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The goal of this project was initiated to provide basic documents for strengthening the personal competency and supporting the policy to cultivate youth entrepreneurship. The survey was conducted and analyzed regarding the perception of entrepreneurship and start-up of youth(n=6,612). To compensate for the quantitative survey, one-to-one interviews(n=14) were implemented. Implications drawn through the survey's results are as follows: 1) developing and distributing programs related entrepreneurship and start-up; (2)cultivating experts in entrepreneurship and start-up; (3) strengthening connections with related centers in community and forming consultation groups; (4) supporting and strengthening the current law and institutions to build the entrepreneurship and start-up courses; (5) expanding training programs for teachers of this area; (6) forming and invigorating experiential activities connected with curriculums in school grade levels; (7) developing and distributing programs that enhance cultural values and levels of self-leadership. To this end, efforts need to be made to change the overall perception of society in order for young entrepreneurs to be sought after as a key growth engine driving the national economy. A main strategic point is to establish a life-cycle entrepreneurship education system and develop education models reflecting objectives and education content corresponding to each stage of development starting from elementary schools all the way to universities. The efficient implementation of the process requires consensus and cooperation among students, parents, teachers, educational institutions, and related government ministries and agencies. At the same time, companies and educational institutions need to work closely at the local level.

본 연구는 프로젝트 담당자의 개인역량이 관리적 역할의 매개에 따라 프로젝트 성과에 미치는 영향력을 밝히는데 목적을 갖고 창원지역 소재 프로젝트를 수행하는 기업의 프로젝트 참여 유경험자 200명을 대상으로 2014년 6월 11일~6월 30일까지 20일간 조사를 하였다. 연구 결과 본론으로 첫째, 지식이 프로젝트 성과의 인지된 성과에 영향을 미치는 것으로 나타났다. 둘째 프로젝트 담당자의 관리적 역할이 프로젝트 성과에 미치는 영향에 있어 사업관리, 의사소통관리, 인적자원관리가 프로젝트의 인지된 성과에 긍정적인 영향을 미치는 것으로 나타났다. 셋째, 프로젝트 담당자의 관리적 역할에 따른 긍정적인 프로젝트 개인역량과 프로젝트 성과 관계에서의 매개역할이 긍정적인 영향을 미치는 것으로 나타났다. 이 같은 결과는 결론적으로 제한된 자원과 시간, 원가절감 성과도출의 제약 하에서 정해진 목표를 수행하기 위해서는 프로젝트 담당자의 개인역량으로 지식과 기술이 고도화된 전문성이 뒷받침되어야 함을 의미하며 이는 종국적으로 프로젝트 관리에 있어 이 같은 전문성을 바탕으로 한 사업관리에 부합하는 지식, 기술, 인성을 갖춘 담당자의 개인역량을 중시하여 프로젝트에 접목시켜 응용할 때 높은 성과로 이어짐을 시사한 것으로 평가할 수 있다.

This study is intended to look into the effect of project coordinators' responsibility on productivity and the moderating effect of individual-, team- and task-centered organizational types in organizational environment. To achieve this, a survey was carried out to 200 project participants in Changwon through March 17 to 26, 2014. The results were as follows. In the items of LDQ(Leeds Dependence Questionnaire), Dulewicz and Higgs (2005) made the point that the qualification to be project coordinators with intellectual, managerial and emotional abilities is the need for their responsibility, which their abilities are main factors to support their performance. The studies involved showed that they should put the focus on employees separately within the limit of rapid response to various changes, time of payment and low budget in performing a project unlike the existing general organizations to lead a goal-oriented organization , maximizing corporate performance(Min Seung-ni, Gang Chang-wook, 2012; Eom Hye-mi, 2014). Especially, their leadership remained a priority in the relationship between bosses and employees, or individuals, departments in a project organization, and they could perform the project successfully when they had a good understanding and responsibility for it(Sim Deok-seop, 2007; An Tae-hoon, 2012). Based on the theories above and previous studies, the results of this study were summarized as follows: ① In the effect of project coordinators' responsibility on organizational diversity, the managerial and emotional abilities had an effect on task-centered organization, the intellectual and emotional abilities on team-centered organization, and the intellectual and managerial abilities on individual-centered organization. ② In the effect of project coordinators' responsibility on productivity, the intellectual and managerial abilities had an effect on job satisfaction, the intellectual, managerial and emotional abilities on organizational commitment and group cohesiveness. ③ In the effect of organizational diversity on productivity, the team- and task-centered organizations had an effect on job satisfaction, organizational commitment and group cohesiveness. As stated above, project coordinators' responsibility had a positive effect on organizational diversity and productivity, which it was useful. Consequently, organizational members should be properly placed and utilized by a variety of organizational types as their responsibility is a mechanism to raise job satisfaction, organizational commitment and group cohesiveness depending on organizational diversity, and an important factor to improve the productivity or positive effect of project.

국민이 각종 사고발생시 이를 대처하는데 필요한 안전에 대한 지식, 스킬, 능력을 ‘국민안전실천역량’이라고 정의할 수 있다. 중앙정부나 지방자치단체가 국민안전교육기본계획을 수립하기 위해서는 국민의 안전실천역량을 진단하고 현황을 파악하여야 한다. 본 연구의 목적은 국민의 안전실천역량 개념을 제시하고 안전실천역량 측정도구를 개발하는 데 있다. 안전실천역량 측정도구의 개발은 생활안전 분야 낙상을 통하여 그 방법을 제시한다. 아동, 청소년, 청년, 성인 등 생애주기별 생활안전 분야 낙상에 대한 국민안전실천역량 조사 방안을 마련하는 것이다. 조사결과는 신뢰도는 모두 크론바하 알파값 0.725 이상으로 적정하다. 요인분석결과에 따르면 지식과 기술을 측정하는 요인은 잘 구성된다. 그러나 능력요인은 미흡하여 재개발이 요구된다. 낙상분야 조사결과는 청소년과 공무원에 대한 안전교육이 필요함을 알려준다.

