Earticle

The purpose of this study is to investigate how job competency has an impact on job efficacy and task performance. To perform this study, total 302 questionnaire were distributed to regular hotel employees in Jeju dated from May 1st to 31st. Unworkable data were excluded, 270 usable responses were obtained for an empirical analysis. Frequency analysis, exploratory factor analysis, reliability analysis, and regression analysis were measured by using SPSS 18.0 accordingly. For the study structure, job competency was divided with relation/skill/personality/expertise competencies. Job efficacy and task performance were a single factor. The result has shown as follows: Hypothesis 1, among job competencies, relation/skill/personality/expertise competencies have a positive effect on job efficacy. Hypothesis 2, skill/personality/expertise competencies have a positive effect on task performance. Hypothesis 3, job efficacy has a positive effect on task performance. This study result has found that human resource development is a source of competitive advantage in hotel business. This study has given to the hotel's human resource development for the practical implication and academical use.

The purpose of this study is to find out the influence of Job competency of medical tourism professionals on job satisfaction and organizational commitment, and particularly how cultural distance acts as a moderating variable between job competency and job satisfaction. The data was collected nationwide from 255 medical tourism related professionals who work for hospitals, using SPSS 12.7. Results of the study is as follows. First, only knowledge and self efficacy influenced positively on job satisfaction out of various job competency factors such as perceived organizational values, knowledge, interactive service, cognitive flexibility and self efficacy. Second, job satisfaction influenced positively on organizational commitments. Third, only perception of organizational values of job competency was moderated by cultural distance in the process of verifying the influence between job competency and job satisfaction , which implies that the greater medical tourism professionals perceive the cultual distance , the higher efforts they require to have an effective management of job competency and the lower the job satisfaction is being illustrated.

Objectives: The purpose of this study was to investigate the factors influencing social work competency of social workers in the Individualized Support Service for Older Adults. Methods: An online survey of 1,927 social workers affiliated with Individualized Support Service for Older Adults was conducted. The data of the final 1,637 participants were analyzed with descriptive statistics, Pearson’s correlation coefficients, and hierarchical multiple regression analysis using the SPSS 18.0 program. Results: The following results were obtained: Factors influencing the job competency of social workers were job experience at elderly care institutions, value ethics competency, intervention competency, administrative and policy practice competency among geriatric social work competency, and supervision satisfaction. Conclusions: Based on these results, we suggest implications for improving task competency among social workers.

이 연구에서는 “ISD 기반 직무능력중심 채용모형”을 제시하고, 이에 근거하여 “인사·조직”분야 절차 별 예시를 제공하여 타당성을 확보하는데 있다. 이 연구의 목적을 달성하기 위하여 문헌연구, 개발연구 및 전문가협의회를 실시하였다. 이 연구에서 제공하는 채용모형은 개발자에게는 개발과정 및 개발내용 에 대한 지속적인 피드백을 받을 수 있고, 민간기관에서는 필요한 채용평가도구를 개발하는데 활용할 수 있도록 ISD(교수체제개발)를 적용하여 개발하였다. 따라서, 직무능력 중심 채용모형은 크게 분석, 설 계, 개발, 실행, 평가 단계로 이루어진다. 구체적으로 1단계 분석단계는 개발계획수립과 개발직군을 선정한다. 2단계 설계 단계에는 직무분류, 직무조사 방법 수립(문헌조사, 설문, 인터뷰, 관찰), 직무분석 등을 통해 단위를 선정한다. 능력단위 선 정한 후에는 직무전문가(SME)들의 검토를 받아 타당성을 확보한다. 3단계 개발 단계에서는 채용직무기 술서, 서류평가도구, 필기평가도구, 면접필기평가도구를 개발한다. 4단계 실행단계는 직무능력 중심 채 용모형에 따라 개발된 평가도구를 중심으로 실제 선발계획을 수립한 후 선발을 실시한다. 5단계 평가 단계에서는 선발타당성을 검증하고, 효용성을 분석한다. 이 연구에서 제시한 직무능력 중심 채용모형은 다양한 공공․민간기업, 산업별 인적자원개발위원회 (ISC)는 물론 대학 등 교육기관에서 청년들의 진로지도를 하는데 있어서 적극적으로 활용할 수 있도록 하여야 하고, 개발과정 및 개발된 채용 평가도구는 지속적인 피드백을 통하여 질 관리를 하여야 할 것 이다.

