전략적 직무분석 특성 연구: 전통적 직무분석과 역량모델링과의 비교분석을 중심으로

백수진,송해덕 한국기업교육학회 2014 기업교육과인재연구 Vol.16 No.2

The purpose of this study is to examine the characteristics of strategic job analysis as an alternative job analysis method for the traditional job analysis and competency modeling. Traditional job analysis is limited that it does not reflect rapidly business environment changes. Competency modeling also lacks the job specificities that are required for efficient job implementation. Thus, the characteristics of strategic job analysis were investigated by comparing those of traditional job analysis and competency modeling based on five criterions. The criterions include purpose, job perspective, focus, performance level, and measurement approach. The findings show that strategic job analysis has the following distinguished characteristics. First, the strategic job analysis allows effortless performance improvement. In strategic job analysis, job specificity is preserved whereas job is taken into account as a flexible one that is able to be altered according to environmental changes. Second, the strategic job analysis produces superior performance improvement because it is closely aligned with the organization’s strategies. Third, the strategic job analysis affects new business strategies creation and implementation. It allows the prediction of changes in future jobs and task that are triggered by environmental changes. Strategic job analysis as an advanced job analysis method can be an appropriate job analysis approach for the fast changing economic environments in the 21st century. 본 연구는 경영환경의 변화에 빠르게 대응하지 못하는 전통적 직무분석과, 직무의 구체성이 부족하여 실무현장에서 실제 효과성이 떨어지는 역량모델링의 한계점을 살펴보고, 상호보완을 위한 대안적 방법으로서 전략적 직무분석의 특성을 밝히는데 그 목적이 있다. 이를 위하여 전통적 직무분석, 역량모델링, 전략적 직무분석론을 목적, 직무관점, 초점, 성과수준, 측정접근법의 5가지 준거를 바탕으로 비교 분석하였다. 연구결과 전략적 직무분석의 주요특성은 다음과 같다. 첫째, 전략적 직무분석은 직무의 개념을 환경변화에 따라 가변적인 것으로 보면서도, 직무의 구체적인 맥락을 유지하므로 성과창출이 용이하다. 둘째, 전략적 직무분석은 조직의 전략과 밀접하게 연계되어 성과 창출에 더 근접한 접근방식을 가지고 있다. 셋째, 전략적 직무분석은 환경변화에 의한 미래의 직무변화를 예견하여 새로운 사업전략의 창출과 수행에 영향을 끼치므로, 개념적으로 발전된 형태라고 볼 수 있으며, 21세기의 급변하는 경영환경에 적합하다. 이상의 결과를 바탕으로 전략적 직무분석 방법론의 발전을 위한 향후 연구방향을 논의하였다.