The “public safety practice competence” can be defined as knowledge, skills, and abilities necessary for the public to cope with various accidents. In order for the central and municipal governments to establish the fundamental plan for public safety education, it is necessary to diagnose the current level of competence in public safety practice. The purpose of this study is to present the concept of public safety practice competence and develop a tool for measuring it. It presents the method focusing on the case of falls in the field of life safety by establishing a framework to investigate the competence levels in children, adolescents and adults. The survey was found to be reliable with a Cronbach‘s alpha coefficient of 0.725 or higher. The factor analysis showed that the factors measuring knowledge and skill were well organized but the ability factor is insufficient and needs redevelopment. The results of the survey on falls indicated that the youth and public officials would need safety education.

The study examines the relationships among employee's goal orientation, IT personnel competency, personal effectiveness. The goal orientation includes learning goal orientation, performance approach goal orientation, and performance avoid goal orientation. Personal effectiveness consists of personal work satisfaction and personal work performance. In general, IT personnel competency refers to IT expert's skills, expertise, and knowledge required to perform IT activities in organizations. However, due to the advent of the internet and the generalization of IT, IT personnel competency turns out to be an important competency of technological experts as well as employees in organizations. While the competency of IT itself is important, the appropriate harmony between IT personnel's business capability and technological capability enhances the value of human resources and thus provides organizations with sustainable competitive advantages. The rapid pace of organization change places increased pressure on employees to continually update their skills and adapt their behavior to new organizational realities. This challenge raises a number of important questions concerning organizational behavior. Why do some employees display remarkable flexibility in their behavioral responses to changes in the organization, whereas others firmly resist change or experience great stress when faced with the need to alter behavior? Why do some employees continually strive to improve themselves over their life span, whereas others are content to forge through life using the same basic knowledge and skills? Why do some employees throw themselves enthusiastically into challenging tasks, whereas others avoid challenging tasks? The goal orientation proposed by organizational psychology provides at least a partial answer to these questions. Goal orientations refer to stable personally characteristics fostered by "self-theories" about the nature and development of attributes (such as intelligence, personality, abilities, and skills) people have. Self-theories are one's beliefs and goal orientations are achievement motivation revealed in seeking goals in accordance with one's beliefs. The goal orientations include learning goal orientation, performance approach goal orientation, and performance avoid goal orientation. Specifically, a learning goal orientation refers to a preference to develop the self by acquiring new skills, mastering new situations, and improving one's competence. A performance approach goal orientation refers to a preference to demonstrate and validate the adequacy of one's competence by seeking favorable judgments and avoiding negative judgments. A performance avoid goal orientation refers to a preference to avoid the disproving of one's competence and to avoid negative judgements about it, while focusing on performance. And the study also examines the moderating role of work career of employees to investigate the difference in the relationship between IT personnel competency and personal effectiveness. The study analyzes the collected data using PASW 18.0 and and PLS(Partial Least Square). The study also uses PLS bootstrapping algorithm (sample size: 500) to test research hypotheses. The result shows that the influences of both a learning goal orientation (β = 0.301, t = 3.822, p < 0.000) and a performance approach goal orientation (β = 0.224, t = 2.710, p < 0.01) on IT personnel competency are positively significant, while the influence of a performance avoid goal orientation(β = -0.142, t = 2.398, p < 0.05) on IT personnel competency is negatively significant. The result indicates that employees differ in their psychological and behavioral responses according to the goal orientation of employees. The result also shows that the impact of a IT personnel competency on both personal work satisfaction(β = 0.395, t = 4.897, p < 0.000) and personal work performance(β = 0.575, t = 12.800, p < 0.000) is positively significant. And the impact of personal work satisfaction(β = 0.148, t = 2.432, p < 0.05) on personal work performance is positively significant. Finally, the impacts of control variables (gender, age, type of industry, position, work career) on the relationships between IT personnel competency and personal effectiveness(personal work satisfaction work performance) are partly significant. In addition, the study uses PLS algorithm to find out a GoF(global criterion of goodness of fit) of the exploratory research model which includes a mediating variable, IT personnel competency. The result of analysis shows that the value of GoF is 0.45 above GoFlarge(0.36). Therefore, the research model turns out be good. In addition, the study performs a Sobel Test to find out the statistical significance of the mediating variable, IT personnel competency, which is already turned out to have the mediating effect in the research model using PLS. The result of a Sobel Test shows that the values of Z are all significant statistically (above 1.96 and below -1.96) and indicates that IT personnel competency plays a mediating role in the research model. At the present day, most employees are universally afraid of organizational changes and resistant to them in organizations in which the acceptance and learning of a new information technology or information system is particularly required. The problem is due to increasing a feeling of uneasiness and uncertainty in improving past practices in accordance with new organizational changes. It is not always possible for employees with positive attitudes to perform their works suitable to organizational goals. Therefore, organizations need to identify what kinds of goal-oriented minds employees have, motivate them to do self-directed learning, and provide them with organizational environment to enhance positive aspects in their works. Thus, the study provides researchers and practitioners with a matter of primary interest in goal orientation and IT personnel competency, of which they have been unaware until very recently. Some academic and practical implications and limitations arisen in the course of the research, and suggestions for future research directions are also discussed.

