직무특성은 유의한 영향을 미치지 않는 것으로 나타났다. 셋째, 교사 임파워먼트는 조직 효과성에 유의한 정적 영향을 미치는 것으로 나타났다. 넷째, 교장 변혁적 리더십과 직무특성은 교사 임파워먼트에 유의한 영향을 미치는 것으로 나타났으나, 조직문화는 유의한 영향을 미치지 않는 것으로 나타났다. 다섯째, 독립변인(교장 변혁적 리더십, 직무특성, 조직문화)과 매개변인(교사 임파워먼트)은 조직 효과성의 전체 변량 중 80%를 설명하는 것으로 나타났다. 또한 조직 효과성을 유의하게 설명하는 변인은 조직문화, 교사 임파워먼트, 직무특성의 순으로 나타났으며, 교사 임파워먼트는 직무특성과 교장 변혁적 리더십의 조직 효과성에 대한 효과를 매개하는 것으로 나타났다.

The purpose of this study was to establish the causal structural model among principal leadership, job characteristics, organizational culture and teacher empowerment associated with organizational effectiveness of vocational high schools. The data were gathered from 760 teachers in vocational high schools. The major findings of the study were as follows: ①The result of this analysis revealed a generally fit to the data: x2=446.84(p<.05); x2/df=125; RMSEA=.075; GFI=.90; CFI=.91; IFI=.91; NNFI=.88. ② Organizational culture had positive effects on organizational effectiveness(β=.71, p<.01). But principal leadership and job characteristics had no significant effect on organizational effectiveness of vocational high schools. ③Teacher empowerment in vocational high schools had positive effects on organizational effectiveness(β=.27, p<.01). ④Principal leadership in vocational high schools(β=.15, p<.01) and job characteristics(β=.78, p<.01) had positive effects on teacher empowerment. But organizational culture had no significant effect on teacher empowerment. ⑤A series of path analyses revealed that organizational culture(β=.71, p<.01), teacher empowerment(β=.27, p<.01) and job characteristics(β=.21, p<.01) had significant effects on organizational effectiveness of vocational high schools. Moreover, indirect effects of job characteristics on organizational effectiveness were mediated by teacher empowerment(β=.21, p<.01). It showed that teacher empowerment mediated the effects of job characteristics on organizational effectiveness.

본 연구는 직무요구-자원모형을 기반으로 직무 관련 특성이 공무원의 혁신행동에 미치는 영향력과 공공봉사동기의 조절효과를 실증적으로 분석하는 것을 목적으로 한다. 분석결과, 직무자원 요인으로 직무자율성은 혁신행동에 대하여 긍정적인 영향을 미치는 것으로 나타났다. 직무요구 차원에서의 자발적 학습행동은 혁신행동에 긍정적인 영향을 미치는 것으로 확인되었다. 또한, 공공봉사동기 수준이 높을수록 혁신행동에 미치는 업무과부하의 긍정적 효과를 상승시키는 것으로 검증되었다. 혁신행동을 결정하는 자발적 학습행동의 영향력은 공공봉사동기에 의해 강화되는 것으로 나타났다. 이러한 분석결과를 토대로 조직 및 인사관리에 대한 시사점과 향후 연구 방향 등을 제시하였다.

The purpose of this study is to analyze the impacts of job characteristic factors on public officials' innovative behaviors along with the Job-Demands-resources Theory(JD-R). In addition, the moderating effects of public service motivation(PSM) on the relationship between the job characteristic factors and innovative behaviors were examined. This study found that the job autonomy as job resources has a positive impact on the innovative behaviors. Also, voluntary learning behaviors as job demands has a positive impact on innovative behaviors. Furthermore, with the higher level of PSM, the positive effect of workloads on innovative behaviors was enhanced. And, the impact of voluntary learning behaviors over innovative behaviors was reinforced by PSM. Implications and suggestions for further research were provided based on the analytical results.

본 연구의 목적은 특정 지역의 지자체가 추진하고 있는 다양한 일자리사업 중에서 평생교육적 일자리사업의 현황과 비중을 확인하며, 일자리사업에 의해 창출되는 주요 일자리유형과 관련된 특성들을 탐색하고, 평생학습일자리 모형에 의한 지자체 일자리사업을 분류함으로써 확장가능성을 논의하는 것이었다. 연구의 결과는 첫째로 연구대상 지자체의 총량적 일자리사업 중에서 평생교육적 성격을 가진 교육훈련일자리사업과 평생학습일자리사업의 비중은 26.7%로 확인되었다. 둘째로 연구대상 지자체의 일자리사업 중에서 평생학습일자리사업은 사업별 평균 사업비와 단위 일자리별 평균 사업비는 상대적으로 적었으나 안정적 일자리 창출에는 어느 정도 효과가 있는 것으로 확인되었다. 셋째로 평생학습일자리 모형에 의해 분류된 일자리유형 중에서 생애취업형과 시민지식형 일자리가 상대적으로 많은 것으로 밝혀졌다. 이상의 연구결과는 지자체가 일자리사업을 추진하는 과정에서 교육훈련일자리와 평생학습일자리의 가치와 실효성을 재인식하여 관련 정책과 사업에 반영하는 노력이 필요할 것이다.

