earticle

영어

The purpose of this study was to investigate the employed workers’ cognition about occupational personality factors required for newly graduated university workers, to identify dimensions, clusters and conceptual structure which the study participants use to perceive the factors, also relative importance and experience frequency of the factor each by using concept mapping method. Data were collected by interviewing 22 employed workers who have had experience in employment process and mentoring for newly graduated university workers, and 86 final statements were identified by gathering and editing the data. The participants rated the similarity, relative importance and experience frequency between the 86 statements for themselves, multidimensional scaling(ALSCAL) and hierarchical cluster analysis were used in order to identify dimensions and clusters of the factors, and to form the concept map in this study. The results of this study were summarized as follows. First, the 2 dimensions, ‘job performance ability-basic occupational ability’ and ‘attitude to colleagues-attitude to task’ are found, when employed workers perceive the occupational personality factors of this study. Second, total 11 clusters and 15 sub-clusters of occupational personality required for newly graduated university workers and perceived by employed workers were showed, which are ‘sense of responsibility(sincerity, compliance with the law, self-improvement ability)’,‘enthusiasm(initiative, spontaneity, organization understanding ability)',‘communication ability', ‘self-regulation ability’, ‘interpersonal relationship ability’, ‘consideration’, ‘self-awareness ability’, ‘contextual ability to think', ‘honesty’, ‘reliability’, ‘cooperative working ability’. Third, the concept map have characters which 11 clusters are evenly distributed to 4 regions of the map with a big round shape entirely and clusters are small and densed with sentences. Fourth, the employed workers selected the ‘compliance with the law’ sub-cluster as a most important factor as well as the most frequently experienced cluster. Fifth, ‘communication ability' selected as the occupational personality factor shows the biggest gap between relative importance and experience frequency, which means the gap between expected and reality level. On the other hand, it has been revealed that 'compliance with the law' shows the smallest gap between expected level and reality on occupational personality. This study is significant in that it showed the clear definition and construct of occupational personality which has been used with a vague meaning in a employment and job adjustment viewpoint, by investigating the employed workers’ cognition about occupational personality ,who have had experience in employment process and mentoring for newly graduated university workers. The result of the study could provide a guideline for occupational personality education to a expert and a related field worker to help university students move to labor market successfully. Additionally, this study would be used to make a occupational personality inventory for university students and intervention during career counseling with it would be more efficient than before, which make possible individual assessment and intervention to contribute beneficience to a client.

한국어

본 연구의 목적은 개념도 연구를 통해 대졸 신입사원에게 필요한 직업인성에 대한 재직근로자 인식 의 차원, 군집, 개념구조와 각 요인들 간 중요도와 경험일치도를 탐색하는 것이다. 먼저, 대졸 신입사원 채용과 멘토링 경험이 있는 재직근로자 22명을 대상으로 인터뷰를 통해 아이디어를 수집한 다음 종합· 편집 과정을 거쳐 86개 최종진술문을 제작하였다. 이를 대상으로 유사도, 중요도, 경험일치도 평정을 실시하였고 도출된 결과를 활용하여 다차원척도법(ALSCAL법)과 위계적 군집분석을 실시하여 최종 개 념도를 제작하였다. 그 결과 첫째, 대졸 신입사원에게 필요한 직업인성에 대한 재직근로자의 인식의 차 원은 ‘직무수행능력-기초직업능력’과 ‘동료에 대한 태도-업무에 대한 태도’의 2차원임을 확인하였다. 둘 째, 재직근로자가 인식하는 대졸 신입사원에게 필요한 직업인성의 군집은 ‘책임감(성실성, 법규준수성, 자기계발능력)’, ‘열정(적극성, 자발성, 조직이해능력)’, ‘의사소통능력’, ‘자기조절력’, ‘대인관계력’, ‘배려’, ‘자기이해능력’, ‘맥락적 사고력’, ‘정직성’, ‘신뢰성’, ‘협업능력’의 11개, 하위군집은 15개로 나타났다. 셋 째, 본 연구의 개념도는 11개 군집이 사분면 외곽 부분 상에 원형으로 골고루 분포하며 진술문이 밀집 되어 작은 군집을 이루고 있는 특성을 보였다. 넷째, 재직근로자들은 ‘법규준수성’을 가장 중요하면서도 대졸 신입사원들에게 경험 빈도가 가장 높은 직업인성으로 인식하고 있었다. 다섯째, 재직근로자의 기 대수준과 현실 경험 빈도의 차이가 가장 많은 직업인성은 ‘의사소통능력’ 으로 인식되고 있음이 확인되 었고, ‘법규준수성’의 차이가 가장 적은 것으로 보고하였다. 본 연구는 재직근로자를 대상으로 대졸 신입사원에게 필요한 직업인성의 인식을 확인함으로써 채용 및 직업적응 관점에서 그동안 모호하게 사용되던 직업인성의 의미와 그 구인을 명확히 하였다는 점에 서 의의가 있다. 본 연구 결과는 대학생의 노동시장 이행을 조력하는 전문가 및 대학관계자에게 직업인 성 교육을 위한 명확한 가이드라인을 제공할 것이다. 또한, 본 연구 결과를 이용한 대졸자 직업인성 척 도 제작은 진로 취업상담 시 내담자별 개별진단 개별 처치를 가능하게 하여 내담자에 대한 복지제공 수준 제고에 크게 기여할 것이다.