The purpose of this study was to develop job competency-recruitment model development based ISD. This study was carried out the theoretical review, developing method, a panel of expert committee. The job competency-recruitment model provided in this study was developed by applying ISD(instructional system development) so that developers can receive continuous feedback on the development process and development contents, and private institutions can use it to develop the necessary employment evaluation tools. through this, the developed job competency-recruitment model is largely composed of analysis, design, development, implementation, and evaluation stages. Specifically, in the first stage of analysis, the development plan is established and the development group is selected. in the second stage of design, competency units are selected through job classification, establishment of job survey methods (document research, questionnaires, interviews, observations) and job analysis. after the selection of competency units, validity is obtained by review by SMEs. in the third stage of development, the job description, document evaluation tool, handwriting evaluation tool, and interview writing tool are developed. in the fourth phase of implementation, the actual recruitment is conducted based on the evaluation tools developed according to the job competency-based recruitment model after its own recruitment planning. In the five-step evaluation stage, the actual recruitment feasibility is verified and the utility of the job competency-recruitment model is analyzed. The job competency-recruitment model proposed in this study should be used in various public / private enterprises, industrial skills council(ISCs), universities, and educational institutions such as universities to actively use them for career guidance. the job competency-recruitment model developed should be quality-controlled through continuous feedback.

본 연구에서는 해상교통관제사의 역량기반 교육훈련과정 개발을 위한 기초연구로선임 해상교통관제사와 신임 해상교통관제사의 직무역량을 관제 시뮬레이터를 활용하여 측정하고 분석하여 객관적인 해상교통관제사의 역량모델을 구축하고자 하였다. 본 연구에서 해상교통관리역량을 측정하기 위해 ‘사고 발생횟수’와 ‘관제 후 충돌시간(Time-To-Collision After Control)’을 측정 변인으로 선정하여 분석하였다. 분석결과 선임관제사와 신임관제사의 ‘사고발생률’의 차이는 통계적으로 유의하게 나타나지않았으나, ‘관제 후 충돌시간’의 경우 복잡한 상황에서 선임관제사가 신임관제사보다더 빠르게 관제한다는 것을 알 수 있었다. 이는 복잡한 상황에서 선임관제사가 신임관제사보다 상황을 빠르게 파악하고 판단하여 관제를 한다는 것을 의미한다. 이러한결과는 해상교통관제사의 해상교통관리역량 중 복잡한 상황에서 관제대상 선박을 빠르게 식별하고 조치할 수 있는 선박 교통 위험예측역량과 비상상황 대응역량을 중심으로 역량기반 교육과정을 설계해야 한다는 것을 시사한다.

The purpose of this study is to establish an objective competency model of vessel traffic services (VTS) operators through measuring and analyzing job competency of senior and new VTS operators through VTS operating simulator, as preliminary research to develop competency-based education and training curriculum for VTS operators. ‘The number of accident occurrence’ and ‘time-to-collision after control’ have been selected as measuring variables and analyzed to measure vessel traffic management competency. As a result, there has been no statistical significance in the difference in ‘the number of accident occurrence’ between senior and new VTS operators. When it comes to ‘time-to-collision after control,’ however, it has appeared slower for new VTS operators than that for senior VTS operators under complicated circumstances. It can be translated that senior VTS operators can carry out operation by understanding situations and making decisions more quickly in the complex situations than new VTS operators can. According to the results, it can be considered that competency-based training curriculum should be designed based on competency in predicting danger in vessel traffic and competency in response for emergency situations which helps the operators identify and take actions to ships for VTS in a complicated situation, out of several factors of vessel traffic management competency.

경영의 패러다임이 변화되면서 인재의 가치가 더욱 중요시되고, 기업 경쟁력의 원천을 인적자원의 우위에서 찾고 있다. 조직에서 꼭 필요한 인재의 정의가 부각되고 있으며, 역량중심 인적자원 접근법이 대두되고 있다. 기업의 비즈니스에서 직원들의 역량을 개발하여 핵심 경쟁력을 만드는 것이 중요한 가치가 되고 있다. 이러한 가치를 실현하고, 조직원을 체계적으로 육성해야 하는 대기업 HRD 담당자에게 실제적으로 요구되는 역량을 표준화하고, HRD 직무역량모델을 체계적으로 개발해야 할 필요성이 제기되고 있다. 이 연구의 목적은 HRD 직무역량모델을 개발하는 데 있다. 이러한 연구 목적을 달성하기 위하여 대기업 A사를 중심으로 직급별 기대수준을 설정하고, HRD 직무분석을 실시하고, 수준별 HRD 직무역량 매트릭스를 구성하고 잠정역량 모델을 구안하였다. 구안된 잠정적인 HRD 직무역량모델은 워크숍, 전문가 검토를 통해 타당성을 검증하고, 최종적으로 HRD 직무역량모델을 개발하였다. HRD 직무역량모델은 실제적인 대기업 활용도를 위하여 공통, Basic, Expert, Master의 네 수준으로 구분하였다. 공통수준은 전 직급에 공통적으로 요구되는 역량으로 도출하였으며, Basic은 사원급을 대상으로 교육운영, 교육관리, 교육기획에 대하여 19개 역량모델을 개발하였고, Expert는 대리, 과장급을 대상으로 CD, OD, T&D에 대하여 25개 역량모델을 개발하였고, Master는 차장, 부장급을 대상으로 Human Performance Technology, Business Management, 전략기획으로 28개 역량모델을 개발하였다.