The purpose of this study was to examine the impact of personal competency on self-efficacy and job performance for workers in the beauty service industry. For data analysis, the SPSS 25.0 statistical package program was used to analyze the general characteristics of the survey respondents through frequency analysis. Personal competency, self-efficacy, and validity reliability of job performance were analyzed through factor analysis, Pearson's correlation analysis, and hypothesis verification. Regression analysis was conducted to verify the hypothesis, and a three-step mediation regression analysis was conducted to determine the mediating effect of self-efficacy. The results of the research as follow. First, personal competency was found to have a positive influence on self-efficacy, Second, self-efficacy was found to have a positive (+) effect on job performance. Third, the sub-factors of personal competency, technical competency and attitudinal competency, were found to have a positive (+) effect on job performance. Fourth, self-efficacy was found to have a mediating effect on personal competency and job performance.

本研究旨在于探讨个人能力对美容服务业从业人员自我效能和工作绩效的影响。数据 分析方面、本研究采用SPSS 25.0统计软件程序、通过频数分析对调查对象的一般特征进行了 分析、通过因子分析、对个人能力、自我效能感以及工作绩效的效度和信度进行了分析；为 分析各变量之间皮尔逊相关关系以及验证假设进行了回归分析；为确定自我效能感的媒介作 用进行了三步媒介回归分析。研究结果为如下：首先、个人能力对自我效能感有积极(+)影响；其次、 自我效能感对工作绩效有积极(+)影响；再次、个人能力的下位因素、如技术能力、态度能力对工 作绩效有积极(+)影响；最后、自我效能感对个人能力和工作绩效有媒介作用。

This study investigates the effects of personal characteristics and job competency on organizational commitment among airline employees and examines whether organizational characteristics moderate these relationships. Data were collected from 150 employees working in airline-related occupations (cabin crew, maintenance, and ground staff) using a structured questionnaire. The proposed research model was tested using structural equation modeling (SEM). The findings indicate that both personal characteristics and job competency have significant positive effects on organizational commitment. In addition, organizational characteristics significantly moderate the relationship between personal characteristics and organizational commitment, suggesting that the influence of personal characteristics on organizational commitment varies depending on organizational context. However, the moderating effect of organizational characteristics on the relationship between job competency and organizational commitment was not significant. Based on these results, this study provides practical implications for human resource management in airlines, emphasizing the importance of competency development and the improvement of organizational conditions to enhance employees’ organizational commitment.

본 연구는 디지털 전환 시대에 요구되는 치위생 학생의 디지털 치위생 역량과 개인적 요인 간의 관계를 분석하고 영향 요인을 규명하고자 수행되었다. 연구대상은 일개 대학 치위생학과 학생 173명을 대상으로 설문을 실시하였으며, 최종 169부를 분석에 사용하였다. 자료 분석은 상관분석과 단계적 회귀분석을 실시하였다. 연구 결 과 비판적 사고 태도(r=0.444, p<0.01)와 치위생 전문직관(r=0.174, p<0.05)은 디지털 치위생 역량과 유의한 정적 상관관계를 보였으며, 자기조절 능력은 부적 상관관계를 나타냈다(r=-0.216, p<0.01). 단계적 회귀분석 결과 최종 모델에서 비판적 사고 태도(β=.377, p<0.001), 학년(β=.257, p<0.001), 자기조절 능력(β=-.156, p=0.020)이 디지 털 치위생 역량에 유의한 영향을 미치는 요인으로 나타났으며 모형의 설명력은 27.6%였다. 이러한 결과는 디지털 전환 시대에 치위생 교육에서 디지털 치위생 역량을 향상시키기 위한 교육 프로그램 개발이 필요함을 시사한다.

This study aimed to examine the relationship between digital dental hygiene competency and personal factors among dental hygiene students in the era of digital transformation and to identify factors influencing digital competency. A self-administered questionnaire survey was conducted among 173 students enrolled in a dental hygiene program at a single university, and 169 responses were included in the final analysis. Data were analyzed using Pearson’s correlation analysis and stepwise regression analysis. The results showed that critical thinking disposition (r=0.444, p<0.01) and professional values in dental hygiene (r=0.174, p<0.05) were positively correlated with digital dental hygiene competency, whereas self-regulation showed a negative correlation (r=-0.216, p<0.01). In the stepwise regression analysis, critical thinking disposition (β=0.377, p<0.001), grade level (β=0.257, p<0.001), and self-regulation (β=-0.156, p=0.020) were identified as significant predictors of digital dental hygiene competency, with an explanatory power of 27.6%. These findings suggest the need to develop educational programs to enhance digital dental hygiene competency in response to the evolving demands of digital transformation in dental education.