직무만족 요인분석에 관한 연구 - 한국고용정보원 고용패널 데이터 활용을 중심으로

김호원,오성욱,이재춘 한국취업진로학회 2015 취업진로연구 Vol.5 No.2

본 연구는 직무만족도 변수들의 요인을 분석하기 위하여 한국고용정보원 2005 대졸자 직업이동경로 조사 1차년도 부터 3차년도 자료, 2009 대졸자 직업이동경로조사 1차년도 그리고 고졸자 직업이동경로 조사와 청년패널 자료를 활용하여 분석하였다. 왜냐하면 직무만족을 구성하고 있는 다양한 요인들이 존재하고 있음에도 불구하고 GOMS(대졸자이 동경로조사), HSGOMS(고졸자이동경로조사) 그리고 YP(청년패널) 자료를 기초로 한 다수의 보고서에 서 직무만족도 요인분석 과정에서 합리적이지 못한 부분이 적용되고 있었기 때문이다. 선행 연구들에서 직무만족도는 최소한 내재적 요인과 외재적 요인으로 구분되어 있다는 사실을 확 인하였다. 그러나 본 연구에서는 한국고용정보원 패널 데이터 분석 결과 탐색적 요인 분석에서는 직무 만족도 변수를 내재적 요인과 외재적 요인으로 구분할 수 없었으며, 확인적 요인분석을 통하여 두 개의 요인을 구분할 수 있었다. 그리고 고용패널 선행연구들에서 많이 사용한 전체 변수들을 분석에 이용한 경우를 또 다른 측정 모델로 구성하여 모두 5개의 측정 모델을 구성하였으며, 확인적 요인분석을 통해 모형 적합도를 확인한 결과, 2005 GOMS I, II, III과 2009 GOMS I 모두 일관되게 “인간관계”항목을 내 재적 요인에 포함하여 “직무내용”, “하고 있는 일의 자율성과 권한”, “개인의 발전가능성”항목으로 내재 적 요인을 구성한 모델(2009 GOMS I_3, 2005 GOMS III_3, 2005 GOMS II_3, 2005 GOMS I_3)이 가 장 우수한 적합도 수치를 나타내었다. 따라서 한국고용정보원 패널 데이터로 직무만족도에 대한 구체적인 연구를 진행하고자 하는 경우 탐색적 요인분석을 통하여 직무만족도 요인을 분류하기 보다는 그동안 선행연구를 기초로 내재적 요인 과 외재적 요인으로 구분한 후 확인적 요인분석을 실시하여 내재적 만족도와 외재적 만족도를 구분하 여 분석하는 것이 필요하다. 특히 연구주제가 직무만족도에 초점을 맞추게 되는 경우 본 연구에서 제안 하는 방법을 고려해 볼 필요성이 존재한다고 할 수 있다. In order to analyzes the factors of job satisfaction variables, This study were analyzed by 2005 GOMS I∼III, 2009 GOMS I, HSGOMS and YP employment panel data. Because despite the fact that there are various factors that make up the job satisfaction, not rational part was being applied in job satisfaction factor analysis from a number of reports on the basis of the GOMS(graduates flyway research), HSGOMS(high school graduates flyway research) and YP (Youth Panel) data . At least, In previous studies confirmed that the intrinsic job satisfaction factors and the extrinsic job satisfaction factors were separated. In this study, however, In that case of Korea Employment Information Service panel data analysis, exploratory factor analysis could not be separated by the intrinsic job satisfaction factors and the extrinsic job satisfaction factors. Just through confirmatory factor analysis was able to distinguish between the two factors. For the relationship of job satisfaction variables prior research has included extrinsic factors, if the configuration of relationships, relationships with colleagues and superiors supervision. However, in the case of Korea Employment Information Institute panel data the relationships is ambiguity whether the relationship is job duties intrinsic relationships or job duties external relationships Therefore, for confirmatory factor analysis three model was constructed. The first model included variables intrinsicl relationships. The second model is included a human relations for extrinsicl variables. The third model did not include any elements in the relationship. In addition, the development potential of individual variables was composed of more than a model in the intrinsic factor. Because through previous research the development of individual potential variables could not be sure that the intrinsic or extrinsic factors. And finally, the fifth confirmatory factor analysis model is measured using the whole lot of variables used in previous studies to analyze employment panel. And through confirmatory factor analysis confirmed the model fitness. The result 2005 GOMS I, II, III and 2009 GOMS I consistently “human relationships”, “job description”, “autonomy and authority of the work, “individuals development potential factors” the configured model intrinsic to the items (2009 GOMS I_3, 2005 GOMS III_3, 2005 GOMS II_3, 2005 GOMS I_3) showed the best fit value.Thus, when you want to proceed to a detailed study on job satisfaction by the KEIS panel data, on the basis of previous studies and to distinguish between the intrinsic job satisfaction factors and the extrinsic job satisfaction factors, it is necessary to analyze a confirmatory factor analysis. Research topic, especially when focused on job satisfaction in this study to suggest that there is a need to consider how you can. The present study is significant that proposed a way for a more systematic analysis of job satisfaction variables in that has been used indiscriminately through the analysis of research data from existing panel data.

