Earticle

본 연구는 간호사 세대별 직업가치관과 직무열의의 차이를 확인하고, 직업가치관이 직무열의에 미치는 영향을 확인하기 위해 실시되었다. 간호사 256명이 연구에 참여하였고, 간호사 세대별 직업에 대한 가치관과 직무열의의 차이 를 확인하기 위하여 일원배치분산분석(ANOVA)을, 직업가치관이 직무열의에 미치는 영향을 확인하기 위해 다중회귀분 석을 실시하였다. 간호사들은 직업생활에서 경제적 보상, 고용안정성과 쾌적한 근무환경을 중요하게 생각하고, 자율성 을 포함하는 자유 재량권, 승진기회 그리고 사회적 기여를 상대적으로 덜 중요하게 생각하였다. 세대별 차이에서 Y-세 대와 Z-세대는 X-세대에 비해 일의 흥미와 시간적 여유에 높은 가치를 두었고, 직무열의에 영향을 미치는 직업가치관 의 세부요인은 사회적 기여가, 직업가치관 외 요인으로는 전반적인 건강상태, 업무에 대한 육체적 부담감, 우울로 파악 되었다. 세대별 직업가치관이 직무열의에 미치는 영향요인으로 X-세대는 사회적 기여가, Y-세대는 사회적 인정이, Z- 세대는 시간적 여유와 자아실현으로 나타났다. 본 연구는 세대별 직무열의에 미치는 영향요인을 파악하여, 다양한 세대 가 함께 일하는 간호조직에서 효과적인 인적자원관리를 위한 정책개발에 필요한 기초자료를 제공함에 그 의의가 있다.

The objective of this study was to identify generational difference of work value and job engagement. Total 256 nurses participated in Korea. Analysis of variance(ANOVA) was conducted to investigate the generational differences of work value and job engagement and factors of work values influencing to job engagement was identified by multiple regression analysis. Nurses considered financial benefits, job security, and work environment as the most important thing and autonomy, possibilities of promotion, and contribution to society were considered less important in their work life. Y and Z-generation nurses respected more to interests at work and time availability for private life than X-generation in work life.

본 연구에서는 외식업체에 종사하는 신입사원들을 대상으로 그들이 지각하는 직업가치가 이직의도에 미치는 영향과 이들 관계에서 조직후원인식의 조절효과를 검증하였다. 분석결과 다음과 같은 결과가 도출되었다. 첫째, 직업가치 중 내재적 가치와 이직의도의 관계를 검증한 결과 내재적 가치 중 사회헌신만이 이직의도에 정(+)의 방향으로 영향을 미치는 것으로 나타났으며, 둘째, 직업가치 중 외재적 가치와 이직의도의 관계를 검증한 결과 외재적 가치 중 체면유지와 안정추구만이 이직의도에 정(+)의 방향으로 영향을 미치는 것으로 나타났다. 셋째, 정서적 후원에 따라 내재적 가치가 이직의도에 미치는 영향력의 차이를 검증한 결과 내재적 가치 중 지식추구에 대해 높게 지각한다면 정서적 후원에 대한 지각이 높을수록 이직의도가 더 높아지는 것으로 나타났으며, 반대로, 내재적 가치 중 인간관계중심에 대해 높게 지각한다면 정서적 후원에 대한 지각이 높을수록 이직의도가 더 낮아지는 것으로 나타났다. 넷째, 정서적 후원에 따라 외재적 가치가 이직의도에 미치는 영향력의 차이를 검증한 결과 외재적 가치 중 경제우선에 대해 높게 지각한다면 정서적 후원에 대한 지각이 높을수록 이직의도가 더 낮아지는 것으로 나타났으며, 반대로, 외재적 가치 중 체면유지에 대해 높게 지각한다면 정서적 후원에 대한 지각이 높을수록 이직의도가 더 높아지는 것으로 나타났다. 다섯째, 수단적 후원에 따라 내재적 가치가 이직의도에 미치는 영향력의 차이를 검증한 결과 내재적 가치 중 지식추구에 대해 높게 지각한다면 수단적 후원에 대한 지각이 높을수록 이직의도가 더 높아지는 것으로 나타났다. 여섯째, 수단적 후원에 따라 외재적 가치가 이직의도에 미치는 영향력의 차이를 검증한 결과 외재적 가치 중 경제우선에 대해 높게 지각한다면 수단적 후원에 대한 지각이 높을수록 이직의도가 더 낮아지는 것으로 나타났으며, 반대로, 외재적 가치 중 체면유지에 대해 높게 지각한다면 수단적 후원에 대한 지각이 높을수록 이직의도가 더 높아지는 것으로 나타났다.

This study verified the effect of occupational value, as felt by new employees working in the food service industry, on turnover intent and also the moderating effect of perceived organizational support between occupational value and turnover intent. The analysis drew out the following results. First, the study verified that, among inherent values, only social commitment had a positive(+) direction of influence on turnover intent, and second, among extrinsic values, only face-saving and stability seeking had a positive(+) direction of influence on turnover intent. Third, as a result of verifying the effect of inherent values on turnover intent according to emotional support, the study revealed that turnover intent increased, as the perception of emotional support increased, on condition that the item, value of knowledge seeking, among inherent values, was perceived highly, On the other hand, if the item, relationship-centered, scored highly among inherent values, then the higher the perception of emotional support, the lower the turnover intent. Fourth, as a result of verifying the effect of extrinsic values on turnover intent according to emotional support, the study revealed that turnover intent decreased, as the perception of emotional support increased, on condition that the value of economic priority, among extrinsic values, was perceived highly. On the other hand, if the item, face-saving, scored highly among extrinsic values, then the higher the perception of emotional support, the higher the turnover intent. Fifth, as a result of verifying the differing effect of inherent values according to methodical support, the study revealed that turnover intent increased as the perception of methodical support increased, if the item, knowledge-seeking among inherent values was perceived highly. Sixth, as a result of verifying the differing effect of extrinsic values according to methodical support, the study revealed that turnover intent decreased as the perception of methodical support increased, if the item, economic priority among extrinsic values was perceived highly. On the other hand, if the item, face-saving, among extrinsic values, was perceived highly, the higher the perception of methodical support, the higher the turnover intent.