본 연구는 경찰공무원의 개인성향과 조직문화가 직무역량에 미치는 영향에서 데이터 리터러시의 매개효과를 실증적으로 분석하고자 한다. 이를 통해 경찰조직의 데이터 리터러 시 경쟁력과 적응력을 강화하고, 치안서비스 제공의 질을 높이기 위한 다양한 정책수립 방안을 모색하고자 한다. 이를 위해 G광역시, J특별자치도 및 J도 소속 경찰공무원 200명을 대상으로 조사연구를 실시하였다. 연구의 결과 첫째, 경찰공무원의 계급이 높을수록, 경찰 서나 지구대(파출소)보다 경찰청이 긍정적 조직문화와 높은 직무역량을 보였으며, 둘째, 직무역량과 데이터 리터러시 간의 상관관계가 가장 높게 나타났다. 셋째, 데이터 리터러시 가 직무역량에 가장 큰 영향을 미치는 변인으로 나타났다. 마지막으로 개인의 특성과 조직 환경 모두 데이터 리터러시를 강화하는 주요 요인으로 작용하고 직무역량 향상으로 이어 지며, 데이터 리터러시는 개인적·조직적 특성을 직무성과로 전환시키는 핵심 매개요소로 나타났다. 이에 경찰공무원의 데이터 리터러시 수준을 높이고 조직문화 개선과 직무역량을 제고하기 위해서, 첫째, 개인성향 맞춤형 역량 강화 프로그램 마련 및 지원, 둘째, 데이터 이해, 분석 및 활용을 강화하기 위한 데이터 리터러시 교육체계 마련, 셋째, 협력적 조직문 화 구축과 리더십 강화 프로그램 등 조직문화 개선을 위한 프로그램 개선 등을 제시하였다. 본 연구는 조사 대상을 특정지역 일부 경찰공무원만 조사했기 때문에 연구결과를 일반화 시키기에는 한계가 있으며, 향후 보다 많은 지역의 경찰공무원을 대상으로 디지털 역량을 강화하고 조직문화를 개선할 수 있는 프로그램 개발 연구와 직무역량을 향상시킬 수 있는 변인들 간의 관계에 대해 연구가 이루어져야 할 것이다.

This study empirically analyzes the mediating effect of data literacy in the effect of individual orientation and organizational culture of police Officers on job competency. Through this, we intend to find various policy establishment measures to strengthen the competitiveness and adaptability of police organizations and improve the quality of providing security services. To this end, a survey study was conducted on 200 police Officers belonging to G Metropolitan City, J Special Self-Governing Province, and J Province. As a result of the study, first, the higher the class of police Officers, the higher the positive organizational culture and job competency of the National Police Agency than the police station or district office, and second, the correlation between job competency and data literacy was the highest. Third, data literacy was found to be the variable that has the greatest influence on job competency. Finally, both individual characteristics and organizational environment act as a major factor in strengthening data literacy, leading to job competency improvement, and data literacy was found to be a key mediating factor in converting personal and organizational characteristics into job performance. Accordingly, in order to increase the level of data literacy of police Officers and improve their job competency by improving organizational culture, first, to prepare and support personalized capacity building programs, second, to prepare data literacy education to strengthen data understanding, analysis, and use, and third, to improve programs to improve organizational culture, such as establishing a cooperative organizational culture and strengthening leadership, were suggested. Since this study only investigated some police Officers in a specific area, there is a limit to generalizing the research results, and in the future, research on the development of programs that can strengthen digital capabilities and improve organizational culture and the relationship between variables that can improve job competency should be conducted for police Officers in more areas.

산업디자인 분야가 확장되고 경계가 무너지면서 디자이너에게 필요한 역량이 변화되고 있다. 특히 디자이너는 직급별 시기와 회사 환경에 따라 디자인업무 외 일반적 업무까지 역할 범위가 넓어지기도 한다. 따라서 디자이너의 개인적 역량은 이제 디자인역량으로만 통칭 되는 것이 아닌, 일반적 역량과 디자인역량으로 구분되 어질 필요성이 있다. 이에 따라 디자이너의 일반적역량 과 디자인역량 각각의 역량에 따른 교육 개발도 필요하 다. 본 논문에서는 디자이너의 역량에 따른 교육개발 이 전에 역량모델을 토대로 디자이너의 일반적역량과 디자 인역량을 도출하여 구분하는 선행연구를 진행하였다. 문헌연구는 2010년에서 2020년 사이의 국내 및 해외 선행연구를 고찰하였고, 디자이너의 개인적역량을 도출 하여 일반적역량 25개와 디자인역량 12개를 분류한 뒤 역량모델 ‘지식’, ‘태도’, ‘기술’에 근거하여 구분하였다. 구분된 역량에 대해 총 7명의 디자이너 전문가를 대상 으로 ‘평정자간 신뢰도 검정’을 진행해 그 타당성을 입 증하였다. 그 결과 총 37개의 역량 중 신뢰도 검정에 서 낮은 신뢰도를 보인 7개의 역량을 제외하고 총 30 개의 디자인역량과 일반적 역량이 정리되었다. 본 연구 의 결과가 향후 디자이너의 역량과 관련된 교육개발 시, 이론적 근거로써 기초 자료로 활용되기를 기대한다.

As the field of industrial design expands and its boundaries blur, the competencies required of designers are undergoing significant change. Particularly, the scope of a designer’s role can broaden beyond design tasks to include general duties, depending on their career stage and the company environment. Therefore, it has become essential to distinguish a designer’s personal competencies into general competencies and design competencies, rather than referring to them collectively as design competencies. This distinction underscores the need for developing educational programs tailored to both types of competencies. In this context, the present study conducts preliminary research to identify and differentiate the general and design competencies of designers based on a competency model, prior to the development of education programs aligned with these competencies. The literature review covered domestic and international studies conducted between 2010 and 2020. Through this review, 25 general competencies and 12 design competencies were identified and categorized according to the competency model, which is based on "knowledge," "attitude," and "skills." To validate these classifications, an “inter-rater reliability test” was conducted with a panel of seven expert designers. As a result, 30 competencies were confirmed after excluding 7 competencies that exhibited low reliability in the test, from the initial 37. It is anticipated that the findings of this study will serve as foundational data and a theoretical basis for the future development of educational programs related to designer competencies.