국내 직무분석에 관한 체계적 문헌고찰: 2010년 이후 국내학술지 발표논문 중심으로

박현경(Park, Hyun-kyung),양지희(Yang, Ji-hee) 한국교육컨설팅코칭학회 2019 교육컨설팅코칭연구 Vol.3 No.2

본 연구는 체계적 문헌고찰을 활용하여 국내 직무분석을 주제로 한 관련 선행연 구를 분석하는데 그 목적이 있다. 이를 위해 국내 데이터베이스들을 이용하여 광범 위한 참고문헌의 수집을 진행하였으며, 수집된 참고문헌은 체계적 문헌고찰 방법을 통해 최종적으로 29편의 연구물들이 본 연구의 분석대상으로 선정되었다. 이에 따른 결과는 다음과 같다. 첫 번째, 연구 분야가‘직업’인 분야에서 활발히 진행되었 다는 점, 두 번째, 직무분석 시 가장 많이 활용된 기법으로는 DACUM기법이었으며, 대상은 공공교육 분야, 직무교육분야, 의료분야로 구성되어있었고 주요분석 내용은 직무정의, 책무와 과업, 중요도 등인 점, 마지막으로 직무분석 연구결과는 대부분 교육과정 개발 및 개선에 활용됨을 알 수 있었다. 이러한 결과를 바탕으로 본 논문은 DACUM기법을 비롯하여 다양한 연구방법을 활용한 직무분석이 진행되어야 하며, 직무분석의 연구결과를 교육과정 개발 및 개선뿐만이 아니라 직무모형, 직무 매뉴얼, 직무개선 등 평가와 보상의 측면에서 활용 되어야 한다는 점, 직무분석이 일회성이 아닌 일정 시점이 지나면 새롭게 직무분석 함으로써 조직과 구성원이 지속적으로 발전할 수 있는 토대를 마련해야 한다는 결론을 도출하였다. 본 연구를 통해 향후 직무분석 연구에 대한 시사점을 도출하고 이를 통해 직무분석에 대한 연구방향을 제시할 수 있다는 점에서 본 연구의 의미를 도출할 수 있다. The purpose of this study is to explore recent research trends about job analysis using systematic literature review. For this purpose, a wide range of references was collected by using databases for domestic research papers. Finally, a total of 29 articles are selected and analyzed through our own selection process prepared in this study. The findings of this study are as follows. First, the field of research in job analysis was actively studied in the field of occupation . Second, DACUM survey is the major methods used for job analysis. The subjects of job analysis are in the public education field, job education field and medical care field. Thus the important analysis contents include job definition, responsibilities, tasks, and task’s importance etc. Finally, various suggestions for job analysis results are appear. Among these suggestions, development and improvement appeared most frequently in this training program. Based upon these findings, this study from job analysis should be used in terms of evaluation and compensation of curriculum, including job model, job manual and job improvement, as well as development and improvement of curriculum. Job analysis should be newly performed after a certain point in time rather than a one-off event, laying the groundwork for continuous development of the organization and its members. The implications of this study can be found in eliciting implications for future job analysis studies and in presenting research directions for current and future job analysis.

