포스트코로나 시대 전문대학생의 취업불안에 관한 주관성연구

김민정,차희정,안윤정 한국취업진로학회 2023 취업진로연구 Vol.13 No.1

The purpose of this study is to identify the types of job seeking anxiety experienced by college students in the post COVID-19 era through Q methodology and to explore the characteristics of each type. For this purpose, a subjectivity study on job-seeking anxiety was conducted on a total of 30 students of K junior college located in Gyeonggi-do. Types of job seeking anxiety were Type 1 lack of employment qualification, Type 2 lack of job-related competencies, Type 3 lack of interpersonal competencies, and Type 4 job market insecurity in COVID-19 era. Anxious type 1(the lack of employment qualification) was found to be experiencing job seeking anxiety due to lack of individual qualification or job-related abilities. Anxious type 2(the lack of job-related competencies) was found to have a characteristic of having difficulty in getting a job or having difficulty in adapting to a job due to lack of practical work and job-related experience required for employment. Anxious type 3(lack of interpersonal competency) was found to be experiencing job seeking anxiety due to the lack of experience in making interpersonal relationships due to COVID-19 due to non-face-to-face classes and lack of opportunities for field practice. Anxious type 4(the job market anxiety in the COVID-19 era) was characterized by a high level of anxiety felt by the negative impact of COVID-19 on employment, not by job seeking anxiety caused by a lack of personal specifications, practical work, and job-related experience. Based on the results of the study, the implications of each type of job seeking anxiety and the role of support and vocational counseling in schools to reduce job seeking anxiety were suggested. 본 연구는 Q방법론을 통해 포스트코로나 시대에 전문대학생들이 경험하는 취업불안 유형을 확인하고 각 유형별 특성을 밝히는 데 목적이 있다. 이를 위하여 경기도 소재 K전문대학 재학생, 졸업예정자, 졸업생 총 30명을 대상으로 취업불안에 대한 주관성연구를 실시하였다. 분석 결과 포스트코로나 시대 전문대학생이 경험하는 취업불안이 네 가지 유형으로 분류되었다. 취업불안 유형은 유형 1 취업스펙 부족 불안형, 유형 2 직무관련역량 부족 불안형, 유형 3 대인관계역량 부족 불안형, 유형 4 코로나시대 취업시장 불안형으로 나타났다. 유형 1 취업스펙 부족 불안형은 개인의 스펙이나 입사 관련 능력에 대한 부족에서 오는 취업불안을 겪고 있는 것으로 나타났다. 유형 2 직무관련역량 부족 불안형은 취업에 필요한 실무와 직무관련 경험 부족으로 취업에 어려움을 겪거나 직장 적응에 어려움이 생길까 불안해하는 특성을 갖는 것으로 나타났다. 유형 3 대인관계역량 부족 불안형은 코로나로 인해 비대면 수업, 현장실습 기회 부족 등으로 대인관계를 형성할 수 있는 경험이 적은 것에 대한 취업불안을 겪고 있는 것으로 나타났다. 마지막 유형 4 코로나시대 취업시장 불안형은 개인의 스펙이나 실무 및 직무관련 경험에 대한 부족에서 오는 취업불안이 아닌 코로나가 취업에 미치는 부정적인 영향으로 느끼는 불안이 큰 것이 특징으로 나타났다. 연구결과를 토대로 취업불안 유형별 함의와 취업불안을 낮추기 위한 학교에서의 지원과 직업상담의 역할 등을 제언하였다.

딥러닝기반 텍스트 분석을 통한 직업분류시스템 구축에 관한 연구

장지연(Jiyeun Chang),심지환(Jiwhan Sim),정준호(Jun Ho Jeong),전병유(Byung You Cheon) 한국진로창업경영학회 2022 한국진로창업경영학회지 Vol.6 No.4