The objectives of this study were to identify the current state and percentage of lifelong educational job creation projects out of the various job generating works implemented by the local governments of the selected regions, explore their characteristics related to the major types of jobs generated by job creation projects, classify job creation projects by lifelong learning job model, and discuss on theirs expandability. The findings were as follows: firstly, the percentage of education and training job creation projects and lifelong learning job creation projects were accounted for 26.7% in the entire job creation projects implemented by the selected local governments. Secondly, the lifelong learning job creation projects of job generating works by the selected local governments had relatively smaller average expenses by the project and unit job, but had some effects on the creation of stable jobs. Thirdly, there were relatively more lifetime employment jobs and civic knowledge-type jobs among the job types categorized with a lifelong learning job model. Based on the above findings, It should be suggested that the local governments will be recognize the value and effectiveness of education and training jobs and lifelong learning jobs and apply with their related policy works in a process of implementing a job creation project.

본 연구의 목적은 중고령 임금근로자의 특성에 따른 일자리 만족의 종단적 변화와 삶의 만족의 관계를 검증하는 것이다. 이를 위해 고령화연구패널조사(KLoSA: Korean Longitudinal Study of Ageing)의 1차부터 4차까지의 자료를 바탕으로 잠재성장모형을활용하여 분석하였다. 분석결과, 중고령 임금근로자의 일자리 만족은 선형으로 증가하는 변화함수의 형태를 보였다. 또한, 중고령 임금근로자의 일자리 만족의 변화에 영향을 미치는 특성으로 개인적 특성변수와 고용적 특성변수를 확인하였다. 개인적 특성변수로는 연령, 성별, 학력, 건강상태, 가구 총소득이 유의하였고, 고용적 특성변수로는 종사상 지위, 근무시간, 월평균 임금, 4대보험 가입 여부가유의하게 예측되었다. 일자리 만족의 초기값과 변화율은 모두 삶의 만족에 유의한 영향을 미치는 것으로 나타났다. 이는 일자리 만족과삶의 만족이 긍정적 관계가 있으며, 일자리 만족의 초기값이 높으면 삶의 만족이 높고, 일자리 만족이 증가할수록 삶의 만족도 높다는것을 의미한다. 연구결과를 바탕으로 중고령 임금근로자의 일자리 만족과 삶의 만족에 대한 논의와 연구의 한계, 그리고 후속연구방향에 대해 제언하였다.

The purpose of this study is to verify the longitudinal changes in job satisfaction by the characteristics of middle-old aged and wage workers and their relationship with life satisfaction. To this end, the analysis was made using the latent growth model based on the data from the first to fourth of the KLoSA(Korean Longitude Study of Ageing). As a result of the analysis, the job satisfaction of middle-old aged wage workers showed a linearly increasing change function. In addition, personal characteristics variables and employment characteristics variables were identified as factors that affected the change in job satisfaction of middle-old aged wage workers. Age, gender, educational background, health status, household income were significant as personal characteristics variables, while employment characteristics variables were significantly expected to include employee status, working hours, monthly wages, and four social insurance. Both the initial value and rate of change in job satisfaction have been found to have a significant effects on life satisfaction. This means that job satisfaction and life satisfaction have a positive relationship, and if the initial value of job satisfaction is high, life satisfaction is high, and as job satisfaction increases, life satisfaction is also high. Based on the research results, the discussion and research limitations on job satisfaction and life satisfaction of middle-old wage workers and the direction of follow-up research were suggested.

To achieve the goal of the research, authors covered employees of 6 tourism service industries ; hotel, airline, tourism agency, theme park, duty free shop, and family restaurant. The purposes of the study were to explore the influence of employee's personality traits(HEXACO) on customer orientation, to analyse which of personality traits(HEXACO) was related to job satisfaction, and to discover whether job satisfaction affect customer orientation. The results are as follow. First, among 6 traits(HEXACO) of tourism service employees, extraversion, agreeableness, conscientiousness, and openness had positive influences on customer orientation. Second, openess was related positively( p<.01) to job satisfaction. Lastly, job satisfaction of service providers reported a positive effect on customer orientation.