Earticle

In these days, emotional labor's problem is well known over the society. Emotional labors are couldn't protected by labor industry and it is cause from low-customer recognition and manpower shortage. As a result, emotional labors are often change there jobs and company can not hire well-mastered employees. In this study, researcher try to find out relationship among emotional labor's job image, job preference and job choice for help company to stabilizing there employment. To figure out casual relationship, 192 data are collected from related major students and job applicants for empirical analysis. Result of empirical study is that emotional labor's job image has positive effect on job preference and job preference has positive effect on job choice. And also result show us that job image which is 'service providing' has more possitive effect on job preference. Base on this results, researcher provide a managerial implications for labor stabilizing of company.

We investigated the effects of DISC behavioral types on major recognition, major satisfaction, and job preference among college students majoring in tourism. The survey period was from March 20 to April 15, 2020, and 211 college students majoring in tourism were surveyed. The results of the study are as follows. First, the most frequent type of DISC behavior among college students majoring in tourism was social-type I, the highest with 41.7%. Second, there was a statistically significant difference in major recognition according to DISC behavior type. Among major recognition, subject recognition and relationship recognition were high in the order of I, D, C, and S, and environmental awareness was high in the order of S, I, D, and C. Third, as a result of analyzing differences in job preferences according to DISC behavior types, statistically significant differences were found. Among career preferences, honor preferences were higher in the order of C, D, S, and I, and in aptitude and interest, S and I were higher than other types. Fourth, as a result of analyzing differences in major satisfaction according to DISC behavior types, statistically significant differences were found. In order of D, I, S, C, satisfaction with major was high. Fifth, as a result of analyzing the effect of major perception on satisfaction, it was found that relational perception has a significant effect on major satisfaction in relation to the effect of major perception on major satisfaction.

이 연구의 목적은 사회복무요원을 대상으로 그릿과 취업선호도 간의 관계에서 진로결정 자기효능감의 매개효과를 검증함으로써, 사회복무요원이 취업선호도를 갖기 위한 실천적ㆍ정책적 개입 방안에 활용할 수 있는 자료를 제공하고자 한다. 이를 위하여 이 연구에서는 대구ㆍ경북, 부산ㆍ경남ㆍ울산 지역에서 사회복 무하는 사회복무요원 358명을 연구대상으로 선정하여 분석하였다. 그 결과 사회복무요원의 인구사회학적 변인에 따른 취업선호도, 그릿, 진로결정 자기효능감은 통계적으로 유의미한 차이가 나타나지 않았다. 둘 째, 사회복무요원의 그릿과 취업선호도 간의 관계에서 진로결정 자기효능감은 완전매개효과가 있는 것으로 나타났다. 이러한 연구결과에 따라 사회복무요원이 취업선호도를 갖기 위한 방안으로 다음과 같이 제안하 였다. 사회복무요원의 내적역량을 향상시키기 위한 상담프로그램 운영, 사회복무요원 소집해제 전 진로교 육과정의 개발, 사회적 지지체계를 형성하기 위한 실천적ㆍ제도적 방안을 제안하였다.

This study aims to provide data that can be utilized for practical and policy interventions for public service workers to be able to have job preference by verifying the mediating effect of career decision-making self-efficacy in the relationship between their grit and job preference. For this purpose, this study selected and analyzed 358 public service workers working in Daegu/Gyeongbuk, Busan/Gyeongnam/Ulsan as research subjects. As a result, there were no statistically significant differences in job preference, grit, and career decision-making self-efficacy according to public service workers’ social demographic variables. Second, it turned out that career decision-making self-efficacy had a full mediating effect in the relationship between public service workers’ grit and job preference. According to these research results, the following suggestions were made as measures for the public service workers to be able to have job preference. This study proposed the operation of a counseling program for the improvement of public service workers’ internal competence, the development of a career education curriculum prior to discharge, and practical, institutional measures for the formation of a social support system.