본 연구의 목적은 온라인구인공고 텍스트 데이터를 활용하여 해당 일자리의 직종을 판별하는 분류모델을 생성해 평가하는 것이다. 워크넷 온라인구인공고(OJPs) 텍스트 자료에 딥러닝 기계학습 기법을 적용하여 자동으로 직업을 판별하는 것이다. 텍스트 자동 분류를 위한 기계학습 기법이 규칙기반 모델에서 인공신경망 모델로 전환하는 연구 흐름을 반영하고, 대규모의 온라인구인공고 자료와 텍스트의 문맥적 의미를 잘 다룰 수 있다는 점을 고려하여, 인공신경망의 최신 모델인 Bi-LSTM과 KoBERT 모델을 적용하였다. 1999-2021년 간의 워크넷 구인공고 데이터 800만 개에 모델을 적용한 결과, 0.62-0.82 정도의 매칭 정확도를 달성했다. 특히, 직무 기술(job description)이 특수하고 정확한 전문직에서 높은 정확도를 달성했다. The purpose of this study is to create a classification model that can identify the type of job by using online job posting text data and evaluate the performance of the model. By applying the latest deep learning machine learning method to Work-Net online job postings(OJPs) text data, it is to automatically determine the occupat ional code of the OJPs. Considering the research trends shifting from a rule-based model to an artificial neural network model. and the merit of handling large-scale online job posting materials and the contextual meaning of text well. the latest models of artificial neural networks. Bi-LSTM and KoBERT models, were applied. As a result of applying the model to 8 million text data of employment insurance Work-Net job posting data from 1999 to 2001 . matching accuracy of 0.62 to 0.82 was achieved. The result is not very high performance. but it is generally judged to be a model that can determine the occupation. In particular. high accuracy was achieved in professions where job descriptions were specific and precise. Although it is not yet perfect for practical use, it is expected that the performance of the automatic occupational classification system will improve in the future when recruitment practices into the job-type labor market change and more precise data pre-processing and model applications are made.

간호사의 근무부서 이동에 대한 태도와 직무만족도와의 관계

장경화 ( Kyung Hwa Chang ),이은미 ( Eun Mi Lee ) 경희대학교 동서간호학연구소 2005 동서간호학연구지 Vol.11 No.1

The objective of this research is to explore the attitude on the transfer of duty post and job satisfaction of nurses. The subjects of this study were 512 nurses who have engages in the K-university hospital. The measurement tool consisted of attitude on the transfer of duty post, job satisfaction. The collected data have been processed using SPSS/PC 12.0 program: The results of this study were as follows: 1. The age the subjects was from 21 to 56 and average 32, blow 3 years experience in current duty post occupied most by 37.1%. The experience of the transfer of duty post showed 50.2%. 51.4% of the nurses wanted 3∼5 years as the suitable periods for the transfer of duty post showing the highest degree of frequency. 2. The positive degree of the attitude on the transfer of duty post of the nurses appeared average (3.36) to maximum evaluation point 5, and when asked about 4 factors the nurses wanted individual development most by (3.72) while administration management was lowest by (2.65). The satisfaction degree on their job appeared to be average (3.06) to the maximum point 5, and when asked about 7 factors, interaction appeared to be the highest by (3.63), here we saw that interaction was the most important elevating factor of the job satisfaction degree. 3. In the relation of the attitude on the transfer of duty post according to general characteristics, there were the significant difference according to whether it is necessary for the current duty post and periodical duty post to be transferred. In the relation between general characteristics and job satisfaction degree there were the significant differences according to age, marital status, education, position of nurse, hospital clinical nursing experiences, satisfaction degree with current post and the hope of the transfer of duty post from current post. 4. The correlation between attitude on the transfer of duty post and job satisfaction degree was positive relation(r=0.137, p=.002), that the higher the degree of positive attitude on the transfer of duty post the higher the degree of job satisfaction.

119 구급대원의 직무관련 특성과 외상 후 스트레스가 직무만족도에 미치는 영향

최성수,한미아,박종,류소연,최성우,김해란 대한응급의학회 2015 대한응급의학회지 Vol.26 No.4

Purpose: The purpose of this study was to investigate the current status of post-traumatic stress (PTS), job satisfaction, and associated factors with job satisfaction among 119 rescue crews. Methods: The study subjects were 507 rescue crews who worked in G Metropolitan City and J province. General characteristics, job-related characteristics, PTS, and job satisfaction were collected by self-reported questionnaires via official e-mail. Job satisfaction by subjects' characteristics was tested using t-test, ANOVA, and multiple linear regression analysis. Results: Of 507 rescue crews, the overall PTS scores and job satisfaction score were 13.58±12.99 and 85.19± 13.37, respectively. In multiple linear regression analyses, job satisfaction scores were significantly lower in subjects with fair (β=-3.53, 95% CI=-5.89~-1.17) or poor (β=-7.69, 95% CI=-11.67~-3.71) self-rated health and with longer duration of career (β=-3.53, 95% CI=-6.62~-0.44). Regarding rescue field related characteristics, witness injury of co-workers (β=-3.02, 95% CI=-5.61~-0.44), obvious dead treatment (β=-3.60, 95% CI=-6.37~-0.83), and PTS (β=- 4.21, 95% CI=-7.56~-0.88) showed association with lower job satisfaction. Conclusion: Job satisfaction showed association with general characteristics, field related factors, and PTS. Risk reduction of rescue field and management of PTS will help to increase the job satisfaction of 119 rescue crews.