As the paradigm of entrepreneurship constantly changes, the importance of talented individuals has increased; therefore, the competition between companies is based on the development of human resources. The most necessary factor within a company is the justice of the worker causing the company to be centered on the capability of its employees and developing the best approach to human resources. In order to challenge the competition in the business market, it is important to train the employees to know and understand the capability of the company. Due to the newfound important of the HRD, it is being proposed that there be a job competency model be created and further developed to ensure the abilities of the employees be up to par. The main purpose of this study is to develop and validate a competency model for HRD job. In order to gather appropriate data, the study was done within focused on the Company A; employees were put into levels, which contained different expectations of hierarchy. With this data, it was possible to implement the analysis of the HRD and to create a matrix to represent the job competency model. Through workshops regarding this HRD job competency model, professionals will verify the validity of the model created. The model was separated into four levels: Common, Basic, Expert, and Master. The Common level was created to demand employees with the same level of competency, Basic was created with 19 competency items of education operation, management, planning for associates, Expert was created for assistant manager and manager of each department to reflect 25 competency items of CD, OD, and T&D, while Master was created for senior manager and director to reflect 28 competency items of Human Performance Technology, Business Management and Strategic Planning.

This study aims to identify how deluxe hotel employee’s job competency affects service commitment and customer orientation. To accomplish the goal, this study conducted a survey on the service employees working at the deluxe hotels in Seoul, Gyeonggi, and Incheon regions. After the survey, this study analyzed the coded data in the order of frequency analysis, exploratory factor analysis, reliability analysis, confirmatory factor analysis, correlation analysis, and multiple regression analysis with SPSS 18.0 and AMOS 18.0. To accomplish the research goal, this study suggests job competency factors that can be related to service employees at the deluxe hotels. This study also conducted empirical analysis on influential relationship between service commitment and customer orientation. First of all, In the order of relationship competency, professional competency, and personality competency, those competences had a significant positive (+) effect on service value. Also, relationship competency and personality competency had a significant positive (+) effect on service commitment’s subfactor, job commitment. Secondly, job competency had a significant positive (+) effect on customer orientation in the order of personality competency, professional competency, and relationship competency. Thirdly, service commitment had a significant positive (+) effect on customer orientation. By putting together empirical analysis result, the study verified that service employee’s job competency increases service commitment and has excellent role in improving customer orientation.

본 연구는 경찰공무원의 데이터 리터러시가 직무역량에 미치는 영향력을 분석하고 경찰 공무원의 데이터 리터러시 수준을 높이고 조직성과를 제고하기 위한 정책적 제언을 제시 하는데 목적이 있다. 이를 위해 K광역시 및 J도 소속 경찰공무원 102명을 대상으로 조사연 구를 실시하였다. 연구의 결과 첫째, 경찰공무원의 데이터 리터러시 수준은 3.58점, 직무역 량 수준은 3.62점으로 높게 나타났으며, 일반적 특성에 따른 직무역량은 계급과 소속에서 차이가 있는 것으로 나타났다. 둘째, 데이터 의사결정과 직무역량 간의 상관관계가 가장 높게 나타났다. 셋째, 데이터 리터러시와 소속(시･도경찰청)이 직무역량에 영향을 미치는 변인으로 나타났다. 이에 경찰공무원의 데이터 리터러시 수준을 높이고 직무역량을 제고하 기 위해서, 첫째, 데이터 기반 의사결정 조직문화를 구축하기 위해 데이터 검증체계를 강화 하고 데이터를 업무에 적용할 수 있는 플랫폼 운영, 둘째, 데이터 활용을 지원하기 위한 제도 마련과 데이터 격차를 줄이기 위한 구성원 수준별 맞춤형 프로그램 마련, 셋째, 공공･ 민간부문의 데이터를 분석하고 부서나 관계기관 간 협력을 위한 클라우드 구축･운영 등을 제시하였다. 본 연구는 조사 대상을 특정지역의 일부 경찰공무원만 선정하여 조사했기 때 문에 본 연구결과를 일반화시키기에는 한계가 있으며, 향후 보다 많은 지역의 경찰공무원 을 대상으로 디지털 리터러시 수준을 향상시키기 위한 체계적인 프로그램 개발 연구와 직 무역량에 영향을 미칠 수 있는 디지털 리터러시 변인들 간의 관계에 대해 연구가 이루어져 야할 것이다.

The purpose of this study is to analyze the influence of police officials' data literacy on their job capabilities and to present policy recommendations to increase the level of data literacy of police officials and improve organizational performance. For this purpose, a survey study was conducted targeting 102 police officers from K Metropolitan City and J Province. As a result of the study, first, the data literacy level of police officials was high at 3.58 points and the job competency level was high at 3.62 points, and job competency according to general characteristics was found to differ depending on rank and affiliation. Second, the correlation between data decision-making and job competency was the highest. Third, data literacy and affiliation (city/provincial police agency) were found to be variables affecting job competency. Accordingly, in order to increase the level of data literacy and enhance job capabilities of police officials, first, strengthen the data verification system to establish a data-based decision-making organizational culture and operate a platform that can apply data to work, second, utilize data. Third, it proposed the establishment of a system to support and a customized program for each member level to reduce the data gap, and third, analysis of data in the public and private sectors and construction and operation of a cloud for cooperation between departments and related organizations. Because this study only selected some police officials in a specific region as its research subjects, there are limitations in generalizing the results of this study. In the future, research is needed to develop a systematic program to improve the level of digital literacy for police officials in more regions. Research should be conducted on the relationship between digital literacy variables that can affect job competency.