본 연구는 교사의 개인배경과 연수경험이 디지털교과서 활용역량, 이해수준, 효과성 인식 및 태도에 미치는 영향을 분석하기 위해 수행되었다. 이를 위해 경기 및 전남지역 초·중·고등학교 교사 101명의 설문결과를 SPSS 통계패키지를 활용하여 분석하였다. 연구결과 남교사의 디지털교과서 활용역량이 여교사에 비해 통계적으로 높았고 성별 및 학교급의 차이는 없었다. 또한 디지털교과서 연수경험이 있는 교사들이 그렇지 않은 교사들에 비해 이해수준은 높았으나 활용역량, 효과성 인식, 태도는 차이가 없는 것으로 나타났다. 연구결과, 정보격차가 일부영역을 제외하고 극복되고 있는 점이 특이사항으로 확인되었으며, 향후 디지털교과서의 발전을 위해 학습자 특성을 고려한 연수 프로그램 설계와 실천의 개선이 요구되었다.

This study aimed to understand the effectiveness of teachers’ backgrounds and digital textbook training experiences on digital competency, understanding of the digital textbook, perception of the digital textbook effectiveness and attitude toward the digital textbook. A total of 101 valid elementary, middle and high school teachers participated in the survey and the data were analyzed using the SPSS statistical package. As a result, male teachers showed higher digital competency than female teachers. Also, teachers who experienced with digital textbook training understood more about the digital textbook. It was suggested that a newly structured professional development program for the digital textbook considering teachers’ personal backgrounds should be developed.

본 연구에서는 초등학교 교사들을 대상으로 교사 스트레스가 개인적 성취감과 교사역량에 미치는 직·간접효과와 이들 변인들 간의 관계에서 성별(남교사, 여교사) 간 차이를 탐색하고자 하였다. 본 연구의 최종분석 대상은 초등학교에 재직하고 있는 교사 375명이다. 본 연구 결과, 교사 스트레스는 개인적 성취감과 교사역량에 직·간접적으로 부정적인 영향을 미치는 것으로 나타났으며, 이는 성별에 관계없이 남교사와 여교사 모두에게 동일하게 나타났다. 따라서 교사 의 개인적 성취감을 증진시키기 위해서 교사의 역량을 강화하고, 교사의 스트레스를 경감시킬 필요가 있으며, 또한 교사역량 증진을 위해서는 교사 스트레스를 완화해야 할 필요가 있는 것 으로 여겨진다.

This study was to examine the direct and indirect influences of teacher stress, teacher competency on personal accomplishment, and explore multigroup differences of these relations on gender in Korean elementary school. This subjects were 375 elementary school teacher. Measure of the teacher stress, teacher competency, and personal accomplishment were administered. It was found that teacher stress had negatively direct effects on both teacher competency and personal accomplishment. Also, teacher stress had a negatively indirect effect on personal accomplishment. Moreover, as a result of multigroup analysis, there were no significant differences observed on gender. Therefore, to improve personal accomplishment, teacher competency must be enhanced. And to enhance teacher competency, teacher stress needs to be relieved.

본 연구는 정보환경에 있는 기업에서 근무하는 개인의 정보역량 측정을 위한 효율적인 측정모형을 개발하였다. 본 모형은 4 개의 측정영역과 12개의 측정요인 그리고 구체적인 측정항목을 포함한다. 개발된 모형의 타당성과 신뢰성은 SPSS software 를 적용한 Pilot Test 를 통한 Factor Analysis and Reliability Analysis 에 의해 검증되었고, 개인 정보역량을 효율적으로 측정할 수 있는 구체적인 측정항목들을 제시하였다. 개발된 측정모형의 실용성과 활용성을 검증하기 위해 실제 기업에서 근무하는 264 명의 인력에 대해 개인 정보역량을 측정하여 그 결과를 제시하였다. 본 측정모형은 산업현장에 있는 인력의 정보역량 향상에 기여할 것이다.

This study developed an efficient model for measuring personal information competency in an enterprise of the information environment. This model includes four measurement domains, twelve factors and feasible measurement items. This verified the validity and reliability of the developed model by factor analysis and reliability analysis through a pilot test with the application of SPSS software, and presented the concrete measurement items that tn efficiently gauge personal information competency. The developed model was applied to the measurement of 264 workers in an enterprise in order to testify its practicability and utilization, and the measurement results were presented. This model will contribute to improving the information competency of human resources in industrial fields.