이 연구는 청년 삶의 만족도를 높일 수 있는 방안을 모색하고자 청년의 삶의 만족도에 영향을 미치는 요인들을 탐색 하고자 수행되었다. 이를 위해 한국청소년정책연구원의 ‘2021 청년 사회·경제 실태조사’의 데이터를 활용하여, 2021년 기준 만 18세~34세 청년 2,041명을 연구대상으로 하였다. 청년 삶의 만족도에 영향을 미치는 다양한 변수를 탐색하기 위해 랜덤 포레스트 방법을 적용하였다. 분석에 활용된 변수는 인구·사회학적 요인과 심리·정서를 포함하는 요인으로 총 21개이다. 랜덤 포레스트를 적용한 청년 삶의 만족도에 영향을 미치는 변수들을 탐색한 결과는 다음과 같다. 첫째, 분석에 투입된 요인 21개 의 예측변수는 모두 청년 삶의 만족도에 영향을 미치는 것으로 나타났다. 둘째, 청년 삶이 만족도에 가장 큰 영향을 미치는 요 인은 ‘직업가치관’으로 나타났다. 셋째, ‘정치적효능감’, ‘기성세대인식’과 같이 청년들의 사회에 대한 인식도 청년들의 삶의 만족도에 영향을 미치는 변수임을 확인할 수 있다. 이러한 연구결과를 바탕으로 청년 삶의 만족도에 영향을 미치는 변수들을 설명하고 논의점을 제시하였다.

This study was conducted to explore the factors that affect youth life satisfaction in order to find ways to increase their life satisfaction. For this purpose, we utilized data from the National Youth Policy Institute's ‘2021 Youth Socio-Economic Survey' to study 2,041 youth aged 18-34 as of 2021. The randomForest method was applied to explore various variables that affect youth life satisfaction. A total of 21 variables were analyzed, including demographic and socio-demographic factors and psychological and emotional factors.The results of exploring the variables affecting youth life satisfaction using randomForest are as follows. First, all 21 predictors were found to have an impact on young adults' life satisfaction. Second, the most significant impact on youth life satisfaction was found to be ‘work values'. Third, it can be seen that young people's perceptions of society, such as ‘political effectiveness' and ‘perception of older generation', are also variables that affect youth life satisfaction. Based on these findings, the variables affecting youth life satisfaction are explained and discussion points are presented.

본 연구는 치과위생사의 직업 정체성이 직업유지에 미치는 영향을 파악하고자 경남 부산 지역 내 치과위생사 155명을 대상으로 연구 윤리 심의위원회에서 심의를 받고 설문 조사를 시행하였다(1041449-201912-HR-003). 자 료 분석은 직업 정체성의 3가지 세부항목이 직업유지에 미치는 영향을 단계별로 확인하기 위해 위계적 회귀분석을 시행하였으며 그 결과, 직업 정체성 세부항목 중 직업에 대한 감정이입(β=.358, p<.001), 직업과 개인의 연관(β =.562, p<.001), 직업과 일체감(β=.734, p<.001)의 순으로 직업유지에 영향력이 있었다. 따라서 치위생(학)과의 교육 기관에서 조금 더 포괄적인 의미의 직업 정체성에 대한 수업을 시행한다면 직업유지에 도움이 될 것으로 판단한다.

This study conducted a questionnaire survey on 155 dental hygienists in Busan, Gyeongnam to understand the effect of dental hygienists' job identity on job retention. The study was conducted after being reviewed by the Research Ethics Review Committee (1041449-201912-HR-003). For data analysis, hierarchical regression analysis was carried out to check the effect of three details of job identity on job retention step by step. As a result, among the details of job identity, there was an influence on job retention in the order of empathy for the job (β=.358, p<.001), relationship between job and individual (β=.562, p<.001), and work and unity (β=.562, p<.001). Therefore, it is judged that it would be helpful to maintain a job if the educational institution with the Department of Dental Hygiene conducts classes on occupational identity in a more comprehensive sense.

This study presents a scientometric analysis of self-service technologies (SSTs), shadow work, and value co-creation which have been separately studied areas. Using CiteSpace to analyze 2005-2025 data from Web of Science, we visualize intellectual structures through keyword co-occurrence, burst detection, and timeline mapping. Results reveal three core clusters: SSTs adoption (e.g., usability and TAM), critiques of consumer labor (e.g., shadow work and data privacy), and value co-creation narratives (e.g., prosumers). Terms such as co-creation serve as semantic bridges linking technology empowerment and labor exploitation discourses as well as shadow work. This study proposes a technology-labor-value framework to highlight trade-offs between efficiency and hidden consumer work, urging more ethically aware SSTs design.