이 연구는 학교장의 직무역량을 구분하고 각 역량에 따른 교육 요구 분석을 목적으로 수행되었다. 이 연구의 목적을 달성하기 위하여 학교장 자격연수 수료생을 대상으로 성 별, 연령별, 교직 경력별, 소속기관 유형별, 소속기관별, 교육연수원 참여과정별 차이를 분석하였다. 조사대상자는 2019년 12월 4일부터 2019년 12월 30일까지 한국교원대학 교 종합교육연수원에서 학교장 자격연수를 받은 수료자 중에서 온라인 설문조사에 응답 한 465명이다. 이 조사 결과에 따르면 교육 요구가 있는 역량은 학생자치 중심의 학교생 활문화 개선, 학교 교육을 지원하는 각종위원회 및 자생단체 활성화, 공정한 근무평가 및 보상체계 마련, 다양한 학부모 프로그램 운영으로 학부모 참여 확대, 학교교육활동의 대 외적인 공개와 홍보, 교육공동체의 학교예산수립 참여 및 투명한 집행, 목표 도달을 위한 수시 상황 파악 및 환류, 교육지도자로서 윤리 강령 및 관련 법규 준수의 영역이었다. 교 장의 특성별로는 여성교장이, 53세이하 집단과 54-55세 집단이, 교육경력 29년이하 집 단과 34년이상 집단이, 국공립학교 교장이, 초등학교와 교육행정기관 소속자가 교장역 량에 대한 교육 요구가 있었고, 교육전문직 경험은 유의차가 없었다. 이와 같은 연구결과 는 학교장의 특성별 역량제고 연수프로그램이 성별, 연령별, 학교설립주체별로 차별화 되어야 함을 말해주고 있다.

In school situation, Principal is main person for school operation. So principal’s job competency is very important for best performing school. Through the literature reviews, many competency was found and made to questionnaire for needs assessment. The objectives of the study was to find the educational needs for principal competency and to find the needs difference along with principals’ traits as gender, age group, job career, supervisor experience, school level, school category as private school or public school. The results was as follows; First, the competency needs for principal was school culture improvement centered on student autonomy, committee or self-sustaining organization activation in school, making the fair performance evaluation and reward system, parents involvement enlargement through various school program, school activities open and promotion, school budget involvement by school community and the impartial enforcement, frequent situation review and feedback for attaining the goal, obeying the principal ethics and law. Second, the educational needs for school principal had in woman, under 53age group and 54 and 55age group, under 29years career group and over 34years career group, public school principal group, primary school member and county administration office member group. But supervisor experience group had no difference.

이 연구는 학교장의 직무역량을 구분하고 각 역량에 따른 교육 요구 분석을 목적으로 수행되었다. 이 연구의 목적을 달성하기 위하여 학교장 자격연수 수료생을 대상으로 성 별, 연령별, 교직 경력별, 소속기관 유형별, 소속기관별, 교육연수원 참여과정별 차이를 분석하였다. 조사대상자는 2019년 12월 4일부터 2019년 12월 30일까지 한국교원대학 교 종합교육연수원에서 학교장 자격연수를 받은 수료자 중에서 온라인 설문조사에 응답 한 465명이다. 이 조사 결과에 따르면 교육 요구가 있는 역량은 학생자치 중심의 학교생 활문화 개선, 학교 교육을 지원하는 각종위원회 및 자생단체 활성화, 공정한 근무평가 및 보상체계 마련, 다양한 학부모 프로그램 운영으로 학부모 참여 확대, 학교교육활동의 대 외적인 공개와 홍보, 교육공동체의 학교예산수립 참여 및 투명한 집행, 목표 도달을 위한 수시 상황 파악 및 환류, 교육지도자로서 윤리 강령 및 관련 법규 준수의 영역이었다. 교 장의 특성별로는 여성교장이, 53세이하 집단과 54-55세 집단이, 교육경력 29년이하 집 단과 34년이상 집단이, 국공립학교 교장이, 초등학교와 교육행정기관 소속자가 교장역 량에 대한 교육 요구가 있었고, 교육전문직 경험은 유의차가 없었다. 이와 같은 연구결과 는 학교장의 특성별 역량제고 연수프로그램이 성별, 연령별, 학교설립주체별로 차별화 되어야 함을 말해주고 있다.