본 연구는 캐빈승무원의 개인역량, 자기주도성과 조직몰입 간의 영향관계를 연구하고, 그 결과를 기반으로 항공사 인적서비스 품질 제고에 필요한 요인을 파악하고자 수행되었다. 연구는 국내 A항공사 재직 중인 비행근무 경력 2년 이상 캐빈승무원을 대상으로 자료를 수집하였다. 캐빈승무원의 개인역량이 조직몰입에 미치는 영향관계와 자기주도성이 변수들 사이에서 나타내는 조절효과를 검증하여, 인적서비스의 품질적 측면을 담당하는 개인역량 관리를 통한 조직몰입 강화와 인적서비스 품질 제고에 도움이 되는 요인들을 찾는 것에 연구의 목적이 있다. 연구 목적을 달성하기 위하여 이론적 고찰을 위한 문헌 연구 및 실증적 연구를 실시하였으며, 문헌연구를 통해서 독립변수를 개인역량, 종속변수를 조직몰입으로 하여 연구를 진행하였으며, 변수들 사이에서의 자기주도성의 조절효과를 검증하였다. 연구의 목적을 달성하기 위하여 SPSS 22.0을 사용하였다. 캐빈승무원의 개인역량이 조직몰입의 일체감에 미치는 영향관계에서 개인적특성과 직무전문성요인이 유의적 수준을 확보하였고, 개인역량이 조직몰입의 자부심에 미치는 영향관계에서는 대인관계와 의사소통요인이 유의적수준을 확보하였다. 캐빈승무원의 개인역량이 조직몰입의 일체감에 미치는 영향은 자기주도성의 창의성에 따라 유의한 차이가 있었고, 조직몰입의 자부심에미치는 영향에서는 유의하지 않았다. 그리고, 캐빈승무원의 개인역량이 조직몰입의 일체감에 미치는 영향은 자기주도성의 자율성에 따라 유의한 차이가 있었고, 조직몰입의 자부심에도 유의한 차이가 있었다는 결과를 나타냈다. 연구의 검증 결과에 기반을 둔 내용을 바탕으로 항공사는 캐빈승무원의 개인역량강화를 통해 조직몰입을 이끌어내며, 나아가 비대면 서비스환경에서의 인적서비스 품질 향상을 위한 방안을 모색해야 할 것이다.

The work characteristics of cabin crew who are in the most contact with the passengers involve one person servicing many people in a special setting of long hour passengers and the insides of an aircraft. This is linked to emotional labor and affects organizational commitment and job satisfaction. The purpose of this study is to suggest some factors contributing to improving the quality of human services and enhancing organizational commitment of cabin crews, internal customers of airlines, by verifying an effect of personal competency on organizational commitment and mediating effects of proactive personality on relations between variables. The empirical analysis showed that efforts for inquiry and hospitality service, sub-factors of personal competency influence on organizational commitment, while other factors such as personal characteristic, work profession influence unity. The impact of personal competency on sense of unity of organizational commitment varies significantly depending on the autonomy of sellf directedness. Also, airline should develop indicators to improve the quality of in flight service to prepare standards for recruiting human resources. The Airlines should seek ways to improve the quality of human services by strengthening the personal capacity of cabin crew members.

오늘날과 같이 지방자치가 중심인 시대에는 지역사업의 현안문제를 해결하기 위해 각 지방자치단체가 주관해서 다양한 프로젝트를 발주하는 경우가 많이 생기고 있다. 이런 프로젝트들은 외부용역사가 시행사가 되고 지방자치단체의 사업부서 공무원이 발주담당자가 되는데 민간기업에서시행하는 프로젝트와 달리 관리가 쉽지 않고 성과가 기대한 대로 나오지 못하는 경우가 자주 생긴다. 그 이유는 발주담당을 맡고 있는 사업부서 공무원이 순환근무 등의 이유로 인해 자주 바뀌기도 하고 또한 프로젝트 시행분야에 대한 전문성이나 이해도가 용역사에 비해 높지 못하기 때문이다. 본 연구는 발주담당을 맡고 있는 사업부서 공무원의 관리 역량이 프로젝트 성과에 얼마나영향을 미치고 어떤 영향을 미치는지 조사하는 것을 목적으로 하고 있다. 연구 자료의 수집은 지방자치단체에서 프로젝트 발주 경험이 있는 공무원을 대상으로 설문조사를 하였으며 통계 분석을통해 가설 검증을 하였다. 실증분석 결과, 발주담당자의 개인역량은 프로젝트 성과에 직접적인 영향을 미친다는 가설은 부분 채택되었다. 관리적 역량이 높을수록 프로젝트 성과에 유의한 영향을미치는 것으로 나타났으며, 이러한 관리적 역량이 개인역량과 프로젝트 성과 사이에서 매개효과를 나타내는 것을 확인할 수 있었다. 프로젝트 유형에 따른 프로젝트 성과에 대한 관리적 역량의차이 역시 부분 채택되었으며, 프로젝트 성과에서 관리 성과가 좋으면 완료 성과가 높은 것으로나타났다. 프로젝트 관리체계가 미비한 실정에서 프로젝트를 이해하고 숙지하는 데 있어 전문성및 목적성 등이 부족한 것으로 해석되며, 이를 개선하기 위해서는 발주담당자들에게 프로젝트 관리 표준화 및 교육 등이 우선적으로 필요하다고 판단된다.

These days local governments deliver many different types of projects in order to satisfy the needs of regional provinces. In these projects, civil servants of the local governments become the ordering customer and private firms become the contractors who actually carry out the project works. Usually, the civil servants do not have as much expertise and knowledge as the private contractors about the projects since they are assigned to the positions by job rotations. Consequently, the performance of the projects are less than desired or expected. The purpose of this study is to examine whether the personal competency of civil servants has any impact on the project performance in those projects ordered by local governments. The research model contains project types as moderating variable and managerial competency as mediating variable. We collected data by using questionnaire from the civil servants who had the experience of supervising the projects in the local governments. The results show that the personal competency of civil servants partially affects the project performance, and that managerial competency played a mediating role between personal competency and the project performance. The moderating effect of project types are also partially accepted. The implication of the study is that it is necessary to provide project management education and training for those civil servants who are involved in supervising the projects carried out by private contractors.