This research investigates the economic impact of remote work policies following the COVID-19 pandemic, and whether remote work created or destroyed value. It delineates the shift from traditional office work to remote work, highlighting economic challenges presented by decreased collaboration, diminished corporate culture, and potential losses in productivity. The research employed an event study methodology to examine 33 companies implementing remote work policies post-COVID-19. Of these, 22 showed statistically significant results, with 12 increasing firm value and 10 experiencing a decline. Companies that succeeded in enhancing value shared key factors, such as robust digital infrastructure, flexible work policies, strong leadership, and continuous employee support. These strategies improved collaboration and productivity while reducing operational costs. Conversely, unsuccessful remote work programs struggled with diminished collaboration, disengaged employees, and operational inefficiencies. Common problems included rapid transition without sufficient infrastructure, cybersecurity risks, and investor skepticism. Research findings showed that while some companies successfully created value through robust digital infrastructure, flexibility, and strong leadership, others saw a decline in value due to rapid transitions, loss of innovation, and poor management of remote work logistics. These failures highlight the need for well-planned remote work strategies.

Developments in Information and Communication Technology have entirely reshaped how work gets done by making traditional working practices based at a fixed location replaced by smart working schemes where employees have high levels of autonomy. This study aims to examine how employees’ intention to continue smart-working is influenced by the service quality of smart-work support services and the perceived value of smart-work. Data were collected from 406 employees working in Korea, then analyzed through the structural model test. The results verified that the quality of smart-work support services consists of eight attributes while dividing the perceived value of smart-work into three dimensions, and further revealed that the service quality influences the intention to continue smart-working by way of perceived value and satisfaction. This study sought to explore the relationship among service quality, perceived value, and satisfaction by clearly conceptualizing and measuring them in the context of smart-work, thereby ultimately understanding the impact they have on the continuance intention to use smart-work.

This study aims to understand the role of digital technology empowerment in shaping the dynamic relationship between value co-creation and“shadow work” in unmanned retail environments. As an emerging business model, unmanned retail leverages advanced digital technologies to automate and streamline the shopping process, providing consumers with a convenient and efficient shopping experiences [16, 18]. However, while digital empowerment introduces innovation and operational efficiency, it also raises significant theoretical and practical challenges related to consumer participation and labor dynamics [6, 7]. This research emphasizes the core concept of value co-creation, highlighting the collaborative interaction between consumers and businesses to create mutual value [12, 13]. In the context of unmanned retail, digital technology facilitates deeper consumer involvement in value co-creation through mechanisms such as self-checkout systems and intelligent recommendations [3, 6, 14]. Yet, this increased consumer engagement often leads to a form of unrecognized labor termed “ shadow work,” where consumers perform tasks that benefit the business without compensation or formal recognition [4, 8, 9]. Despite the potential for value co-creation, the emergence of shadow work raises important questions about consumer rights and the recognition of labor in digital environments [1, 10, 11, 17]. To address these challenges, the study adopts the Service-Dominant Logic (SDL) framework, which views service as the core component of economic exchange and emphasizes the interdependent relationship between businesses and consumers [2, 5, 16, 17]. From this perspective, digital technology empowerment not only enhances service quality and efficiency but plays a crucial role in driving the interaction between value co-creation and shadow work [15]. This paper employs a mixed-methods approach, combining qualitative and quantitative methods, focusing on the four key areas: 1. Analyzing the Impact of Digital Technology Empowerment: Understanding how various digital tools influence the interaction between value co-creation and shadow work, particularly how the introduction of advanced analytics, artificial intelligence, and user-friendly interfaces enhances consumer participation while potentially leading to shadow work scenarios. 2. Investigating Shadow Work: Delving into the manifestations and contributions of shadow work in unmanned retail settings, analyzing specific tasks that consumers undertake without formal recognition, such as managing inventory via self-service kiosks or participating in feedback loops through review systems, and exploring the implications of this unrecognized labor on consumer satisfaction and loyalty. 3. Identifying Challenges: Addressing the complex challenges associated with labor value recognition and rights protection within the unmanned retail context, evaluating existing frameworks for consumer protection in digital environments, and proposing enhancements that accommodate the unique nature of shadow work. 4. Proposing Optimization Strategies: Recommending strategies to optimize the relationship between value co-creation and shadow work, assisting businesses in enhancing user experience while ensuring that consumers feel valued and recognized for their contributions. This article adopts a comprehensive mixed-methods design, integrating qualitative and quantitative research methods to explore the dynamic relationship between digital technology empowerment, consumer participation, and shadow work in unmanned retail environments. Initially, the research plans to employ qualitative methods, including in-depth interviews and observation, to recruit participants and gain a nuanced understanding of their behaviors and experiences during the shopping process. It is anticipated that this approach will reveal how consumers engage in value co-creation in a technology-driven environment, finding out a variety of forms of unrecognized labor. In the quantitative phase, the study plans to conduct a survey involving approximately 150 to 200 consumers who have previously shopped in unmanned retail environments, ensuring scientific rigor and reliability of the results. This sample size adequately considers the diversity of consumer behavior, statistical power, and the potential for reducing sampling bias, while employing structured questionnaires to ensure data validity and consistency. The collected data is expected to be analyzed using Partial Least Squares Structural Equation Modeling (PLS-SEM), a widely utilized statistical method for exploring complex causal relationships. This research will validate whether the embedding of digital technologies (such as self-checkout and intelligent recommendations) has a significant positive impact on consumer engagement. Furthermore, it will examine whether this enhanced engagement may concurrently accompany the phenomenon of “shadow work,” wherein consumers perform certain tasks for businesses without formal recognition or compensation. Additionally, the study intends to investigate whether significant differences exist in participation patterns and labor recognition responses between light and heavy users, providing new insights into the diversity of consumer behavior in unmanned retail environments. In summary, this study aims to provide a solid theoretical foundation for understanding the complexities of consumer behavior in unmanned retail environments while offering significant practical implications for unmanned retail strategy, consumer participation, and experience design. Based on the role of digital technology empowerment, this research is expected to contribute to the formulation of effective strategies that promote consumer participation, thereby enhancing consumer satisfaction and loyalty. Via an analysis of consumer behavior, this study not only offers substantive recommendations for advancing the sustainable development of the unmanned retail industry but also provides robust theoretical support for related enterprises in optimizing customer experience strategies. Furthermore, the outcomes of this research enable to ensure that consumers ’ labor and contributions in the digital environment receive appropriate recognition and acknowledgment, fostering fairer business practices and a healthy development of the digital economy. This research not only enriches existing academic discourse but offers practical guidance for policymakers and industry practitioners, aiding in the construction of a more inclusive and equitable digital economic system.