본 연구는 DISC행동유형을 통해 미용 전공 대학생들의 미용교육 전공인식과 만족도, 직업 선호도에 대하여 파악하 고자 하였으며, DISC행동유형을 통한 개인별 성향을 고려하여 맞춤형 진로 및 미용교육 자료로써 활용하고자 하였다. 2017년 9월 20일부터 10월 11일까지 충남과 경기도에 거주하는 미용교육 대학생을 대상으로 최종 설문지 225부를 분석 하였다. 연구 대상자들의 전공에 대한 만족도가 D, I, S, C 순으로 확인되었고, 전공인식과 직업 선호도는 유형별로 유의한 차이가 확인되었다. 본 연구를 통하여 미용 교육 대학생들의 전공인식과 만족도, 직업 선호도를 파악하여, 미용 교육 후 진로 결정에 도움이 될 수 있는 기초자료로써 활용이 가능할 것으로 사료되어진다.

This study was designed to understand the Education recognition, satisfaction, and job preferences of college students majoring in beauty through the DISC behavior type, and to be used as customized career and beauty education data considering individual tendencies through the DISC behaviour type. From September 20 to October 11, 2017, the final questionnaire was analyzed for students of beauty education who lived in South Chungnam Province and Gyeonggi Province. Significant differences in the Education recognition and job preferences of the study participants were shown, followed by D, I, S, and C, and were found to be satisfactory for their majors. Through this study, it is believed that it will be possible to identify the Education recognition, satisfaction and job preferences of college students in beauty education and use them as basic data that can help them decide their career path after beauty education.

Purpose: This study aims to understand the relationship between university major satisfaction and job preference according to DISC behavior patterns. Methods: To conduct our evaluation, we surveyed a group of 118 students from the Department of Dental Laboratory Technology at the college of Jinju city from August 31 to September 11, 2020. The collected data was evaluated through frequency analysis, descriptive statistics analysis, one-way ANOVA, and regression analysis. Results: The analysis revealed that the steadiness type had the highest and the dominance type had the lowest major satisfaction level by DISC behavior type. The job preference was different for each DISC behavior type, and higher the preference for stability and development, the higher the degree of satisfaction with the major. Conclusion: These results suggest that DISC behavior type, major satisfaction, and job preference are all related. Therefore, these factors should be considered when implementing career guidance and educational programs for college students.

Unless certain limitation is increasing the number of the job type will be inevitable in the future because of development of industry, adaptation on speedy life style, and leisure oriented nuclear family style. In this paper, a prospective model of supply and demand of work force has been developed basing on various categories of industries and patterns about employees to look over efficient supply and demand of work force suiting employment of work force policies. In this paper, after Analyzing job preference, we have noticed a more stable job system and the results showed significant improvements over the existing job system.

Research showed that the higher hair designer's recognition had a positive effect on customer's hairstyle satisfaction. Especially, the higher designer's competency, information offering, favorable attitude and mutual relationship as independent variables could raise customer's hairstyle satisfaction. In other words, the latest beauty information on designers and the designer's kind and favorable services can have a trust relationship between designer and customer. Consequently, the maximization of satisfaction leads to revisit, word-of-mouth and long-term relationship commitment.

In this study, an empirical survey was carried out to figure out students' perception of major satisfaction and job preference and their preference factors in beauty-related department. The results were as follows. First, the difference in major satisfaction by general characteristics showed that there was a significant difference in major satisfaction and curriculum satisfaction depending on admission motive. Second, the difference in job preference by general characteristics showed that there was a significant difference in general job preference and economy(stability) depending on grade. Especially, second-year students had higher general job preference and economy(stability) than first-year students. Third, the effect of major satisfaction on professionalism(aptitude) showed that their professionalism(aptitude) increased along with major satisfaction, and it also increased along with their career satisfaction. Fourth, the effect of major satisfaction on development(vision) showed that their development(vision) increased along with their department satisfaction, and it also increased along with their major satisfaction. Fifth, the effect of major satisfaction on economy(stability) showed that their professionalism(aptitude) increased along with their major satisfaction. As stated above, their major satisfaction depended on their admission motive, and their job preference also depended on their grade. Consequently, students in higher grade, who wait to enter the business world by their aptitude and major, need the curriculum and selective instruction for grade and major as they put their admission motive on their economic stability.