소방공무원의 외상사건 경험, 외상 후 스트레스와 직무 만족 관계

노인숙 한국융합과학회 2020 한국융합과학회지 Vol.9 No.3

Purpose: The effects of fire officials' experience of trauma incidents and post-traumatic stress on job satisfaction were confirmed. Methods: A self-reported survey was conducted with 196 firefighters and statistical analysis was conducted using SPSS 22.0. Results: Firefighters' experience of trauma incident was 4.81±0.26, high level, 30.6% of post-traumatic stress disorder was high risk group, and job satisfaction was 3.52±0.04. In the difference test, the more trauma experience, the lower job satisfaction, and the higher risk group of post-traumatic stress was lower than the lower risk group. In the correlation result, there was a significant negative correlation between traumatic event experience and job satisfaction, and there was a significant positive correlation between post-traumatic stress and job satisfaction than low risk group, The factors affecting job satisfaction were trauma event experience and post-traumatic stress, and total explanatory power was 26.7%. Conclusion: It is necessary to identify various factors that affect post-traumatic stress and job satisfaction of fire officials and to develop stress management and psychological stability support programs that can be applied in actual field. 연구목적: 소방공무원의 외상사건 경험 및 외상 후 스트레스가 직무 만족도에 미치는 영향을 확인하였다. 연구방법: 소방공무원 196명을 대상으로 자기보고식 설문조사 연구로 SPSS 22.0로 통계분석하였다. 결과: 소방공무원의 외상사건 경험은 4.81±0.26점으로 높은 수준, 외상후스트레스 장애 정도는 30.6%가 고위험군이었고 직무만족은 3.52±0.04점으로 보통 이상 수준이었다. 차이검증에서 외상사건 경험이 많을수록 직무 만족도가 저하되었고, 외상 후 스트레스 고위험군이 저위험군보다 직무 만족도가 낮았다. 상관성 결과에서는 외상사건 경험과 직무만족에 유의한 수준의 부적 상관성이 있었고, 외상 후 스트레스 고위험군이 저위험군보다 직무만족간 유의미한 정적 상관성이 있었다. 직무 만족도에 미치는 영향요인은 외상사건 경험과 외상 후 스트레스로 확인되었으며, 총 설명력이 26.7%이었다. 결론: 소방공무원의 외상사건 경험이 외상 후 스트레스와 직무만족에 영향을 미치는 다양한 요인들을 파악하고 실제 현장에서 적용 가능한 스트레스 관리 및 심리안정지원 프로그램의 개발이 필요하다.

일본의 취업현황과 지도방안

이명영 일본어문학회 2020 일본어문학 Vol.89 No.-

Due to COVID-19, a number of events related to employment in Japan have been cancelled. Still, there is a fair amount of students seeking a job in Japan and Japanese companies who want to hire Korean students. The present situation thus requires the precise information about the current state of employment in Japan and research which would be beneficial for those students seeking a job in Japan and those teachers who teach them. Such research, however, has not been conducted sufficiently. In this article, we grasp the current state of employment in Japan in order to present the “Q&As from a number of students” and the “method of analyzing job posting from Japanese companies” as the means of helping students obtain a job in Japan. As of April 2020, most of the students who were supposed to start their jobs in Japan stay in Korea. On the other hand, some IT companies held an entrance ceremony and a seminar for new employees. Some hotels “cancelled their job offers.” Those who are in Japan “work from home and cut working hours,” but their salary remains the same. In some hotel companies, however, only 60 percent of salary is provided, and not a small number of people have quit, changed their jobs, or returned to Korea. Finally, there are 193 Japanese companies who hire people in Korea, and IT companies account for 52 percent (101) of the total number (193), followed by service industry companies (43), generalists (25), and specialists (24). Students must bear in mind that job offers from service industry companies including hotel companies may be cancelled later. Also, as the teaching guide for those students who seek a job in Japan, we provide, and explain, concrete examples of “Q&As” about employment in Japan and “the method of analysing job posting.”