본 연구의 목적은 한국고용정보원의 대졸자직업이동경로조사(GOMS: Graduates Occupational Mobility Survey) 7차 2011년 ∼ 9차 2013년 자료를 활용하여 시간에 흐름에 따른 대학교 졸업 청년층의 외재적 직업가치, 내재적 직업가치 및 직무만족도의 변화를 살펴봄과 동시에 외재적 직업가치와 내재적 직업가치가 직무만족도에 미치는 영향을 살펴보는 것이다. 연구 결과, 외재적 직업가치, 내재적 직업가치, 직무만족도는 시간에 흐름에 따른 유의한 변화를 보이는 것을 확인할 수 있었다. 대학교 졸업 청년층의 외재적 직업가치와 내재적 직업가치는 시간이 흐를수록 유의하게 감소하였으며. 직무만족도는 유의하게 증가하였다. 또한 외재적 직업가치가 내재적 직업가치에 비해 높았으며, 외재적 직업가치의 감소폭이 내재적 직업가치의 감소폭보다 크게 나타났다. 뿐만 아니라, 외재적 직업가치, 내재적 직업가치와 직무만족도간의 관계를 살펴본 결과는 다음과 같다. 외재적 직업가치와 내재적 직업가치 초기값은 직무만족도 초기값에 부적 영향을 미쳤으며, 외재적 직업가치와 내재적 직업가치 초기값, 외재적 직업가치 변화율은 직무만족도 변화율에 영향을 미쳤다. 외재적 직업가치 초기값과 외재적 직업가치 변화율은 직무만족도 변화율에 정적으로 영향을 미치게 되며, 높은 외재적 직업가치 초기값과 변화율을 가져온다. 이는 직무만족도가 증가하는 변화율이 크다는 것을 의미한다. 본 연구는 대학교 졸업 청년층의 외재적 직업가치와 내재적 직업가치가 직무만족도에 영향을 미치는 과정을 종단적으로 살펴봄으로써 변화의 양상을 확인하였다는데 의미가 있으며, 인적자원개발(HRD: Human Resource Development) 분야에 있어서 대학교 졸업 청년층에 대한 이해를 높이는데 기초자료로 활용될 수 있을 것이다.

The purpose of this study is to observe changes in intrinsic and extrinsic work value, job satisfaction of a college graduate through time and effects of intrinsic and extrinsic work value on job satisfaction. The results indicated relevant changes in intrinsic and extrinsic work value, job satisfaction through time. Intrinsic and extrinsic work value decrease significantly. Job satisfaction increases significantly. Also, extrinsic work value was higher than intrinsic work value, the extrinsic work value faster than decline of intrinsic work value. Besides, the relations among extrinsic work value, intrinsic work value and job satisfaction are as follows. The initial values of intrinsic and extrinsic work value negative affected initial value of job satisfaction. And rates of intrinsic and extrinsic work value change influence on rate of job satisfaction change. The initial value and rate of change of extrinsic work value make an positive impact on the rate of job satisfaction of change, then this brings high initial value and rate of change of extrinsic work value. This means that large rate of job satisfaction increase. This study may be meaningful in that checked out the change patterns longitudinally through take a look at process of intrinsic and extrinsic work value of college graduate affect on job satisfaction. And this provide basic date for what the field of HRD of university or company’s organization better understand the a college graduate.

본 연구는 사회복지를 진로로 선택했을 때 이타적 직업가치가 실현될 수 있을 거라는 기대수준이 사회복지 전공학생들의 이타적 직업가치가 사회복지 진로결정 수준에 미치는 영향을 조절하는지를 분석하였다. 분석의 기본적인 틀은 행위결정의 동기는 가치와 기대 사이의 상호작용에 의해 결정된다고 보는 기대가치이론을 토대로 하였다. 전국의 사회복지 전공 4학년을 대상으로 층화집락표집된 조사대상 1,213명의 자료에 대해 Ping(1996)이 제시한 2단계 방법을 따라 구조방정식모형을 이용하여 상호작용 효과를 분석하였다. 그 결과, 이타적 직업가치는 사회복지 진로결정 수준에 유의미한 영향을 미치며 이를 이타적 직업가치 실현기대 수준이 유의하게 조절하는 것을 확인할 수 있었다. 즉, 직업에 대해 이타적인 가치를 중요시할수록 사회복지를 졸업 후 자신의 진로로 결정하는 수준이 높았으며, 이러한 인과관계는 사회복지를 향후 진로로 선택할 경우 이타적 직업가치를 실현할 수 있을 거라는 기대수준이 높을수록 더 강하게 나타나는 경향을 보였다. 이러한 분석결과를 토대로 이론적, 실천적 함의를 제시하였다.