As the importance of intellectual assets has been brought into relief, this study aims at positively verifying where the intellectual workers' overall level of their knowledge conversion preference and their job character has reached, and how much the knowledge conversion preference, the job character and the fitness of both factors affects the job effectiveness respectively. For this purpose 3 types of research hypotheses were set up and the result of the verification of the hypotheses is summarized as follows: First, the verification of the relation between the knowledge conversion preference and the job effectiveness revealed that the workers who have the higher synthetic ability in knowledge conversion preference show the higher job satisfaction and job product. Secondly, the verification of the relation between the MPS representing the job character by measured index and the job satisfaction revealed that the absolute value of relative coefficient between the 4 factors excluding the public welfare factor and the MPS is 4, interpreted as medium correlation. Thirdly, the analysis on the degree of relation between the job product measured by the quality of job result and the input effort and the MPS showed that the absolute value of person relative coefficient is 5, interpreted not only as medium correlation but also very meaningful. Accordingly, the main purpose of this study was to give a guideline which can be utilized as an indicator for educating, training and placing the workers. As results, the main effect that the variable of knowledge conversion preference and job character chosen as the independent variable influences on the dependent variable of job satisfaction and job product is very meaningful except the public welfare factor.

본 연구는 르완다 교사들이 교사양성기관 진입 초기 시점과 졸업 시점 간 직업선호에 따 라 교사들이 지각하는 직무만족도에 어떠한 차이가 있는지에 대해 분석하고 교직선택에 영향 을 미치는 동기요인을 분석함으로써 교사들의 효능감과 동기부여를 강화하기 위한 정책 개입 필요성에 대해 고찰하였다. 이를 위해 르완다 현직 교사들(n=120)을 대상으로 질문지법을 활 용한 사회조사를 실시하였다(2017). 직무만족도에 대한 집단다중비교분석 결과 교사양성기관 을 졸업한 시기의 교직을 선호한 집단의 평균직무만족도가 그렇지 않은 그룹의 평균직무만족 도보다 통계적으로 유의미하게 높은 것으로 확인되었다. 따라서 본 논문은 예비교사들이 교 직을 적극적으로 선호하도록 유도하는 정책적 관심과 노력이 향후 교직에 입문하는 교사들의 저조한 직무만족도를 개선할 수 있는 바, 예비교사들이 교사양성기관에서 육성되는 시점부터 예비교사들을 지원하는 정책적 노력들이 경주되어야 함을 시사한다.

There has been a consensus that obtaining a quality education is the foundation to creating sustainable development. International community has witnessed seismic results concerning increasing access and relevance to education in the last two decades. The achievement in educational development cooperation is well epitomised by growing number of primary schools and rising enrolment rate of students. Nonetheless, the lack of qualified teachers and staff instability remains a challenge to quality of education. The study assumes that educators satisfied with their jobs are more likely to bring positive changes in the every-day life of schools and classrooms thereby they can become catalysts for the progress in education. The main thrust of its argument is to uncover the relationship between the experience of teacher education programmes and teachers’ attitudes towards the teaching professions in a developing country context. The paper is the result of empirical study that surveyed Rwandan teachers(n=120) who accounted for their career preference, job satisfaction and motivation to choose teaching as a career. The study aims to infer the significance of student teachers’ experience in teacher training institutions as it plays a large role in the job satisfaction of teachers. It was found that capturing tacit motivation and candid beliefs of student-teachers formed during teacher preparation programmes is critical as it is interwoven with job satisfaction of teachers. The underlying factors perceived by teachers which led them to choose teaching as a career include following notable reasons such as ‘shape future of children’, ‘work with children’, ‘make social contribution’, ‘intrinsic career value’ and ‘prior teaching experience'.

본 연구는 근무시간 외 업무관련 스마트폰 사용이 직무태도(정서소진, 직무열의)로 이어지는 심리적 기제를 밝히기 위해, 일 관련 반추의 매개효과 및 근로자의 분리선호에 의한 조절된 매개효과를 확인하였다. 이를 위해 국내 기업에서 근무 중인 남녀 직장인을 대상으로 설문조사를 실시하여 총 381명의 자료를 분석하였다. 연구결과, 근무시간 외 업무관련 스마트폰 사용은 정서적 반추를 매개로 정서소진에 정적 영향을 미치고, 문제해결 숙고를 매개로 직무열의에 정적 영향을 미치는 것으로 나타났으며, 정서적 반추와 문제해결 숙고의 매개효과 크기를 비교한 결과 정서적 반추를 통한 매개효과가 상대적으로 강했다. 한편 이러한 정서적 반추의 간접효과는 근로자의 분리선호가 높을수록 더 증가하는 것으로 나타났는데, 이는 일과 삶의 균형이 점차 강조됨에 따라 근로자의 분리선호가 증가될 것이 예상되는 근무환경을 고려할 때 향후 근무시간 외 업무관련 스마트폰 사용이 정서적 반추를 통해 직무소진을 증가시키거나 직무열의를 감소시키는 영향이 더욱 증가하게 될 것을 시사한다. 이러한 결과를 토대로 연구의 시사점을 논의하였으며 추후 연구 방향을 제시하였다.