The purpose of this study is to analyze the relationship between personal competency and job satisfaction, personal competency and turnover intention of flight attendants. The survey data of 349 flight attendants from full service carrier is analyzed by SPSS 20.0 statistics. Following is the summary of this research. Personal trait, expertise and interpersonal skills of personal competency show positive influence on job satisfaction, and interpersonal skills of personal competency only has negative influence on turnover intention. Job satisfaction shows negative influence on turnover intention. Also, job satisfaction shows the mediation effects between personal competency and turnover intention. These findings provide theoretical and practical implications.

본 연구의 목적은 시니어 외식창업자의 개인적역량이 경영성과 및 경영만족도에 미치는지 영향을 알아보는 것이다. 이러한 목적 달성을 위하여 연구가설을 제시하고 연구모형을 도출하였다. 통계분석은 SPSS 25.0 통계패키지를 활용하였으며, 분석은 빈도분석, 요인분석, 신뢰도분석, 회귀분석을 실시하였다. 가설검증의 결과는 다음과 같다. 첫째, 시니어 외식창업자의 개인적역량은 경영성과에 정의 영향을 미치는 것으로 나타났다. 둘째, 시니어 외식창업자의 개인적역량은 경영만족도에 정의 영향을 미치는 것으로 나타났다. 셋째, 시니어 외식창업자의 경영성과는 경영만족도에 정의 영향을 미치는 것으로 나타났다. 이러한 결과 시니어 외식창업자의 개인적역량이 경영성과 및 경영만족도에 미치는 영향을 연구함으로써 새로운 연구모형을 제시하였고, 이에 더 나아가, 지식적역량, 사회적역량 및 신체적역량이 시니어 외식창업자들의 경영성과에 필요한 개인적역량임을 확인하였다. 이는 향후, 시니어 예비 외식창업자들에게 경영성과 및 경영만족도를 높일 수 있는 개인적역량을 제시할 수 있을 것이다.

The purpose of this study is to investigate the effect of senior food service entrepreneur’s personal competency on management performance and management satisfaction. To achieve this purpose, a research hypothesis was presented and a research model was derived. For statistical analysis, the SPSS 25.00 statistical package was used and frequency analysis, factor analysis, reliability analysis, and regression analysis were performed. The results are as follow:First, senior food service entrepreneur’s personal competency had a positive (+) effect on management performance. Second, senior food service entrepreneur’s personal competency had a positive (+) effect on management satisfaction. Third, senior food service entrepreneur’s management performance had a positive (+) effect on management satisfaction. This study is expected to help understanding personal competency of senior food service entrepreneur and prioritizing factors when improving management performance and management satisfaction.

Purpose: This research was conducted to construct a model explaining the quality of life (QOL) related to undergraduate students' health. Social support, self-efficacy and self-esteem were used as exogenous variables while health promotion lifestyles, personal health care competency were endogenous variables. Methods: A survey was conducted with a structured questionnaire including QOL, health promotion lifestyles, personal health care competency, social support, self-efficacy, and self-esteem. Data were collected from 269 undergraduate students with random sampling and then analyzed using structural equation modeling. Results: Personal health care competency, health promotion lifestyles, social support, self-esteem had both direct and indirect effects while self-efficacy had indirect effects on the QOL of undergraduate students. Especially, social support, self-efficacy and self-esteem influenced positively to the QOL while greater health promotion lifestyles and personal health care competency improved QOL. Thus, personal health care competency and health promotion lifestyles were important mediator for positive QOL in undergraduate students. Conclusion: Interventions aiming to enhance health promotion lifestyles and personal health care competency, based on the results of this study, are required to help positive QOL in undergraduate students. Our results can serve as basic data for designing such interventions.

본 연구는 기업 마케터가 가진 개인 문화 역량의 구성요소 체계를 재구성하여 마케팅 전략 개발 역량과 기업의 경영성과와의 인과관계를 파악하고자 한다. 본 연구에서 기업 마케터의 개인 문화 역량의 구성요소 체계는 ‘에너지 요소, 창의 요소, 수용 요소, 정신 요소, 가치 요소’로 세분화하였다. 그리고 마케팅 전략 개발 역량은, ‘제품 개발, 가격 전략, 유통 채널, 커뮤니케이션 개발 역량’으로 분류하였다. 본 연구에서는 기업 조직 문화에 따른 마케터가 가진 개인 문화 역량이 마케팅 전략 개발 역량 및 경영성과에 미치는 영향 관계 역시 살펴보고자 한다. 기업에 근무하는 구성원 1200명을 대상으로 설문을 실시하였다. 연구가설 검증을 위하여 구조방정식 통계 프로그램을 이용하였다. 연구가설 결과는 다음과 같다. 첫째, 기업 마케터의 개인 문화 역량은 마케팅 전략 개발 역량에 긍정적인 영향을 미치는 것으로 드러났다. 둘째, 마케팅 전략 개발 역량은 경영성과에 정의 영향 관계에 있음을 확인하였다. 셋째, 마케터가 가진 개인 문화 역량이 기업의 마케팅 전략 개발 역량에 영향을 미칠 때 조직 문화가 조절 역할을 하는 것으로 드러났다. 넷째, 마케팅 전략 개발 역량이 경영성과에 영향을 미칠 때 조직 문화가 조절 역할을 하는 것으로 드러났다. 연구 결과에 따른 학문적 시사점과 실무적 시사점은 논문의 마무리 부분에서 제시하였다.