This study analyzed the moderating effects of the level of expectancy that the altruistic value would be actualized through social work career (actualization expectancy) on the level of making a social work career decision, of college students majoring in social work, that is affected by their altruistic work value. Basic frame for analyzation was based on the Expectancy-value theory which suggests that the motivation of a decision on an action is determined by the interaction between value and expectancy. Using the Structural Equation Model, following Ping(1996)'s the two-step methods, interaction effect was analyzed with the data of 1,213 students who were selected by the stratified-cluster sampling method from the seniors majoring in social work nationwide. As the results, we were able to confirm that the altruistic work value significantly affected the level of social work career decision, and the effect was significantly moderated by the level of the actualization expectancy of the altruistic work value. Namely, the more importantly they considered the altruistic value for their career the higher their level of decision making for a social work career was after graduating from social work degree; and this causal relation was shown to be stronger the higher their level of actualization expectancy was. Based on the study results, theoretical and practical implications were recommended.

본 연구의 목적은 수용전념치료(ACT)에서 6가지 치료과정(경험의 수용, 인지적 탈융합, 맥락으로의 자아, 현재에 접촉하기, 가치, 전념행동)중 가치와 전념행동을 개인사례를 중심으로 어떻게 변화했고, 과정은 어떠했는지 분석하였다. 연구방법은 수용전념치료(ACT) 임상 가이드에서 제시하고 있는 가치와 전념에서 가치명료화(SLP)와 가치작업을 활용하였다. 가치작업으로는 카드 분류 작업, 가치행동 분석 작업, 일지작성을 시행하였다. 연구결과는 중요도에 비해 성공도가 50%정도로 나타났고, 성취율이 다소 낮은 편으로 나타났다. 직업관련 원칙에서 중요도는 사회적, 탐구형, 진취형순으로 나타났고, 성취도에서는 예술적, 진취적, 관습적 순으로 높게 나타났다. 종교인이라는 특성이 직업관련 원칙 적성에 적합함으로 나타났다. 이에 모든 생각, 감정, 기억, 감각들을 방어하지 않고 전적으로 수용해야 하며, 내적 장애물이 불안과 걱정, 무기력, 내 생각에 빠져있는 걸로 관찰되었다. 결론적으로, 개인사례 가치작업을 통해 중요함 가치는 자신에 대한 느낌, 흥미진진한 생활, 갈등 해결하기로 알 수 있었고, 삶의 방향으로는 긍정적 생각하기, 걱정 줄이기, 취미생활, 운동, 산책, 갈등문제 분류하고 대체방안 세우기를 제안하였다. 관점에서 벗어나 나에게는 선택의 방향이 다양하게 있으며, 활력이 있는 사람이며, 그럴 수밖에 없었다는 것 대신에, 새로운 다른 대안들이 있다는 것을 알아차리고 그것을 선택하는 것 또한 자신임을 성찰하게 되었다.

How values and committed behaviors changed during the six treatment processes (acceptance of experience, cognitive deconvergence, self into context, present contact, value and committed behavior) were analyzed, focusing on individual cases, and what the process was like. The value and commitment provided by the ACT Clinical Guide (2011, Inhyeong, Kim Su-in) utilized value-designation (SLP) and value work. The value tasks included card classification, value behavior analysis, and diary writing. The success rate was around 50 percent compared to the importance, and the achievement rate was rather low. The importance in professional-related principles was shown in the order of social, inquiring and enterprising, and in the order of achievement, high in the order of artistic, enterprising and conventional. The characteristic of being a religious person has been shown to be suitable for the suitability of professional principles. Therefore, all thoughts, emotions, memories and senses should be fully accommodated, without defending, and internal obstacles were observed to be anxious and anxious, helpless, and immersed in my thoughts. Through personal case value work, the value of importance could be known to feel about oneself, exciting life, conflict resolution, and suggested positive thought, worry reduction, hobby life, exercise, walking, conflict problem classification and alternative plan for life direction. Instead of being out of perspective and being a vibrant person and being forced to do so, I noticed that there were other alternatives and I also reflected myself in choosing them.

본 논문의 목적은 최근 검증된 인지행동치료의 일환으로 널리 사용되고 있는 ACT(수용전념)에 대한 정확한 이해와 구체적인 가치작업을 통해 가치의 목표과 구체적인 실행방안과 실행의 결과를 통해 사회 구성원 스스로 이러한 복잡한 경쟁사회에서 벗어나 심리적 유연성을 확보하고 좀 더 풍요롭고 여유있는 삶의 영위를 목적으로 연구하게 되었다. 연구방법은 ACT의 6가지중 가치를 선택하고 연구 참여자를 삶의 원칙 조사지(SLP)를 통해 구체적인 가치의 중요성의 인식과그에 따른 실행방안에 대해 현상을 알아보고 실제적 상황에서 중요성과 실행방안의 차이에 대한 분석을 통해 구체적인가치의 목표의 설정과 실행방안의 수립, 실행 결과를 도출하는 방향으로 연구를 진행하였다. 연구결과는 ACT에서의 가치 작업을 통해 참여자 스스로 느꼈던 가치의 중요성이 신체활동과 건강, 안전, 쾌락주의, 경험 통제 원칙, 보편주의 순으로 중요성이 인식되었지만, 실제 생활에서의 실행력 중심의 가치의 순서는 안전이 가장 높은 실행력을 보였고 신체활동과 건강, 쾌락주의, 경험 통제의 원칙, 보편주의 순으로 결과를 도출하였다. 연구의 결론은 실질적인 사례를 ACT의 가치 작업를 통해 중요성과 실행력의 차이를 분석하였다. 본 논문은 개인적인 사례를 중심으로 연구하였지만 공통된 사회적 직업이나 지위에 있는 단체의 사례를 연구하여 집단구성원들이 느끼는 가치에 대한 중요성과 실질적인 실행력의차이를 분석하는 집단적인 연구가 이루어지기를 소망 한다.