The aim of this study was to identify the psychological mechanism between smartphone use during off-job time (smartphone use) and job attitudes (emotional exhaustion, job engagement). For this purpose, a questionnaire survey was conducted for 381 employees. The results of this study showed that smartphone use had a positive indirect effect on emotional exhaustion through emotional rumination and had a positive indirect effect on job engagement through problem-solving pondering. And the indirect effects of emotional rumination were relatively strong. In addition, the indirect effect of emotional rumination was found to increase more as the segmentation preference of the worker increased. Considering the work environment in which the segmentation preference of the worker is expected to increase as work-life balance is emphasized gradually, the effect of smartphone use through emotional ruminations on emotional exhaustion or job engagement will be increase. Based on these results, the implications of the study were discussed and future research directions were suggested.

글로벌 경영 환경에서 현지 종업원의 직무태도 및 동기에 영향을 미치는 보상분배 방식은 문화와 밀접한 관련이 있으며, 보상분배와 관련된 문화 차이는 글로벌 기업 경영자들이 직면하는 주요 이슈 중 하나이다. 본 연구에서는 한국의 한 글로벌 기업의 미국, 중국, 일본 법인에서 근무하는 현지 종업원들을 대상으로 보상 분배에 있어 형평규범 선호의 차이와 성과 기반 보상 지급 정도에 대한 종업원의 지각이 직무태도(급여만족, 이직의도)와 어떤 관계를 갖는지를 탐색하였다. 결과는 다음과 같다. 첫째, 형평규범 선호 정도는 미국, 중국, 일본 순으로 나타났으며, 미국 및 중국 종업원들보다 일본 종업원들이 유의하게 낮은 수준을 보였다. 둘째, 미국과 중국 종업원들의 경우, 성과 기반 보상 지각이 이직의도와는 부적 관계, 급여만족과는 정적 관계가 나타났다. 반면, 일본 종업원들의 경우에는 성과 기반 보상 지각과 이직의도 간 유의한 관계가 나타나지 않았고, 급여만족과는 부적 관계가 나타났다. 끝으로 본 연구의 의의, 제한점 및 추후 연구방향에 관하여 논의하였다.

Understanding cross-cultural differences in reward allocation which influences both job attitudes and motivation of employees is crucial for effective international management. In the current research, we examined whether there exists a difference in preference for equity norm across three countries and further explored the relationship between pay-for-performance perception and job attitudes of employees such as pay satisfaction and turnover intention. Host country nationals working at a Korean global company’s oversea subsidiaries located in one of the United States, China, and Japan completed survey, and the results are as following: First, American preferred equity norm the most, followed by Chinese and Japanese employees while there was no significant difference between American and Chinese but Japanese. Second, in case of employees working in either the U.S. or China, there existed a negative relationship between pay-for-performance perception and turnover intention, and a positive relationship between pay-for-performance perception and pay satisfaction. On the other hand, in case of Japanese employees, there was no relationship between pay-for-performance perception and turnover intention, and a negative relationship between pay-for-performance perception and pay satisfaction. Discussion, implications and limitations of the current research are followed.

본 연구는 최근 빠르게 확산되는 인공지능의 지속적인수용에 관하여 탐색하고자 온라인 구인정보 플랫폼에 적용 된 인공지능의 품질을 정의하고 인공지능의 선호, 지속사용의도 간의 구조적인 관계를 규명하였다. 인공지능 사용자를 대상으로 설문조사를 시행하였고 184개를 회수하였다. 실증분석결과 인공지능의 품질과 선호가 만족에 긍정적인 영향 을 미치며, 인공지능의 만족이 지속사용의도에 통계적으로 유의한 수준에서 긍정적인 영향을 미치는 것으로 나타났다. 그러나 예상과는 달리 인공지능의 품질은 지속사용의도에 유의한 영향을 미치지 않는 것으로 나타났다. 이와 같은 결과 는 향후 인공지능 기술을 제품이나 서비스에 적용하는데 있어 이론적, 실무적인 차원의 유용한 가이드라인을 제시할 수 있을 것으로 기대한다.