직무분석을 통한 평생교육기관 유형별 평생교육사 직무특성에 관한 연구

이해영 ( Hae Young Lee ),박성민 ( Sung Min Park ) 한국인력개발학회 2011 HRD연구 Vol.13 No.1

직무분석은 영리목적의 기업체를 중심으로 시작하였으나 우리나라의 공공분야에서도 오래전부터 정부 조직의 혁신을 위하여 직무분석을 실시해오고 있다. 공공기관이나 민간영역의 구분 없이 직무분석은 조직 운영과 인력 활용의 효율성을 극대화하기 위한 것이다. 직무분석은 조직관리 및 발전의 전략으로서 조직의 전체적인 인력 운영상의 실태와 문제점을 파악하고, 각 부서의 인력 운영에 대한 준거와 적정 인력 수준을 도출하고, 향후 조직구조 변화의 방향을 가늠하는데 활용되고 평생교육부문에도 90년대 후반부터 관련연구가 진행되어 왔다. 이 연구에서는 직무분석기법 중 민간교육기관에서 주로 활용하는 3D기법을 통해 평생교육사 56명을 대상으로 진행하였다. 직무분석 결과 프로그램 개발, 교수학습지원, 기관관리 및 운영 등의 직무가 도출되었고, 실제 직무수행에 요구되는 지식, 기술, 태도 요소로는 환경분석 및 니즈분석, 기획스킬, 프로그램개발 등이 우선순위가 높은 것으로 나타났으나, 평생교육사가 근무하는 기관유형별로직무수행에 필요한 지식, 기술, 태도의 우선순위가 다른 것으로 파악되었다. 따라서 향후 평생교육사 직무분석과 관련에서는 평생교육사가 근무하는 기관유형을 직무분석 단위로 설정할 필요가 있다. Job analysis is a significant management activity in every organization. However, with increasing competition, shorter product life-cycles, rapid technological innovations, and the changing nature of organizational structures, its underlying assumptions are becoming increasingly questionable in today`s dynamic work environment. Moreover, the methods used by traditional job analysis are simply not applicable to many new and emerging jobs and some researchers feel it may even be an obstacle to organizational success. ``Lifelong Education Consultants(LECs)``, the key actors in successfully implementing lifelong education policies and its programs in Korea, are facing challenge: various educational needs from adult learners, policy changes at local and central governments, professional development, and so on. This has led to calls for a more proactive and strategic approach to job analysis so that the procedures will continue to be relevant. This study using 3D job analysis method examined the impact of job analysis on 56 ``Lifelong Education Consultants`` performance in eight major lifelong education organizations across the nation. This study shows: (1) some of the major jobs of the LECs are program development, instructional support, management of the organization; (2) the key KSAs are listed in order of priority such as environment analysis and need analysis, planning, program development; (3) the priority of the key KSAs differs from the types of lifelong education institutions. Therefore, the results of the study imply that a job analysis needs to be conducted on the basis of the type of the organizations along with an activity-based job analysis.

박물관ㆍ미술관 도슨트의 직무분석 연구

이병준(Yi Byung Jun),박지연(Park Ji Yeon) 한국미술교육학회 2008 美術敎育論叢 Vol.22 No.1

  현재 박물관ㆍ미술관에서 도슨트활동에 대한 교육적 측면에서의 성찰이 비교적 간과되고 있는 실정이다. 본 연구에서는 박물관ㆍ미술관에서 활동하는 도슨트의 자질과 역할, 교육적 전문성에 대한 이론적 배경을 바탕으로 도슨트에 대한 직무분석을 시도하였다. 연구에는 직무분석기법 중전문가를 활용한 집중작업방식인 데이컴(DACUM: Developing A Curriculum)기법을 활용하였으며 문헌 분석, 직무모형 설정, 현장 검증 등 단계를 걸쳤다. 직무분석의 결과 도슨트는 크게 (1) 해설. (2) 자료개발. (3) 안내. (4) 체험학습지도. (5) 일정관리. (6) 훈련 등 여섯 개의 책무를 수행하는 것으로 나타났으며. 24개의 작업내용과 130개의 작업세부요소가 추출되었다. 도슨트 직무분석의 결과로 제시되는 목록들은 박물관ㆍ미술관에서 활동하는 도슨트의 전문성을 제고할 수 있는 양성 및 연수프로그램을 개발ㆍ운영을 위한 기초자료로 제시될 수 있으며 직무분석 결과는 도슨트 활동의 평가를 위한 준거자료로 활용될 수 있다.   Currently docents are largely volunteers who like culture without any pay as a kind of professional guide. They serve voluntarily because they consider it joy and usefulness to inform other people what they have learned based on their knowledge of objet.<BR>  This study defined that "Job of decent was to explain, develop materials, guide, instruct experiential learning, manage schedule. and train for helping audience understand objet" and challenged to job analysis of docent. Although it is needed to analyze job of docent by museums because the kind of docent is as diverse as that of museum, this work is too enormous to find and generalize the core job fundamentally required to docent. Therefore it is more efficient and practical to analyze the job commonly necessary to the docent which represent appropriate domain establishing the range of museum with commonness. This study was to analyze the job commonly demanded to docent which acts in the domain of art museums among the domain and range of museums.<BR>  Based on the application of Dacum theory. the job analysis of docent for this study consisted of four steps which are literature analysis of concepts and roles of docent(preparation of job analysis). job model setting. inspection of the scene. etc.. According to the job analysis. 6 duty domains were established: (1) explanation; (2) material development: (3) guidance; (4) experiential learning instruction: (5) schedule management; and (6) training. and 24 work contents and 130 detailed elements of job were extracted. The result of job analysis will be utilized as a fundamental material to develop docent training program and evaluation measure.