The purpose of this paper is to accurate understanding of ACT (acceptual concept) that is widely used as part of the recently proven cognitive behavioral therapy, the goals of value and the concrete measures of implementation and the results of implementation, social members themselves were freed from these complex competitive societies to secure psychological flexibility and study for the purpose of a more affluent and leisurely life. The research method selected the value of the six values of ACT, and conducted the study in a way to find out the phenomenon about the importance of specific values through the Life Principle Survey (SLP) and analyze the differences between the importance of specific values and the practice in practical situations to derive the results of the specific goals, implementation and implementation. The results of value felt by participants themselves through value work in ACT was recognized in the order of physical activity and health, safety, hedonism, experience control principle, and universalism, the order of value centered on performance in real life showed the highest performance of safety and the order of physical activity and health, hedonism, experience control principle, and universalism. The conclusion of the study analyzed the difference between importance and performance through the value work of ACT in practical cases. This paper hopes that a collective study will be conducted to analyze the importance of the values felt by group members and the difference in practical execution ability by studying the cases of organizations in common social professions or positions, although they have focused on personal cases.

본 연구는 골프연습장 지도자들의 직업의식에 따라서 일 가치감 및 직무만족과의 관계를 알아봄으로써 지도자들 서비스품질을 높이고 보완하는 것에 연구의 목적이 있다. 이에 따라 연구대상은 서울, 경기, 충청권 소재 골프연습장에서 총 169부의 자료를 SPSS 26.0과 AMOS 22 프로그램을 이용하여 빈도분석, 요인분석, 상관관계분석, 중다회귀분석을 실시하였다. 다음과 같은 결론을 도출하였다. 첫째, 골프연습장 지도자들의 직업의식의 하위요인 인 전문성 인식, 직업에 대한 긍지가 일 가치감에 유의미한 영향을 미치는 것으로 나타났다. 둘째, 골프연습장 지도자들의 직업의식의 하위요인 인 자율성과 전문성 인식이 직무만족에 유의미한 영향을 미치는 것으로 나타났다. 셋째, 일 가치감의 하위요인인 가치 관련정서는 직무만족에 유의미한 영향을 미치는 것으로 나타났다.

The purpose of this study is to improve and supplement the quality of service for leaders by examining the relationship between work value and job satisfaction according to the professional consciousness of golf practice field leaders. Accordingly, the subject of the study was frequency analysis, factor analysis, correlation analysis, and mid-to-multiple regression analysis using SPSS 26.0 and AMOS 22 programs, and the following conclusions were drawn. First, it was found that professionalism perception and pride in occupation, which are sub-factors of job consciousness of golf practice field leaders, had a significant effect on work value. Second, it was found that autonomy and professionalism perception, which are sub-factors of job consciousness of golf practice field leaders, had a significant effect on job satisfaction. Third, it was found that value-related emotions, which are sub-factors of work value, had a significant effect on job satisfaction.

Convention industry is valued as a industry with high-potential to create jobs. However, this industry also has a issue of high turn-over rate and lack of experienced workers. Therefore, this study started from a primary goal of finding solution to low the level of turnover in the industry. For achieving the primary goal, this study aimed to investigate the effect of work value of convention employees on organizational commitment and job performance. Also, this study focused on the moderating effect of group cohesiveness between the work value and organization commitment. The results showed that perceived work only inherent work value positively influences on organization commitment, and organizational commitment positively influences on job performance. Also, this study showed that group cohesiveness moderate the relation between work value and organization commitment partially. Through the findings, academic implications on further studies and practical implications on human resource management in convention industry were discussed.

본 연구는 미용종사자의 업무가치감이 직무만족을 매개로 서비스 생산성에 미치는 영향을 실증적으로 분 석한 연구이다. 연구결과 서비스 생산성에 영향을 미치는 요인을 실시한 결과는 업무가치감이 높고, 직무만족이 높을수록 서비스생산성이 높아짐을 알 수 있다. 또한 가치충족인식, 내재적만족, 업무가치인식, 자기가치인식, 외 재적 만족이 높을수록 서비스생산성이 높아짐을 알 수 있었다. 또한 미용종사자의 업무가치감이 직무만족을 매개 로 서비스향상에 미치는 영향을 알아본 결과 |Z|=15.057로 Z값이 1.96보다 큰 값을 보여 sobel test에서도 직무 만족의 매개효과는 유의한 것으로 나타났다. 본 연구 결과를 토대로 미용종사들이 스스로 자신의 업무가 의미있고, 가치 있으면 보람되다고 인지할 수 있도록 내적동기를 상승시키고 일 자체에서 오는 만족감, 내재적 직무만족을 향상시킴으로서 서비스 생산성을 극대화 시킬 수 있을 것으로 기대한다.