The purpose of this study is to clarify the continuous usage intention of artificial intelligence products and services. In this study, we try to define the artificial intelligence quality and preference on the online job information platform and investigate the effect of artificial intelligence on continues usage intention. A survey of artificial intelligence users was conducted and recalled 184. The empirical analysis shows that the artificial intelligence quality and preference have a positive effect on satisfaction, and that the satisfaction has significant effect on the intention of continuing use. but the artificial intelligence quality does not significantly affect the intention of continuing use. These results are expected to provide useful guidelines for artificial intelligence technology products or services in the future.

With the growth of tourism industry, the expectation of job creation in this sector has become a motivation for students to choose tourism study for their university degree. Under such circumstances, this study set the following research objectives for university students who major in tourism. First, job preference in the tourism sector, job competencies, job decision, job understanding and satisfaction with the major were surveyed. Second, whether there were differences in job preference in the tourism sector, job competencies, job decision, job understanding and satisfaction with the major according to the general data (gender, year) was investigated. The analysis showed that job preference in the tourism sector, job competencies, job decision, job understanding and satisfaction with the major had their respective characteristics, and displayed a partially significant difference according to the general data. Based on this analysis, the implications were suggested.

본 연구는 뷰티서비스 종사자의 직무 만족 하위요인간 선호도를 조사하여 직장 만족도에 긍정적인 방안을 발굴하고자 모색하였다. 대전, 충남 지역의 20∼60세 뷰티 서비스 종사자를 대상으로 온라인 설문을 통해 158부의 데이터를 수집하여 분석하였다. 연구 방법으로는 빈도 분석, 기술 통계 분석, 대응표본 t-검정을 실시하여 직무 만족 측정 변수 인식, 집단별 평균 차이, 직무 만족 요인에 대한 차이를 실증적으로 분석하였다. 연구결과 첫째, 측정변수의 인식 조사결과 뷰티 서비스 종사자들의 직무 만족 조사 결과, 직무자체 69.6%, 동료관계 64.6%로 대체로 만족하나, 상사관계(49.4%)와 승진기회(45.6%)는 불만이 존재하며, 급여는 22.8%로 경제적 만족도가 낮아 이직률 증가 우려가 있다. 둘째, 평균 점수는 동료관계(3.97점)와 직무자체(3.86점)가 가장 높고, 상사관계(3.52점)와 승진기회(3.45점)은 중간 수준이며, 급여(2.42점)은 가장 낮아 직원들이 보상에 큰 불만을 느끼고 있다. 셋째, 선호도 차이 분석 결과 응답자들은 현재 일이 즐거운 직무(3.86점)를 가장 선호하며, 상사관계(3.52점)보다 동료관계(3.97점)를 더 선호하는 경향이 나타났다. 또한, 급여(2.42점)보다는 승진기회(3.45점)이나 동료와의 관계를 더 중요하게 여기는 것으로 분석되었다.

This study investigates the job satisfaction preference of service brand workers and seeks a positive plan for job satisfaction through analysis of differences between groups and factors. 158 copies of data were collected and analyzed through an online survey of beauty service brand workers aged 20 to 60 in Daejeon and Chungnam. As a research method, frequency analysis, descriptive statistics analysis, and response sample t-test were conducted to empirically analyze the differences in job satisfaction measurement variables, average differences by group, and job satisfaction factors. First, as a result of the survey on the perception of measurement variables, as a result of the job satisfaction survey of beauty service brand workers, 69.6% of positive responses to work and 64.6% of colleagues were generally satisfied, but complaints about bosses (49.4%) and promotions (45.6%) exist, and positive responses to salaries are 22.8% and economic satisfaction is low, which is feared to increase the turnover rate. Second, in terms of the average score of job satisfaction, colleagues (3.97 points) and tasks (3.86 points) are the highest, bosses (3.52 points) and promotions (3.45 points) are the middle level, and salaries (2.42 points) are the lowest, so employees feel great dissatisfaction with compensation. Third, as a result of the analysis of the difference in preference of job satisfaction factors, respondents prefer work that is pleasant (3.86 points) at present, and they tend to prefer colleagues more in the relationship between their boss (3.52 points) and colleagues (3.97 points). In addition, it was analyzed that they value promotion (3.45 points) or relationship with colleagues more than salary (2.42 points).