In school situation, Principal is main person for school operation. So principal’s job competency is very important for best performing school. Through the literature reviews, many competency was found and made to questionnaire for needs assessment. The objectives of the study was to find the educational needs for principal competency and to find the needs difference along with principals’ traits as gender, age group, job career, supervisor experience, school level, school category as private school or public school. The results was as follows; First, the competency needs for principal was school culture improvement centered on student autonomy, committee or self-sustaining organization activation in school, making the fair performance evaluation and reward system, parents involvement enlargement through various school program, school activities open and promotion, school budget involvement by school community and the impartial enforcement, frequent situation review and feedback for attaining the goal, obeying the principal ethics and law. Second, the educational needs for school principal had in woman, under 53age group and 54 and 55age group, under 29years career group and over 34years career group, public school principal group, primary school member and county administration office member group. But supervisor experience group had no difference.

This study examines the impact of internal marketing(authority delegatio, benefits, education training, and compensation systems) on organizational immersion in the ever-developing hotel industry market and the intermediate effect of job competency between internal marketing and organizational immersion. The purpose of this study is to study how the internal marketing of hotel employees in the hotel industry, which has been particularly struggling since COVID-19, has the mediated effect between organizational immersion. An empirical analysis was conducted through a total of 373 questionnaires for four-star hotels in Seoul and Gyeonggi Province. In addition, internal marketing (authority delegation, benefits, education training and compensation system) has been confirmed to have a significant impact on organizational immersion, and job competency has been confirmed to serve as a medium between internal marketing and organizational immersion. As a result, we can the effect job competency of hotel employees.

본 연구의 목적은 치과위생사의 디지털 덴티스트리 직무역량 및 인식을 학제별로 살펴보고 직무만족도의 요인을 파악하여 디지털 덴티스트리 직무역량 강화를 위한 기초방안을 마련하기 위해 시행하였다. 연구방법은 2024년 2월에 3개 권역 소재 치과의료기관에서 근무하는 치과위생사 395명을 대상으로 설문조사법을 이용하여 자 료를 수집한 서술적 조사연구를 실시하였다. 주요결과로는 현재 디지털 덴티스트리를 임상적용여부는 3년 학제 31.7%, 4년 학제 82.6%이었다. 급여가 높을수록, 4년 학제가 3년 학제보다 더 직무만족도가 높았다. 전반적인 직 무만족도에 가장 큰 영향요인은 3년 학제는 디지털 덴티스트리 대학교육 편성필요이었으며, 4년 학제의 경우 디지 털 치위생 윤리역량이었다. 이에 본 연구결과를 통해 향후 치과위생사가 갖추어야 디지털 덴티스트리 직무역량 관 련 직무만족도를 향상시킬 수 있는 방안에 대해 실천적 함의를 논하고자 한다.

The purpose of this study was to examine the digital dentistry job competency and awareness of dental hygienists by discipline, identify factors of job satisfaction, and establish basic measures for strengthening digital dentistry job competency. The research method was a descriptive survey study conducted in February 2024, using a questionnaire survey of 395 dental hygienists working in dental medical institutions in three regions. The main results were that the current clinical application of digital dentistry was 31.7% for the three-year program and 82.6% for the four-year program. The factor that had the greatest influence on overall job satisfaction was the need for digital dentistry university education for the three-year program and digital dental hygiene ethics competency for the four-year program. Therefore, the results of this study will discuss practical implications on ways to improve job satisfaction related to digital dentistry job competency that dental hygienists should have in the future.

본 연구는 Locus for Focus(LFF) 모델을 활용하여 동물보건사의 직무역량에 대한 교육적 요구를 체계적 으로 분석하고, 중요도와 수행도 간의 차이를 기반으로 교육 우선순위를 도출하는 것을 목적으로 하였다. 연구대 상은 국가자격을 보유하고 3년 이상 현장 경험을 가진 동물보건사 100명을 대상으로 각 직무영역별 핵심역량을 KSA(지식, 기술, 태도) 수준에서 세분화하여 조사하였다. 분석 결과, ‘신체검사하기’, ‘동물 보정하기’, ‘약물 투여 지원하기’, ‘영상진단 지원하기’ 등의 실무역량이 중요도 대비 수행도가 낮은 것으로 나타나 실습 중심 교육의 필 요성이 확인되었다. 또한 ‘예방의학 상담하기’, ‘반려동물 행동 상담하기’ 등 보호자 교육 관련 역량에서도 태도와 의사소통 기술의 보완이 요구되었다. 연구 결과는 동물보건사의 직무역량 강화와 교육과정 개편에 실질적인 근거 를 제공하며, 현장 중심 역량 기반 교육체계 구축의 기초자료로 활용될 수 있다.

This study used the Locus for Focus (LFF) model to identify educational priorities for veterinary nurses by comparing the importance and performance of job competencies. Data were collected from 100 certified veterinary nurses with over three years of clinical experience. Competencies were classified into Knowledge, Skill, and Attitude (KSA). The analysis showed that practical skills such as physical examination, animal restraint, drug administration, and diagnostic imaging had high importance but low performance, indicating a need for more practice-based education. Counseling and preventive medicine competencies also required better communication and attitudinal training. These results provide a systematic basis for developing competency-based curricula and improving the professional capabilities of veterinary nurses.