온라인 채용정보를 이용한 데이터 과학자 요구 역량 탐색

김향단(Xiangdan Jin),백승익(Seung Ik Baek) 한국전자거래학회 2022 한국전자거래학회지 Vol.27 No.2

4차 산업혁명으로 글로벌 비즈니스 환경이 빠르게 변화함에 따라 기존에는 없던 새로운 직종들이 등장하고 있다. 새롭게 등장한 직종 중에 최근에 기업들이 가장 많은 관심을 가지고 있는 직종은 ‘데이터 과학자 (Data Scientist)’일 것이다. 인터넷과 같은 정보통신 기술이 우리들의 생활에서 차지하는 비중이 커지면서 온라인에서의 활동 뿐만 아니라 오프라인 상에서의 활동에 대한 데이터가 매시간 컴퓨터에 저장되어 빅데이터를 생성하고 있다. 기업들은 이런 빅데이터로부터 새로운 기회를 창출하기 위하여 많은 노력을 기울이고 있다. 이런 기업의 노력과 함께 새롭게 등장한 직종이 바로 ‘데이터 과학자’이다. 빅데이터 시대를 이끌어갈 유망 직업인 데이터 과학자에 대한 수요는 끊임없이 증가되고 있지만 공급은 여전히 부족한 현황이다. 분석과 관련된 기술과 도구들이 새롭게 개발되고 있음에도 불구하고 기업은 여전히 이러한 기술을 목적에 맞게 활용할 수 있는 전문가를 찾는데 있어서 많은 어려움을 겪고 있다. 데이터 과학자부족 문제를 심각하게 만드는 주요 이유 중 하나는 데이터 과학자 직무에 대한 이해가 부족하다는 점에서 찾을 수 있을 것이다. 이에 본 연구에서는 기업에서 필요로 하는 데이터 과학자의 역량을 기업의 실제 채용정보를 정성적으로 분석하여 보았다. 연구 결과, 과거 소프트웨어 엔지니어나 시스템 분석가들에게 요구되었던 Technical Skill과 System Skill 뿐만 아니라 비즈니스 컨설턴트나 Project Manager에게 요구되었던 비즈니스 관련 스킬이나 효율적인 팀워크를 위한 대인관련 스킬도 광범위하게 요구됨을 발견하였다. 본 연구결과를 통하여 데이터 과학자란 직업에 관심을 가지고 있는 사람들과 데이터 과학자를 채용하기를 원하는 기업에게 가이드라인을 제공하여 줄 것으로 기대하고 있다. As the global business environment is rapidly changing due to the 4th industrial revolution, new jobs that did not exist before are emerging. Among them, the job that companies are most interested in is ‘Data Scientist’. As information and communication technologies take up most of our lives, data on not only online activities but also offline activities are stored in computers every hour to generate big data. Companies put a lot of effort into discovering new opportunities from such big data. The new job that emerged along with the efforts of these companies is data scientist. The demand for data scientist, a promising job that leads the big data era, is constantly increasing, but its supply is not still enough. Although data analysis technologies and tools that anyone can easily use are introduced, companies still have great difficulty in finding proper experts. One of the main reasons that makes the data scientist’s shortage problem serious is the lack of understanding of the data scientist’s job. Therefore, in this study, we explore the job competencies of a data scientist by qualitatively analyzing the actual job posting information of the company. This study finds that data scientists need not only the technical and system skills required of software engineers and system analysts in the past, but also business-related and interpersonal skills required of business consultants and project managers. The results of this study are expected to provide basic guidelines to people who are interested in the data scientist profession and to companies that want to hire data scientists.