본 연구의 목적은 호텔 관광 전공 취업준비생이 지각한 환대기업의 ESG 경영 유용성이 입사 선호도에 미 치는 영향 및 그러한 영향 관계에 있어서 ESG 수용 태도의 조절 효과를 검증하는 것이다. 자료는 서울 소재 4년제 대학교에 재학 중인 취업준비생들을 대상으로 하였으며, 판단 표본 추출법에 기초하여 총 276개가 최 종 유효표본으로 실증분석에 투입되었다. 가설검증은 위계적 회귀분석 및 Chow의 T, F 검정을 채택하였다. 본 연구의 주요한 결론과 시사점은 다음과 같다. 첫째, 취업준비생이 지각한 ESG 경영 유용성의 요인 중에 서, 환경(E)과 사회(S)가 입사 선호도에 통계적으로 유의한 정(+)의 영향을 보고하였으나, 지배구조(G)는 유 의한 영향을 미치지 않았다. 이는 호텔 관광 전공 취업준비생들이 환대기업이 수행하는 환경(E)과 사회(S)활 동에 대한 유용성 지각이 높을수록, 해당 기업에 대한 입사 선호도가 증가함을 의미한다. 둘째, ESG 경영 수용 태도가 높은 취업준비생들일수록 낮은 취업준비생들에 비해 ESG 경영 유용성 지각이 입사 선호도에 미치는 영향 관계가 더 크게 보고되었다. 이는 호텔 관광 전공 취업준비생들이 지각한 ESG 경영 유용성이 입사 선호도에 미치는 영향 관계에 있어서, ESG 경영 수용 태도가 유의한 조절 변수로서 기능을 수행하고 있음을 의미한다. 본 연구 결과는 대학교 교육프로그램 담당자 및 환대기업 경영진에게 호텔 관광 전공 취업 준비생들의 취업에 도움이 되는 ESG 경영 교육프로그램 및 정책 수립에 유용한 실증 정보를 제공하였다는 데 의의가 있다.

The objective of this study is to examine the effect of ESG management usefulness of hospitality company perceived by job seekers on employment preference and the moderating effect of ESG management acceptance attitude. Data were collected from job seeking students attending university in Seoul, and the final valid 276 samples were put into the empirical analysis on the basis of judgment sampling. Hierarchical regression analysis, Chow’s T and F test were adopted for hypothesis verification. Based on the findings of this study, major conclusions and implications are as follows. First, among the factors of ESG management usefulness perceived by job seekers, E(environment) and S(society) had a significantly positive effect on company employment preference, and G(governance) did not. It means that the higher the perception of the usefulness of E(environment) and S(society) management activities, the higher the company employment preference. Second, it was reported that the higher perception of ESG management acceptance attitude, the higher the effect of ESG usefulness on company employment preferences. It implies that ESG acceptance attitude plays a role as a significant moderating variable in the influential relationship between ESG management usefulness and company employment preference. The contribution of this study is that it provided useful empirical information to hospitality company manager and university education program staff for establishing ESG management education programs and policies that are helpful for job seekers majoring hotel and tourism management.

The purpose of this study is to empirically identify the types of job preferences of young adults with disabilities and to explore factors that affect them. To confirm this, 814 young adults with disabilities aged 18 to 39 were analyzed using data from Panel Survey of Employment for People with Disabilities (PSED) in 2019. Employment preferences subgroups are identified using Latent Profile Analysis (LPA), and multinomial logistic regression is used to identify factors affecting each group. According to the LPA, it was classified into four subgroups: ‘high preference type’, ‘medium preference type’, ‘low preference type’, and ‘working environment priority type’. Human capital factors such as educational background, certificate, and subjective workability levels were significant as factors to determine each type. Based on the results, it was suggested that quality job development is necessary for young adults with disabilities who have many human capital factors and employment services should be provided to young adults with severe disabilities in consideration of the overall working environment.