본 연구는 개인정보보호 담당자의 실무 역량 강화를 위한 교육 프로그램의 효과성과 개선 방안을 분석하는 데 목적이 있다. 설문조사를 통해 교육 시간, 교육 횟수, 주제, 방법, 자료, 강사와 같은 교육 요소의 문제점을 파악하고, 현행 교육 프로그램과 교육 대상자들의 요구 간의 격차를 조사하였다. 분석 결과, 현재 교육이 실무 중심의 역량을 충분히 반영하지 못해 교육생들의 만족도가 낮고 추가 교육의 필요성이 제기되었다. 특히 침해사고 대응, 최신 개인정보보호 기술 이해 등 고급 역량에서 큰 격차가 나타났다. 이를 해결하기 위해 교육 프로그램은 실습과 사례 중심의 방식으로 개선되고, 주기적인 재교육과 최신 동향을 반영한 맞춤형 교육이 필요함을 제시한다. 본 연구는 이러한 개선 방안을 통해 개인정보보호 담당자들의 실무 능력을 강화하고, 조직의 개인정보보호 수준을 제고하며, 안전한 데이터 관리 문화를 확립하는 데 기여할 수 있을 것으로 기대된다.

This study aims to analyze the effectiveness and potential improvements of training programs designed to enhance the practical competencies of information privacy officers. Through surveys, the study identifies issues with training elements such as duration, frequency, topics, methods, materials, and instructors, and investigates the gap between the current training programs and the needs of the participants. The analysis reveals that the current training does not adequately reflect practical, hands-on competencies, leading to low satisfaction levels among participants and highlighting the need for additional training. Significant gaps were found in advanced competencies, such as responding to data breaches and understanding the latest information privacy technologies. To address these issues, the study suggests that the training program be improved to incorporate hands-on exercises and case-based approaches, and that periodic refresher courses and customized training reflecting current trends be implemented. This research is expected to contribute to strengthening the practical skills of information privacy officers, enhancing organizational information privacy standards, and establishing a culture of secure data management.

본 연구는 해상교통관제사의 역량기반 교육과정을 개발하기 위한 사전 단계로 해 상교통관제사의 핵심역량모델을 구축하기 위하여 수행되었다. 해상교통관제사의 핵 심역량 도출을 위한 방법론으로 단축형 역량모델링 기법을 활용하였다. 해상교통관 제사가 직무를 수행하기 위해 필요한 핵심역량은 무엇인가라는 연구문제를 설정하고 동 연구문제를 해결하기 위해 먼저 해상관제 국가기술직무표준(NCS)과 국제항로표 지협회(IALA) 권고서에 제시되어있는 해상교통관제사의 직무분석 및 분류기준을 분 석하였다. 분석 결과 해상관제 NCS와 IALA의 권고서에 제시되어 있는 역량모델은 관제사의 역량에 대한 세부 분석과 개별 국가의 환경적 특성에 대한 고려가 부족하 며, 관제조직의 비전과 핵심가치를 반영한 관제사의 역량 수준에 대한 평가와 교육 필요도를 반영하지 못하다는 한계를 갖고 있음을 알았다. 따라서 본 연구에서는 해상관제 NCS와 IALA 역량모델을 기반으로 전문가 대상 설문조사를 실시하여 해상교통관제사의 역량 요구도를 분석하고, 역량요구도 분석결 과를 바탕으로 새로운 역량모델을 구축하였다. 구축된 역량모델을 잠재적 역량모델 로 정의하고, 잠재적 역량모델에 대한 전문가 델파이 조사 및 설문조사를 통해 역량 정의와 행동지표의 적합도를 평정하여 역량모델을 확정하였다. 본 연구의 결과로 도출된 역량모델은 조직이 필요로 하는 역량에 대한 요구를 빠 르게 반영하여 교육할 수 있게 되므로 신임해상교통관제사 또는 선임해상교통관제사 및 보수교육 등 다양한 해상교통관제사의 전문성 향상을 위한 교육의 시행이 가능하 게 될 것이다. 또한 동 역량모델을 바탕으로 하는 역량기반 교육과정의 개발과 시행 은 해상교통관제 조직의 역량강화에 도움을 줄 것이다.

The purpose of this study is to derive the key competency model of Vessel Traffic Services(VTS) operators as a preliminary step to develop of competency-based curriculum and the demystified competency modeling method was used. First, the research question was set as what are the key competencies required for a successful VTS operators to perform their duties. In order to solve the research question, the job analysis and classification criteria of the VTS operators in the National Competency Standards (NCS) and The International Association of Marine Aids to Navigating and Lighthouse Authorities (IALA) recommendations were analyzed. The analysis shows that the competency model presented in the NCS and IALA recommendations lacks a detailed analysis of the competency of the operators. Also, the insufficient consideration of the environmental characteristics of individual countries was found to be inadequate to be used in the development of Competency-based curriculum. Therefore, this study analyzed the competency requirements of VTS operators by conducting questionnaire surveys of experts based on NCS and IALA competency model. Based on the results of competency requirements analysis, a new competency model was developed. Next, the competency model was defined as a provisional competency model. The competency model was established by evaluating the adequacy of competency definitions and behavioral indicators through a delphi survey and a questionnaire on the provisional competence model. The competency model of the VTS operators derived from this study reflects the assessment of the competency level of the VTS operators and the educational needs. As a result of this study, the developed competency model will be able to quickly reflect the needs of competences required by the organization, it will be possible to implement the training to improve the various expertise of VTS operators, such as newly, supervisors and refresher training. In addition, the development and implementation of competency-based curriculum based on this competency model will help strengthen the capacity of VTS organization.