어느 특수교사의 졸업생 사후관리 경험에 대한 자문화기술지

정진식 학습자중심교과교육학회 2022 학습자중심교과교육연구 Vol.22 No.19

Objectives This study aims to investigate post-management service experiences for graduates among teachers in a post-secondary program for vocational education in an auto-ethnographic inquiry, thus examining their post-management service experiences from multiple angles and searching for plans to vitalize their post-management service. Methods For these purposes, the study made an auto-ethnographic approach. Auto-ethnography is a methodology for researchers to look at their experiences in a first-person narrator and observer to understand their social and cultural contexts. I collected personal internal data, interview data, participation observation data, and local data in order to explore the post-management service. The data were interpreted through the process of the comprehensively analytical procedure based on the practical eclecticism. This study tried to reflect on meaning of the post-management service from the perspectives of a teacher as an insider. Results First, the subjects reflected on problems with their post-management service provided only in documents and had a self-examination into the need for post-management service for graduates; secondly, they felt their limitations with the improvement of the post-management service system, but they managed to establish a post-management service environment that was realistically feasible and search for ways to make a cooperative approach with concerned agencies; and finally, they took into consideration what kind of talents that corporations wanted and practiced individualized post-management service reflecting students' individual needs. Conclusions The investigator felt a need to continue post-management service for the successful job retention of graduates as a teacher in a post-secondary program for vocational education. There should be efforts to prepare guidelines at the level of municipal and provincial education offices, have regular discussions about post-management service in a consultative group of concerned agencies, and expand the scope of post-management service throughout life so that post-management service can be vitalized. 목적 이 연구는 특수학교 전공과 교사의 졸업생 사후 관리 경험을 자문화기술지로 탐구함으로써 사후관리의 경험을 총체적으로 살펴보고, 사후관리의 활성화 방안을 모색하기 위한 목적으로 진행되었다. 방법 이 연구의 목적을 달성하기 위하여 자문화기술지 방법으로 접근하였다. 자문화기술지는 나의 경험을 1인칭 주인공 및 관찰자시점으로 바라보며 사회문화적 맥락을 탐구하기 위한 연구방법이다. 사후관리 경험을 탐구하기 위해 개인내부자료, 면담자료, 참여관찰자료, 현지자료를 수집하였다. 이를 실용적 절충주의에 기초한 포괄적 분석 절차를 거쳐 해석하였다. 이를 바탕으로 내부자인특수교사의 시선에서 사후관리 경험의 의미를 성찰하였다. 결과 첫째, 문서상으로만 이루어지는 사후관리의 문제점을 반성하고, 졸업생 사후관리의 필요성에 대해 성찰하게 되었다. 둘째, 사후관리 체제 개선에 한계를 느꼈지만 현실적으로 실천 가능한 사후관리 환경을 구축하고, 유관기관과 협력적으로 접근할 수 있는방법을 모색하였다. 셋째, 직장이 원하는 인재상이 될 수 있도록 고려하였고, 학생 개별 요구를 반영한 개별화된 사후관리를 실천하였다. 결론 나는 전공과 교사로서 사후관리가 졸업생의 직업유지에 도움이 된다는 것을 성찰하게 되었다. 따라서, 사후관리가 활성화될수 있도록 시⋅도 교육청 차원의 지침 마련, 유관기관 협의체에서 사후관리에 대한 주기적인 논의, 사후관리의 범위를 삶의 전반으로확대 등의 노력이 필요해 보인다.

공공기관 통합 이후 융합이 구성원의 직무만족도와 소외감에 미치는 영향에 관한 실증적 연구

윤건(Yoon, Kun),이건(Lee, Geon) 서울행정학회 2012 한국사회와 행정연구 Vol.23 No.1

In recent years. mergers and acquisitions among organizations have gained popularity as a way of efficiently accomplishing organizational goals. While efficiency. economy. and synergy are emphasized in the process of mergers. employees’ negative emotions coming from mergers are frequently ignored. Fear. anger. and sadness are examples of negative emotions that employees may encounter in the merger process. Negative emotions may lead to negative employee attitudes (e.g.. a lack of job satisfaction or alienation) in post-merger organizations. which, in turn. increases job turnover and decreases organizational performance. In this study. we explore to what extent integration affects job satisfaction and alienation in the wake of mergers. We use two types of integration as our main explanatory factors: human integration and functional integration. The empirical findings show that human integration significantly increases employees’ job satisfaction while decreasing alienation in post-merger organizations. and functional integration is significantly correlated with job satisfaction. not with alienation. Based on our empirical findings, we make the claim that post-merger integration management (PMIM) is important to balance the negative attitudes of employees in post-merger organizations. and ultimately enhance organizational performance.

How did Covid-19 Affect Logistics Job Vacancy Postings?

Ramazan Erturgut,Hasan Emin Gurler 인하대학교 정석물류통상연구원 2021 JOURNAL OF INTERNATIONAL LOGISTICS AND TRADE Vol.19 No.2

Human resources can differentiate firms from their competitors or directly affect the success or failure of firms. As in many sectors, there is a need for qualified employees in the logistics sector, which is of great importance for the national economies. Qualified employees in this sector contribute to the success of the companies and the development of the industry. In this study, it is aimed to reveal the qualifications and characteristics of the labour force needed by logistics companies. It was also aimed to show the impact of COVID-19 on logistics job ads. For this purpose, a total of 1,410 job vacancy postings (before COVID-19) and a total of 1,700 job vacancy postings (during COVID-19) were searched on the kariyer.net website with the word “logistics” and analysed by content analysis method. As a result, it was found that the most advertised province was Istanbul in both periods, the most looked up experience requirement in the candidates was 1-5 years in both periods, the opportunities provided to the candidates (transportation, food and beverage, career, social activity) were not mentioned much in both periods. This study reveals the status of logistics job postings in the period before COVID-19 and during COVID-19. It was also aimed to show the impact of COVID-19 on logistics job ads. We investigated whether the logistics employee demand has changed and whether the pandemic is affecting workforce characteristics. This is the first empirical analysis of the impact of COVID-19 on logistics vacancy postings.