earticle

영어

organizations and nations. However, our nation lacks concern for human resource development in both small and medium enterprises, which accounts for the overall proportion in our industrial structure. For this reason, this study focused on the job satisfaction and organizational commitment of the employee related to human resource development in both small and medium
enterprises.
The purpose of this study is to provide the basic information for the competitiveness and human resource development in small and medium enterprises through survey and analysing relationships human resource development, that is, training development, career development, and organization development affect to job satisfaction and organizational commitment of the employee.
This study uses the model of the human resource wheel which was developed from the Model for Excellence peformed mostly under McLagan(1983). In this model, the human resource development explores three categories including training development, career development, and
organization development. According to this, a study was completed on the supposed influential difference between job satisfaction and organizational commitment.
On the analysis results, first, there is all positive influence on the relationships between human resource development(training development, career development, organization development) and job satisfaction. Second, there is positive influence on the relationships between human resource
development(career development, organization development) and organizational commitment. However, there is no positive influence on the relationships between training development and organizational commitment.
Third, there is positive influence on the relationships between job satisfaction and organizational commitment.

한국어

종업원의 직무만족과 조직몰입에 미치는 영향관계를 실증적으로 조사․분석하여 중소기업의 인적 자원개발을 통한 기업 경쟁력의 확보와 효과적인 인적자원개발 등에 필요로 하는 기초적인 정보를 제공하는데 목적이 있다.
분석결과, 첫째, 인적자원개발 요소(교육훈련, 경력개발, 조직개발)와 직무만족간의 관계에 있어서는 예상한 것처럼 교육훈련, 경력개발, 조직개발 모두 직무만족에 긍정적인 영향을 미치는 것으로 나타났다. 둘째, 인적자원개발 요소(교육훈련, 경력개발, 조직개발)와 조직몰입간의 관계에 있어서도 예상한 것처럼 경력개발과 조직개발은 조직몰입에 긍정적인 영향을 미치는 것으로 나타났다. 그러나 교육훈련은 예상과는 달리 조직몰입에 유의한 영향을 미치지 못하는 것으로 나타났다. 셋째, 직무만족과 조직몰입간의 관계에 있어서는 예상한 것처럼 직무만족이 조직몰입에 긍정적인 영향을 미치는 것으로 나타났다.