직무스트레스 연구의 동향과 향후 방향

문형구,최병권,고욱 한국인사관리학회 2010 조직과 인사관리연구 Vol.34 No.3

In this study, we critically analyzed 56 studies on job stress published in academic journals in the field of human resource management and organizational behavior in Korea. Three analytical procedures were used to analyze, derive key features and limitation and provide implication for future researches regarding job stress in Korea. First is to general overview of the studies, hence we overally examined the number of studies per year, antecedents and consequence studies,study method. Second analysis was conducted in the aspects of a definition and dimensions, theory and type of study, and research method such as measures. Finally, we analyzed major findings of empirical studies, focused on antecedents,consequences and moderating variables of job stress. We discovered a few limitations through our analyses. First, related to definition and dimension, many researches did not clearly define the conceptual definition of job stress and job burnout. Also there is no discussion on the distinction and relation between these two terms, and hypotheses are verified without considering the subordinate dimensions of job stress and job exhaustion. A few studies did not use the exact terms of antecedents of job stress, job stress, and outcomes of job stress. Second, related to theory and research type, there were many studies that fragmentarily listed previous studies that used similar variables or hypotheses,without applying various theories related to job stress and job burnout. Many studies were repetitions of previous studies, using different models or theories or situations, and even those that verified new variables or models added new variables or models to existing research models. Also, there were studies that verified the relation between antecedents and outcomes of job stress without considering job stress itself. Thirdly, related to research method, while foreign studies are conducted on a wide range, including theory, term, measurement tools,sub-dimensions, qualitative analysis, and literature review, domestic researches are limited to empirical researches that conduct surveys based on foreign job stress theories and models, and therefore do not reflect the situations of Korea. Also a longitudinal study is needed in order to understand the cause and effect of job stress, but all domestic empirical studies use a cross-sectional analysis. Fourth,related to the level of analysis, there were no studies on groups or organizations and all empirical studies were limited to a personal level. There were various measurement tools for job stress, which made it difficult to combine the research results. Also a few studies neglected to provide basic information on measurement tools and measurement methods. Finally related to substantive analysis, many domestic studies on job stress were limited to examining the antecedents related to job or role. They were also more focused on examining antecedents and moderators of job stress rather than outcomes. Most researches presumed that job stress had a negative effect on the attitude and behavior of organization members,and there seemed to be a lack of consideration on whether this was true. Unlike foreign researches, domestic researches showed an insufficiency on personal and organizational methods on coping with job stress. In this study we suggest the following research directions for domestic researches on job stress. (1) Concept and dimension - A determination on the conceptual definition of job stress and job burnout, researches that examine the conceptual difference and relationship between job stress and job burnout,researches that consider the sub-dimensions of job stress and job burnout,researches that clarify the antecedents and outcomes that affect the sub-distentions of job stress and job burnout, researches that verify the effects of outcome variables, and a accurate use of job stress related terms. (2) Theory and research type - In-depth researches that apply various theories rel... 본 연구에서는 국내 주요 학술지에 발표된 총 56편의 직무스트레스 관련 연구들을 비판적으로 고찰하고 향후 연구방향을 제시하였다. 직무스트레스 연구에 대한 고찰은 전반적 현황 분석, 개념․이론․연구형태․연구방법 분석, 그리고 실질적 분석 등 세 가지 측면에서 이루어졌다. 국내 직무스트레스 연구의 주요 한계점들로 1) 전반적 현황 분석에서 직무 스트레스의 선행요인 중 주로 직무 및 역할 관련 요인들에 치중, 직무스트레스의 개념과 차원에 대한 개념적 연구의 부족, 종단면적 연구의 부족 등, 2) 개념․이론․연구형태․연구방법 분석에서는 직무스트레스에 대한 개념적 정의 부족, 직무스트레스와 직무소진간의 관계에 대한 논의의 미흡, 직무스트레스와 직무소진 하위차원에 대한 연구 부족, 직무스트레스 이론의 다양성 및 심층적 분석의 부족 등, 3) 실질적 분석에서는 직무스트레스의 조직 수준에서의 조절변수에 대한 연구 부족, 직무스트레스의 결과변수에 대한 연구 부족, 직무만족․조직몰입․이직의향 등 몇몇 결과변수에 치중 등을 지적하였다. 직무스트레스의 향후 연구방향으로, (1) 개념 측면에서 직무스트레스․직무소진의 개념적 정의의 명확화, 직무스트레스와 직무소진의 개념적 차이 및 이 두 개념간의 관계의 심층적규명, 직무스트레스와 직무소진의 하위차원에 따른 선행요인 및 결과변수의 규명과 관련한 연구의 필요성 등을 제시하였다. (2) 이론․연구형태와 관련해서는 다양한 이론을 활용한 직무스트레스 연구, 직무스트레스의 결과변수 및 매개변수 규명 연구의 활성화, 직무스트레스 연구 시에 직무스트레스 직접 측정의 필요성 등을 제시하였다. (3) 연구방법과 관련해서는 직무스트레스 측정도구의 지속적인 활용, 측정도구와 측정방법에 대한 충실한 정보 제공, 직무스트레스 연구방법의 다양화, 한국적 상황을 고려한 연구의 필요성 등을 제시하였다. 마지막으로 (4) 실증 연구와 관련해서는 다양한 직무스트레스의 선행요인 및 결과요인 규명 연구, 직무스트레스 대처 방식에 대한 연구, 조직 차원에서 직무스트레스의 완화 방안에 대한 연구, 연구의 표본 선정에의 주의 등을 제시하였다.