This study empirically analyzed the effect of work value of beauty industry workers on service productivity through job satisfaction. First, according to the result of investigating factors that make effect on service productivity, it was identified that service productivity increases when work value and job satisfaction are higher. Also, it was identified that service productivity increases when awareness of satisfying values, intrinsic satisfaction, recognition of work value, recognition of self-value, and extrinsic satisfaction are higher. Fourthly, as a result of investigating the effects of work value of beauty industry workers on service improvement through job satisfaction, it was identified that the mediating effect of job satisfaction was also significant in the sobel test as Z value of |Z|=15.057 showed a greater value than 1.96. Based on the results of this study, it is expected that inner motivation can be increased for beauty industry workers to recognize that their work is meaningful and worthwhile and service productivity can be maximized by improving the satisfaction and intrinsic job satisfaction that come from work itself.

청년층의 잦은 이직은 초기 경력형성을 가로막는 요인이 되기 쉽고, 임금 및 근로조건에도 부정적인 영향을 미치게 되어 고용 불안정을 심화시킬 수 있다. 더욱이 조직 내 잦은 이직현상은 경영자에게도 채용 및 훈련비용의 증대와 같은 부담을 초래할 가능성이 높다. 이에 청년층의 높은 이직률 발생 손실 을 미리 예측하고, 이직 현상에 영향을 미치는 환경 분석을 통해 좋은 일자리의 안정화 정책이 강구되 어야 한다. 본 연구의 목적은 청년층의 이직의도 결정에 영향을 미치는 직업가치 요인과 직장만족 요인과의 관 계를 살펴보고, 청년층의 효율적인 인력관리 제공과 진로교육의 효과적 개입을 강구하기 위한 기초자 료를 제공하는데 있다. 본 연구는 한국고용정보원의 청년패널조사 2018년도 제12차 자료를 활용하여 5,041명을 연구대상으로 하였다. 이직의도는 이직결정과 직장지속 의향으로 구분하였다. 분석결과 첫째, 인구통계학적 특성 중 학력에 따른 이직의도는 통계적으로 유의한 것으로 나타났다. 둘째, 이직의도 의향 집단에 따른 직업가치 요인과 직장만족 요인의 차이를 살펴본 결과 직업가치 요인 은 이타, 낮은 신체활동, 직업안정, 타인영향, 애국이 통계적으로 유의미한 것으로 나타났고, 직장만족 요인은 모든 하위 요인에서 통계적으로 유의한 것으로 나타났다. 셋째, 이직의도 결정에 영향을 미치는 요인을 살펴본 결과 직업가치 요인 중에서는 낮은 신체활동, 지적추구가 영향을 미치는 요인으로 나타 났고, 직장만족 요인 중에서는 전반적 만족도, 장래성, 여가생활, 고용안정성이 이직의도에 영향을 미치 는 요인으로 나타났다. 이러한 결과를 토대로 이직 결정을 예측할 수 있는 요인들을 파악하고, 이직의 도에 대한 정확한 이유와 의사결정을 도울 수 있는 진로 및 취업상담 자료로 활용하고자 한다.

Turnover of youth is likely to be a factor that prevents early career, and it can have a negative impact on wages and working conditions, which can deepen employment instability. The frequent turnover in the organization is likely to cause burdens such as increasing recruitment and training costs for managers. Therefore, it is necessary to predict the loss of high turnover rate of young people in advance and to take a policy of stabilizing good jobs through environmental analysis that affects the turnover phenomenon. The purpose of this study is to examine the decisive factor to find out the work value and job satisfaction factors for the turnover intention. In addition this study is to provide basic data for the efficient manpower management of young people and effective intervention of career education. This study utilized 5,041 by the Korea Employment Information Service(2018). The turnover intention was divided into the decision of turnover and the intention of continuing work. The results of this study are as follows. First, the factor that showed the difference of according to education level were turnover intention. Second, according to turnover intention, the factors that showed the difference in the work value were altruism, physical activity, other influence, patriotism. Third, the factors that showed the difference in the job satisfaction were all. And education level. low physical activity, intellectual value, overall satisfaction of workplace, future, leisure, and job security were significant predictors of the group. Based on the results, the study suggests ways to support career education and adaptation to job as work value and job satisfaction factors are important factors in determining turnover. In conclusion academic and practical implications were discussed.

본 연구는 치위생 전공 대학생의 직업 가치관과 전공만족도가 진로 결정 자기효능감에 미치는 영향을 규명하고자 B 지역 내 치위생 전공 대학생을 대상으로 설문 조사 후 SPSS 24.0 및 AMOS 24.0 프로그램을 통해 실증 분석하였다. 외재적 직업 가치관은 진로 결정 자기효능감에 직접적으로 정(+)의 효과와 매개변수인 전공만족도에 부(-)의 효과가, 내재 적 직업가치관은 전공만족도에 직접적으로 정(+)의 효과가 있음이 검정되었다. 또한, 외재적 직업 가치관과 내재적 직업 가치관은 전공만족도를 매개로 진로 결정 자기효능감에 간접효과가 있었다. 이는 진로 결정 자기효능감 향상을 위하여 바 람직한 직업 가치관 형성과 전공 만족 수준을 높여야 함을 시사하며, 치위생 전공 대학생의 진로 및 교육 방향 설정의 기초자료로 활용될 것으로 판단된다.