본 연구는 평생교육학습자의 학습능력이 교육성과와 직무수행능력에 미치는 영향력과 이에 있어 교육성과의 매개변수로써의 수행 여부를 밝혀내는데 목적을 갖고 평생교육 학습자 900명을 대상으로 실증 조사하여 통계분석을 실시하였다. 연구 결과, 평생교육자의 문제해결능력, 자기개발능력, 대인관계능력은 직무수행능력과 교육성과에 모두 통계적으로 유의한 긍정적인 영향력을 미치는 것으로 확인되었다. 한편, 문제해결능력과 직무수행능력의 관계에서 교육성과의 매개는 없는 것으로 나타났으며 자기개발능력과 직무수행능력의 관계에서 교육성과의 매개는 채택되었고 대인관계능력과 직무 수행능력의 관계에서 교육성과의 매개도 채택되었다. 이는 문제해결능력이 직무수행능력에 긍정적인 매개효과로서 교육성과와의 연관성이 낮음을 시사한 것으로 볼 수 있는 반면 자기개발능력과 대인관계능력에 따른 직무수행능력을 개선 또는 향상 시키는데 교육성과가 높을수록 긍정적인 매개효과를 갖게 됨을 의미한다. 이 같은 연구결과 문제해결능력과 직무수행능력의 관계에서 교육성과의 매개 효과는 없는 것으로 나타났으나 자기개발능력과 직무수행능력의 관계에서 교육성과의 매개효과가 채택되었고 대인관계능력과 직무 수행능력의 상호관계에서 교육성과의 매개효과가 채택되어 상호관계의 유용성을 지지해 준 것으로 평가 할 수 있다.

This study is intended to look into the effects of lifelong education learners' learning ability on educational outcomes and job performance competency, and the mediating effects of educational outcomes. To achieve this, a survey was empirically carried out to 900 lifelong education learners. The findings showed that their problem solving ability, self-development ability, and interpersonal relationship ability had a statistically significant positive effect on both job performance competency and educational outcomes. Meanwhile, their educational outcomes were not mediated in the relationship between their problem solving ability and job performance competency. But their educational outcomes were mediated in the relationship between their interpersonal relationship ability and job performance competency as well as in the relationship between their self-development ability and job performance competency. This suggests that while their problem solving ability has a low relationship with their educational outcomes as a positive mediating effect of their problem solving ability on their job performance competency, their educational outcomes have a positive mediating effect on improving their job performance competency in their self-development ability and interpersonal relationship ability. By these findings, the mediating effects of their educational outcomes were not adopted in the relationship between their problem solving ability and job performance competency, but the mediating effects of their educational outcomes were adopted in the relationship between their interpersonal relationship ability and job performance competency as well as in the relationship between their self-development ability and job performance competency, supporting the usefulness of relationship.

Purpose: This study was conducted to provide fundamental data for improving the quality of care by investigating the relationships of critical reflection competency, nursing practice environment, job crafting, and person-centered care among tertiary hospital nurses. Additionally, the study sought to identify the factors influencing person-centered care. Methods: Data were collected from 132 tertiary hospital nurses with at least 1 year of work experience via an online survey conducted in January 2023. Results: Person-centered care varied significantly according to age, clinical experience, and department. Significant correlations of person-centered care with critical reflection competency (r=.77, p<.001), nursing practice environment (r=.46, p<.001), and job crafting (r=.71, p<.001) were observed. Factors contributing to person-centered care among tertiary hospital nurses included critical reflection competency (β=.46, p<.001) and job crafting (β=.40, p<.001), with an explanatory power of 70.2%. Conclusion: To provide ethically enhanced person-centered care in tertiary hospitals, various training programs must be developed to strengthen nurses' critical reflection competency and job crafting skills.