DACUM기법을 활용한 보육교사의 직무분석

정정란 ( Jeong Ran Jeong ) 한국교육과정학회 2013 교육과정연구 Vol.31 No.4

The purpose of this study is to analyze childcare teachers` jobs using the DACUM method. This research extracts the duties and tasks of childcare teachers` jobs and suggest a job model for childcare teachers by examining each task`s importance, necessity, and frequency and structuralizing the contents of the job analysis. For the job analysis based on the DACUM, the study organized a DACUM job committee and then conducted a survey to verify the job model drawn. The major results of this research can be summarzed as follows First, based on the results of the childcare teachers` job analysis, the study extracts nine job areas including childcare planning, childcare environment, guidance for fundamental habits, program operation, infant care program development and evaluation, guidance for health, nutrition and safety, family education and counseling, community cooperation, and operation and management. The analysis also extracts 37 tasks. Second, through verifying the job analysis, the ratings derived from the job committee and the survey were similar. Because the average of all tasks was higher than 3.00, the job analysis of childcare teachers using the DACUM method was found to be valid. The item that ranked highest was interaction between the teachers and children. It is expected that the results of this paper will be used as foundational material to improve childcare teachers` specialized job skills and also to develop the curriculum of related university departments.

An analysis of BIM jobs and competencies based on the use of terms in the industry

Uhm, Miyoung,Lee, Ghang,Jeon, Boyoung Elsevier 2017 AUTOMATION IN CONSTRUCTION - Vol.81 No.-