This study attempted to verify marketer’s cultural competency as well as the causal relationship between marketing strategy development capability and business performance. The sub-substitute of marketer’s personal cultural competency in the study comprised as physical, creative, receptive, mental, and spiritual factor. Product development, price strategy, distribution channel and communication development capability are treated as the sub-components of marketing strategy development capability. The purpose of the study is to explore the relationship between cultural competency and marketing strategy capability and business performance. Organizational culture is examined how cultural competency work as mediating role. The study have conducted surveys targeting 1200 marketers. As a result, it is tested that components of cultural competency are closely related to marketing strategy development capabilities. Also, the sub-components of marketing strategy capability shows that it effects defining business performance. Finally, organizational culture had moderating effects when components of cultural competency are closely related to marketing strategy development capabilities. Based on the results of the research, we can not only suggest academic implications but also plans of what and how to utilize for creative economy and marketers and enable corporations.

본 연구는 어린이집에 재직 중인 영아교사를 대상으로 개인변인에 따른 원장역량, 영아-교사관계, 코칭역량 간의 차이를 규명하기 위해 실시되었다. 전국의 어린이집 영아반 담임교사로 재직 중인 379명을 대상으로 설문지를 통한 조사를 실시하였으며 원장역량 질문지(박창현, 2012), 영아-교사관계 질문지(정미조, 2009), 코칭역량 질문지(서수진, 2013)를 사용하였다. 연구문제해결을 위해 빈도분석, 신뢰도 검증, ANOVA 검증, Scheffé의 사후검증분석을 실시하였다. 연구결과 첫째, 영아교사의 보수, 학력, 기관유형에 따른 원장역량은 차이가 있었다. 둘째, 영아-교사관계는 교사의 연령에 따라 차이가 있었다. 셋째, 영아교사의 코칭역량은 학력과 기관유형, 교사의 연령에 따라 차이가 있었다. 본 연구결과를 통해 영아교사의 개인변인을 고려하여 영아-교사관계를 증진시킬 수 있는 방안과 영아교사의 코칭역량 및 원장의 역량을 개발하고 발휘할 수 있는 전략을 모색하는데 기초정보를 제공할 수 있다.

The purpose of this study was to investigate the differences among director management competency, infant - teacher relationship, and coaching competency of infant teachers along to their personal background variables. The subjects in this study were 379 infant teachers working in child care centers across the country. A director management competency questionnaire, infant-teacher relationships questionnaire, and coaching competency questionnaire were used for this study.?For the research analysis, frequency, Cronbach's α coefficient, ?ANOVA, and Scheffe post-hoc test were calculated. The results are as follows.?First, there was a difference in the director management competency depending on the pay and academic background of infant teachers and the types of institution in which they are working. Second, the infant - teacher relationship varied according to the infant teacher's age. Third, the coaching competency of infant teachers differed according to educational background, institution type, and teacher's age. The results of this study can provide basic information to search methods for developing infant - teacher relationship considering infant teachers 'personal background variables and strategies for developing and demonstrating coaching competency of infant teachers and director management competency.

급격한 사회변화에 대응하여 대학생의 핵심역량 향상의 중요성이 강조되고 있다. 본 연구는 대학생 핵심역량이 성별, 전공, 학년, 학업성취도 수준 등의 개인변인에 따라 유의하게 다른지를 비교하는 것을 목적으로 한다. 이를 위해 전국 4년제 대학교 11 곳의 학생 1,212명의 자료를 상관분석, 기술통계, 다변량 분산분석을 실시하여 분석하였다. 연구결과는 첫째, 협력 역량, 비판적 문제해결역량, 의사소통 역량, 학습 역량, 창의적 사고 역량 순으로 평균이 높은 것으로 나타났다. 둘째, 남학생이 여학생보다 창의적 사고 역량이 유의하게 높고, 여학생이 남학생보다 협력 역량이 유의하게 높은 것으로 나타났다. 셋째, 학년에 따라 대학생의 핵심역량 수준이 유의하게 다르지 않았다. 넷째, 인문계열과 교육계열 학생들이 공학 계열 학생들 보다 의사소통역량이 뛰어나다. 다섯째, 학업성취 수준이 높은 학생들이 학업성취 수준이 낮은 학생들보다 주요한 핵심역량 또한 높다. 이러한 연구 결과를 바탕으로 우리나라 대학교육이 학생들의 핵심역량을 기르기 위해 어떠한 노력을 기울여야 하는지를 논의하였다.

The importance of improving university students' core competencies is being emphasized due to rapid changes in society. The goal of this study was to compare the core competencies of university students depending on individual variables such as gendet, major, year and academic achievement. 1,212 student data from 11 four-year universities nationwide were analyzed be conducting discriptive statistics, correlation, multivariate analysis. It was revealed that the average score was high in order of collaboration, critical thinking/problem solving, communication, learning competency, creative thinking. Second, male students have significantly higher creative thinking competency than female students, and female students have significantly higher collaboration competency than male students. Third, the core competency level of college students was not significantly different according to the school year. Fourth, students in humanities and education have better communication competency than those in engineering. Fifth, students with higher academic performance also have higher core competencies than those with lower academic performance. Based on these findings, we discussed how university education should make efforts to develop students' core competencies.