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본 논문의 목적은 업무를 효율적으로 수행하는데 필요한 청소년지도자의 직무역량을 규명하고 신뢰성과 타당성이 확보된 도구를 개발하여 청소년현장에 있는 청소년지도자들의 직무역량을 분석하는 것이다. 이를 위하여 청소년지도자의 직무역량의 척도를 개발하기 전에 선행연구들을 고찰하였고, 청소년지도자의 직무역량은 문헌연구를 통해서 역량 160개를 수집하여 3차례 델파이 조사를 하였다. 3차 델파이 조사에서는 33개의 직무역량이 도출되었고, 직무역량의 예비문항은 청소년지도자를 대상으로 인터뷰하여 165개의 항목이 개발되었다. 예비문항은 내용타당도를 2차례 실시하여 148문항이 측정도구로 사용되었다. 연구대상으로는 서울지역 청소년지도자 310명이었다. 수집된 자료는 확인적 요인분석을 실시하여 적합도 지수가 TLI 0.9 이상, CFI 0.9 이상, RMSEA 0.1이하의 권고기준으로 만족한 역량은 다음과 같다. 청소년지도자 직무역량은 동기부여, 자기통제, 존중, 예산관리, 프로그램평가, 타인육성 및 개발, 홍보, 문제해결력, 계획수립 및 실행, 자발적 업무처리, 활동환경조성능력, 정보수집 및 관리, 주의환기, 책임성, 자기확신으로 15개이다. 이들 직무역량의 신뢰도는 모두 .70을 넘는 것으로 나타나 개발된 청소년지도자 직무역량 척도가 신뢰할 수 있음을 알 수 있다.
This study is to define job competencies of youth leaders necessary for efficient performance of tasks and to analyze job competencies of youth leaders by developing reliable and valid tools. Before developing job competency scales for youth leaders, precedent studies were examined to analyze properties of the concept of competency. By summarizing various studies related with competency, competency was defined as 'abilities such as motivations, characteristics, knowledge, skills and attitude of individuals that are shown for relatively long time in order to accomplish jobs or tasks successfully in the environment the individuals belong and what distinguishes individuals with excellent outcome and average outcomes'. Based on the concept of job competency discussed in precedent studies, jop competency was defined as 'behaviors related with jobs and shown for relatively long time which are required for the accomplishment of tasks using knowledge, skills and attitude. 160 competencies were collected as job competencies of youth leaders through book researches, and they were analyzed with Delphi technique. 41 persons who are present professors of youth education department, executives of training facilities or youth leaders participated to deduct job competencies. The first survey was to choose from 'necessary' and 'unnecessary', and 58 competencies remained. The second Delphi test was composed of 5 steps of Likert technique which include 'do not agree at all' to 'agree very much'. The contents were analyzed with CVR values. Second Delphi test was taken by youth leaders to check if the acquired results are valid. Only 34 items with the minimum CVR value of over .62 given in average by 10 test subjects were considered to be valid. In third Delphi test, 1 item was removed to deduct 33 job competencies. For preliminary items of job competencies, interviews were carried out on cases related with behaviors or internal factors for successful accomplishment of tasks by youth leaders. 10 interviewee who are engaged in youth organizations were selected. Based on competencies selected through behavior and case interviews, job competency items for youth leaders were developed. Later total 33 job competencies and 165 items were verified of their validities through scales of 1~4 including 'very valid' as 4 points and 'not valid at all' as 1 point. The verification was performed twice with 10 person group of experts. Finally, 148 verified items were deducted. For preliminary test, 50 persons engaged in youth organization were surveyed to verify reliability. Collected surveys were analyzed using SPSS 15.0K statistics program. Cronbach's alpha index of items were over 0.9 to prove the developed scales are reliable. To confirm normality of items, basic statistics and normality analysis were performed. The result showed less than 2 skewness and less than 3 kurtosis of variables which were not far from normal. Validity of measuring tools were verified though confirmatory factor analysis. To check if the measuring tools are accurately measuring the targets, construct validity was verified. Competencies that satisfied recommendations of fidelity index of over TLI 0.9, over CFI 0.9 and under RMSEA 0.1 were motivation, self-control, respect, budget management, program evaluation, cultivation and growth of others, publicity, problem solving skills, planning and performing, voluntary task dealing, creation of activity environments, collection and management of information, attraction of attention, responsibility and self-confidence. Reliabilities of such competencies were all over .70 to show that developed job competency scales for youth leaders are reliable. The job competency scales for youth leaders suggested by this study will contribute to evaluation and improvement of youth leaders. Based on the study result of development of job competency scales for youth leaders, it is expected that guidelines for detailed required competencies for human resources training can be suggested for the development of education and training programs.
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youth leader, competency, job competency, development of scale