This study aimed to investigate the effects of work value and major satisfaction of dental hygiene students on career decision self-efficacy. A survey was conducted on dental hygiene students of a university in B area, and data were analyzed by using SPSS 24.0 and AMOS 24.0 program. The extrinsic work value had a positive effect on the career decision self-efficacy directly and a negative effect on the major satisfaction, a mediator. The intrinsic work value had a positive effect on the major satisfaction directly. Additionally, extrinsic and intrinsic work values had an indirect effect on career decision self-efficacy through major satisfaction. The results suggest that it is necessary to form desirable work values and increase the level of major satisfaction in order to improve career decision self-efficacy and could be used as fundamental data for setting a career and education direction of dental hygiene students.

Objectives : This study was to test the influencing effects of calling, work value, and organizational commitment on turnover intention in hospital nurses. Methods : Two-hundred sixty hospital nurses were recruited in B city, South Korea. They were asked to complete a questionnaire, and 251 data sets were included in the multiple regression analysis. Results : Subjects had more extrinsic work value rather than intrinsic and a low calling level. There were significant correlations among transcendent summons, purpose/meaningfulness, pro-social intentions, intrinsic work value, and organizational commitment. Influencing factors of turnover intention were purpose/meaningfulness (t=-2.170, p=.031) and organizational commitment (t=-7.824, p<.001). The model was statistically significant explaining 27.8% of the variance (F=47.550, p<.001). Conclusions : Nurses showed a weak sense of calling and their work value leaned towards the extrinsic domain. Therefore, nurse managers should support a plan that enhances the calling and intrinsic work value of nurses to get them to commit to their organization and subsequently, reduce the turnover rate.

Purpose : This study aims to assess the extent of work value, psychological ownership, the nursing work environment, and retention intention, examine the correlation between these variables, and identify the factors that influence retention intention. The goal is to provide foundational data to enhance retention intention. Method : The study involved 159 nurses employed at a tertiary general hospital and a general hospital. Data were gathered through structured questionnaires and analyzed using an independent t-test, one-way ANOVA, Scheffé test, Pearson correlation coefficient, and multiple regression analysis with a simultaneous stepwise method, all conducted using the SPSS 26.0 software. Results : The intention to remain in the profession was found to have a positive correlation with work value (r = .45, p < .001), psychological ownership (r = .37, p < .001), and the nursing work environment (r = .27, p = .001). Significant factors influencing the intention to stay included total clinical career (𝛽 = .17, p = .016), work value (𝛽 = .38, p < .001), and psychological ownership (𝛽 = .19, p = .020). These variables accounted for 24.1% of the variance in the intention to remain in the profession (F = 17.71, p < .001). Conclusion: To enhance the intention of hospital staff to remain in their positions, it is crucial to identify and bolster positive psychological competencies, such as a sense of work value and psychological ownership.

이 연구는 일에 대한 새로운 가치 및 태도를 가진 것으로 논의되고 있는 청소년을 대상으로 이들의 직 업가치 패턴을 7년의 간격을 두고 분석함으로써 직업에 대한 청소년의 다양한 가치를 이해하고 급격한 사 회적 변화가 이들의 직업가치 양상에 어떤 변화를 가져왔는지 분석하는데 목적이 있었다. 이를 위해 대한민국 한국아동･청소년패널조사의 2015년 자료 1,891명, 2022년 자료 2,205명을 대상으로 12가지 직업가치에 대한 잠재프로파일 분석을 실시했으며, 도출된 잠재 집단에 대해 부모와 관계, 자아존 중감 등에 대한 차이분석을 실시하였다. 연구를 통해 도출된 주요 결과는 다음과 같다. 첫째, 사회 및 산업의 급격한 변화는 청소년의 직업가치 에 대한 선호도 차이를 감소시키는 경향을 보였다. 7년전에 비해 코로나19와 같은 사회 변화 속에서 청소 년들은 자신의 직업가치를 불확실성을 회피하고 경제적 보상과 안정성을 우선시하는 방향으로 가져가는 모습을 보였으며, 특히 적성과 소질로 대표되는 내재적 직업가치의 중요성이 감소하는 특징을 보였다. 둘 째, 전반적으로 사회적 기여와 명예에 대한 가치의 중요성이 감소하는 상황에서도 사회적 가치를 중시하 는 차별성을 가진 집단이 확인되었다. 셋째, 직업가치에 대한 인식 수준은 자아개념과 유의미한 관계가 있 었으며, 거주지역, 학업포부에도 집단간 차이를 보였다. 연구를 바탕으로 청소년의 직업가치의 변화에 대한 학술적 논의를 심화시켰으며, 진로체험 및 진로교육 에 대한 실천적인 시사점을 제시하였다.

This study investigated adolescent work-value patterns over a seven-year interval to understand how rapid social shifts have shaped their values. Using data from the Korean Children and Youth Panel Survey (KCYPS) in 2015 (N=1,891) and 2022 (N=2,205), latent profile analyses were conducted on 12 work values. Differences in parent–child relationships and self-esteem across the identified groups were also examined.Findings revealed that rapid social and industrial changes have reduced the diversity of work-value preferences. Compared to 2015, adolescents in 2022 prioritized economic reward and stability as a means of avoiding uncertainty, while the importance of intrinsic values—such as aptitude and talent—notably declined. Although the overall emphasis on social contribution and prestige decreased, a distinct subgroup prioritizing social values was still identified. Additionally, work-value perceptions were significantly linked to self-concept, with differences observed across residential areas and academic aspirations.This study deepens scholarly discourse on the evolving work values of adolescents and provides practical implications for career education and experiential programs.