earticle

영어

There will be no national loss as much as the recent Korean youths have graduated from college and have not got a job. As youth unemployment has become a big issue, students’ unlimited competition to get a job has brought a craze for ‘building spec’ before employment. There is no guarantee that employment will be successful even if the university has a favorable specification for employment. The government, which needs to increase the number of employees immediately, is stuck in increasing the number of statistics. As the number of job hunters increases, the number of job recurrences has reached double the number of job recruitment. This means that it is more difficult to get a job after graduating than going to college. In addition, as employment becomes more difficult, more students are postponing graduation at university. Therefore, this study considers the decision making about job choice, which is the biggest problem for college students, as an important factor that determines the satisfaction of the student’s personal life and the future. In college, there are many difficulties for students to judge their concerns and decisions about employment and job choice alone. The results of this study are as follows. First, the effects of job satisfaction on job satisfaction were investi- gated. In addition, we also analyzed the moderating effect of various employment programs to support students’ employment in college. The main findings and implications are as follows. First, the reliability of the workers on the reference group has a significant effect on the job satisfaction at the level of 1%. This implies that the level of trust in the reference group, which is the main factor in the decision making process, affects the satisfaction of the job after they are employed. This is presumably because they were decisions based on the relative opinion of the reference group. The implications of these two hypotheses are the influence of the reference group. If the reference group is trusted by the college students to be employed, their satisfaction with the job or job they chose is high and the probability of leaving the job is low. Therefore, from the perspective of the university that teaches students, it is necessary to pay attention to improving the ability of college students who are in employment to identify reference groups. Third, the college-based employment support program plays no role in the degree to which college students choose a job and feel satisfied with the job. This provides several impli- cations. This suggests that the employment support program operated by the university is likely to be a short-term policy that raises the employment rate immediately rather than raising the job retention rate in the mid- to long-term. In addition, in order to increase the satisfaction of the job after graduation and to reduce the possibility of job separation as a result of running a job support program from the standpoint of the university, the reference group or college faculty, It is necessary to find new influences such as finding influential factors other than the reference group or participation of the reference group in the program. In conclusion, the satisfaction of college students at work after work has a great influence on the reliability of the reference group who receives opinions when making decisions to decide whether they are employed or not, and the influence also affects whether or not the job is maintained at the job. However, the various employment support programs developed by universities have little effect on the process. Perhaps these programs appear to be used only as a means to increase the short-term goal, the employment rate. Finally, the limitations of this study are as follows: First, since the questionnaire is only for the graduates of some local universities, it can not be generalized by applying the results to other universities or universities in the country. In addition, it is thought that the roles of government and corporations as well as universities are important in presenting future direction of research. In order to efficiently operate and effective the employment programs conducted at universities, it is necessary to research and develop employment programs in which governments and companies participate together.

한국어

대학생들에게 있어서 최대의 고민인 취업 즉, 직장선택에 대한 의사결정은 학생 개인 삶에 대한 만족도와 미래를 결정하는 중요한 요소로 여기고 있다. 대학에서 학생들은 취업 및 직장선택에 대한 고민과 결정을 단독으로 판단하기에는 많은 어려움이 존재하고 있다. 본 연구는 이러한 취업과 직장선택에 대한 의사결정시 준거집단을 활용하게 되는데 그 집단의 신뢰도 수준이 직업만족에 미치는 영향을 연구하였다. 추가적으로 대학에서 학생들의 취업 지원을 하기 위한 여러 가지의 취업프로그램의 조절효과도 함께 분석하였다. 주요 연구 결과와 그 시사점은 다음과 같다. 첫째, 취업자들이 준거집단에 대하여 갖는 신뢰도는 직업만족에 유의적인 영향을 미치는 것으로 나타났다. 이는 연구대상인 대학생들은 취업을 할 때 자신들이 취업 의사결정시에 주요 판단요소가 되는 준거집단에 대한 신뢰의 수준이 자신들이 취업한 후의 직장에서의 만족도에 영향을 미치는 것을 의미한다. 둘째, 준거집단의 신뢰도는 이직의도에 유의적인 부(-)의 영향을 미치는 것으로 나타났다. 대학생취업자들은 자신들이 취업 시 의사결정에 참고로 하는 준거집단에 대한 신뢰도가 높을수록 이직의도가 낮은 것을 의미한다. 다음으로 직업만족도가 이직의도에 미치는 영향을 보면 역시 부(-)의 영향을 미치고 있다. 이상의 두 개의 결과가 시사하는 점은 준거집단의 영향력이다. 준거집단이 취업 대상 대학생들에게 신뢰를 얻고 있다면 자신이 선택한 직업 또는 직장에 대한 만족도가 높고 이직의 가능성은 낮아진다. 따라서 학생을 지도하는 대학의 입장에서는 취업을 앞둔 대학생들에게 준거집단을 식별하는 능력을 높혀주는 데에 관심을 기울일 필요가 있다. 셋째, 대학생들이 직장을 선택하고 그 직장에서 만족도를 느끼는 정도에 있어서 대학에서 운영하는 취업지원 프로그램이 아무런 역할을 하지 않는다. 결론적으로 대학생들이 취업후 직장에서 느끼는 만족도는 그들이 취업 여부를 결정하는 의사결정시에 의견을 듣는 준거집단의 신뢰도가 큰 영향을 미치며 그 영향은 취업한 그 직장에서의 유지 여부에도 영향을 미친다. 그러나 대학에서 전개하고 있는 각종 취업지원 프로그램은 이러한 과정에서 별다른 영향을 미치지 못한다는 것이다. 아마도 이들 프로그램은 단기적 목표 즉 취업률을 높이는 수단으로만 사용되는 것으로 보인다.