<P><B>Abstract</B></P> <P>The emergence of building information modeling (BIM) has generated several BIM jobs. However, despite opinions by BIM experts, questions regarding BIM jobs and their competencies still have no clear solution. This paper addresses this question by the collection and analysis of 242 online job postings, written in English, from the US, the UK, and China. These 242 job postings comprised a total of 32,495 words, from which 35 types of job titles and 5,998 terms related to job competency were extracted. Sequentially, the 35 job types were classified into eight BIM job types by analyzing the relations between the job titles using the role and position analysis of social network analysis. The eight BIM job types were BIM project manager, director, BIM manager, BIM coordinator, BIM designer, senior architect, BIM mechanical, electrical, and plumbing (MEP) coordinator, and BIM technician. The 5,998 competency-related terms were categorized into 43 competency elements using the O*NET classification as a framework for analysis. The 43 competencies were then subcategorized into essential, common, and job-specific competencies for the eight BIM job types. The findings of this paper could contribute to the research, industry, and academia by a) providing researchers with a scientific foundation for conducting studies related to BIM jobs and competence in the future; b) setting up guidelines for recruiting and training BIM experts in the industry; and c) allowing universities to develop BIM-related courses depending on their educational goals.</P> <P><B>Highlights</B></P> <P> <UL> <LI> A job post analysis for BIM job titles and specific responsibilities was conducted. </LI> <LI> 242 online job posts written in English were collected and analyzed. </LI> <LI> 35 job titles were derived and classified into 8 using a social network analysis. </LI> <LI> 5,998 terms were categorized into 43 competencies based on the O*NET. </LI> <LI> Common and job-specific competencies for 8 BIM jobs were identified. </LI> </UL> </P>

탐색적 요인분석과 베타회귀 모형을 이용한 경찰관 직무만족 결정요인에 관한 연구

정연대 ( Jung Yeon Dae ),김희숙 ( Kim Hee Sook ) 한국경찰학회 2021 한국경찰학회보 Vol.23 No.4

A handful of studies have analyzed the various factors which may influence the job satisfaction of the police. However, majority of the Korean literature on police job satisfaction focus on the association of perception and attitude which may be associated with the job satisfaction. Those studies might have problems due to common method bias or limitation of application for effective human resources management. Therefore, this study aims to find factors constituting police job satisfaction, and to analyze the personal and the job-related variables using the police job satisfaction survey in 2019. The analysis utilize over forty thousand police responses on the job satisfaction collected by the intranet. As the results of exploratory factor analysis suggest that 37 responses on the questionnaire can be grouped by two factors, this study uses the average of those responses in the same group as separate dependent variables. Determinants of the job satisfaction include sex, age, work period, rank as personal features, and working style, affiliated organization, and job category as job-related features. The analysis also includes the variable related to gender equality, and explores its interaction effect with sex. For analysis, a beta regression, which is commonly used in the analysis of proportion variables, is utilized to reflect the variable characteristics which have minimum and maximum values. The results of analysis suggest that female officers show higher job satisfaction and that gender-equal work environments are associated with higher job satisfaction of both male and female officers. On age, work period, and rank, job satisfaction generally shows U-shaped pattern where the middle groups have the lowest job satisfaction. On the job-related features, the satisfaction of the office jobs are higher than those of outside jobs, and the job categories related to outside job such as public safety, investigation, and security show lower job satisfaction than those related to office jobs such as administration and intelligence. On the other hand, the job satisfaction among patrol officers is higher than that of officers working in police departments and provincial police agencies. The implications of those results are discussed in the context of HR management.

잡크래프팅 연구에 대한 메타분석

현순안(Soon-An HYUN),허균(Gyun HEO) 한국수산해양교육학회 2021 水産海洋敎育硏究 Vol.33 No.5

The purpose of this research is to analyze the trends of research related to job-crafting and systematically explore the correlation effect size of variables related to job-crafting through meta-analysis. Research trends were analyzed for all 77 papers. In addition, a meta-analysis of the correlation between job-crafting related variables and the top 10 variables based on data frequency was conducted. The results of this study are as follows. First, in 2019 and 2020, the number of papers related to job crafting is increasing rapidly. second, There are absolutely many quantitative research methods. Third, most of the research targets general office workers. Fourth, through keyword frequency analysis, leadership, positive psychological capital, job performance, job satisfaction, job commitment, job enthusiasm, innovation behavior, job autonomy, job resources, and job value were derived as the top variables in frequency. Fifth, as a result of analyzing the relationship of variables, job-crafting appeared most as a mediating variable and a dependent variable. Sixth, as a result of correlation meta-analysis, all the outcome variables showed a medium or higher effect size value. However, the heterogeneity of the study was very large, and the studies of other related variables besides job commitment, job autonomy, and job value were judged as publication errors.