목적: 본 연구는 실무교육이 중점적으로 이루어지는 미용학과의 National Competency Standards (NCS) 기반 학습의 학습체계를 알아보고자 하였으며, 학습체계가 직무능력과 교육과정에 어떠한 영향을 미치는지 살펴봄으로써 효과적인 NCS 교육에 대한 정보 와 학문적 자료를 제공하는 것을 목적으로 하였다. 방법: 서울, 경기도 지역의 전문대학, 대학교, 평생교육원 미용학과 학생을 대상 으로 설문지법을 통해 수집된 자료 211부는 Statistical Package for the Social Sciences (SPSS) 22.0을 통해 분석되었다. 결과: 연 구결과 NCS 학습체계가 직무능력에 유의미한 영향을 미치는 것으로 나타났고, 학습체계가 교육과정에 유의미한 영향을 미치는 것 으로 나타나 학습체계가 직무능력과 교육과정에 중요한 영향을 미치는 변수임을 확인하였다. 결론: 본 연구 결과에 따른 시사점으 로는 첫째, 취업에 대한 두려움을 없애고 현장학습이 자연스럽게 취업으로 연결될 수 있게 해야 할 것이다. 둘째, NCS 기반 교육과 정 운영의 효과성을 제고하기 위해서는 이론 교과목 보다는 실습이 요구되는 교과목 위주의 차별화 전략이 필요할 것다이

Purpose: This study aims to investigate the learning system of National Competency Standards (NCS)-based learning in the beauty department, which focuses on practical education, and to examine the effects of the learning system on job competency and the curriculum in order to provide effective NCS education information and academic data. Methods: The data collected through questionnaires for 211 beauty department students in the Seoul and Gyeonggi areas were analyzed using Statistical Package for the Social Sciences (SPSS) 22.0. Results: The results showed that the NCS learning system had significant effects on job competency, and the learning system had significant effects on the curriculum. Therefore, the learning system is an important variable affecting job competency and curriculum. Conclusion: The following are the implications of this study. First, the fear of employment should be eliminated and field learning should be naturally linked to employment. Second, to enhance the effectiveness of NCS-based curriculum management, it is necessary to differentiate the curriculum, which requires practice rather than a theoretical curriculum.

目的: 美容专业注重实践教育，通过调查国家职务能力标准National Competency Standards（NCS）的基础学习体系， 探讨学习体系如何影响职务能力和教育课程，为课程提供有效的NCS教育信息和学术资料。方法: 对首尔、京畿道地区的 专科大学、本科以及终生教育院的美容专业学生为对象，通过问卷调查收集211份资料，利用Statistical Package for the Social Sciences（SPSS）22.0分析其数据。结果: NCS学习体系对职务能力有显著影响，同时对教育课程也具有显著影 响。因此学习体系是职务能力和教育课程的重要变量。结论: 通过研究，第一，消除就业恐惧，自然连接实习与就业。 第二，为提高NCS基础教育课程管理的有效性，有必要提供实习课程为主的差别化战略，而不是理论课程。

본 연구의 목적은 특수전부대 간부의 취업역량 분석을 통해 그들이 지니고 있는 우수한 역량과 이에 적합한 직업(군)을 도출하고자 하였다. 연구결과는 다음과 같다. 첫째, 특수전부대 간부의 취업역량 분석결과 업무수행능력 보유수준은 신체적 강인성 능력이 가장 높게 나타났으며 행동조정능력, 공간 지각능력, 서비스 지향능력 등으로 나타났고 조작 및 통제능력과 고장의 발견⋅수리능력이 가장 낮 게 나타났다. 둘째, 특수전부대 간부가 일반인 재직자에 비해 상대적 우위를 가지는 역량으로 업무능 력은 논리적 분석, 창의력, 추리력, 선택적 집중력, 공간지각력, 학습전략, 선택적 집중력, 사람파악, 행동조정, 모니터링, 가르치기, 설득, 협상, 서비스지향, 파단과 의사결정, 문제해결, 인적자원관리, 작동분석 등 21개 항목으로 나타났다. 셋째, 특수전부대 간부가 상대적 우위를 가지는 역량을 통한 적합직업(군) 도출 결과 총822개의 적합 직업이 도출되었으며, 적합 직업(군)별로는 사회복지, 문화, 예술, 방송 분야의 문화예술 디자인 방송 관련 직업과 관리, 경영, 보험 등의 순으로 나타났다. 연구의 한계는 특수전부대로 한정하여 그들의 보유역량과 직업(군)을 도출 하였으므로 제대군인 전반으로 일반화하기에는 한계가 있다. 따라서 향후 연구로는 특수임무를 수행하고 있는 부대들을 대상으로 범위를 확대하여 상호 비교와 평가를 통해 보다 구체화된 전직지원 정책이 발전이 필요하다.

This research aims to analyze the job competency of executives in special warfare units and then suggest the appropriate job categories for them based on their specific capabilities. The results of this study are as follows. First, it is found that the highest level of their job competency was physical possessive ability, followed by behavior coordination ability, spatial perception ability, and service orientation ability. Second, compared to the general incumbents, the executives in special warfare units had a relative strength in job competency on 21 items including logical analysis, creativity, behavioral coordination, monitoring, teaching, persuasion, and so on. Third, based on their job competency, a total of 822 job categories were suggested as suitable occupations for executives in special warfare units. However, the findings cannot be generalized to all veterans, and there is a need of further studies to expand the scope to comparative evaluation across the units performing special missions so that they can be used as guidance in developing a policy supporting job transfer.