멘토링기능이 현업적용도에 미치는 영향

Abstract

The rapid development of technology in the fourth industry in the Republic of Korea is causing low-skilled jobs to disappear, high-skilled jobs to increase, and this is causing perceptual changes in the industrial structure, affecting the workplace a lot. This new wave of innovation highlights the importance of human resource development for workplace learning for members of the organization, and raised the need to train field-tailored skilled workers to deal with the new technologies and complex situations required in the workplace environment. This study aims to examine the impacts of mentoring functions of corporate field teachers on the transfer of training of learning workers through the mediating effects of learning goal orientation and learning self-efficacy of workers for companies participating in the Korea Dual Program introduced in 2013 to address job mismatches of small and medium-sized enterprises, and to reveal the moderating effects of Person-Job Fit in relation to variables. The survey was conducted from the end of March to the middle of April 2020 on 115 companies participating in Korea Dual Program in Gwangju Metropolitan City, Jeollabuk-do Province, and Jeollanam-do Province In order to overcome the problem of common method bias in the survey analysis, the survey was conducted by separating mentors (corporate field teachers) and mentees(learning workers), respectively, and 289 s (578 s) out of 307 sets (614 parts) collected by distributing 400 sets (800 copies) of the questionnaire, excluding 18 sets (36 parts) that were unfaithful or missing. Looking at the main findings, first, the mentoring function as a direct effects analysis result had a significant positive effects on learning goal orientation and learning self-efficacy. In addition, learning goal orientation has had a significant positive effect on transfer of training, but learning self-efficacy has not had a significant impact on the transfer of training. Second, according to the results of the mediating effects analysis, learning goal orientation played a role in the relationship between mentoring function and transfer of training, but learning self-efficacy did not play a mediating effects among variables. Third, the results of the moderating effects analysis showed that the moderating effects of Person-Job Fit was significant in relation to mentoring function and learning goal orientation, but the moderating effects of Person-Job Fit was not statistically significant in relation to mentoring function and learning self-efficacy. The academic implications of the results of this study are meaningful in that the tacit knowledge of a corporate field teacher as a mentor, for the Korea Dual Program has explored a mechanism for transferring to higher added value through a learning worker's format paper that is mentee. In addition, mentoring functions directly affected learning goal orientation, learning self-efficacy, and the mediating effects of learning goal orientation and moderating effects between variables of Person-Job Fit were identified. As a practical implication, the influence variables of workplace learning were expanded by finding causal relationships among the variables, and the need for corporate field teachers training was raised to enhance the transfer of training of mentoring functions. In addition, specific measures were discussed to enhance learning goal orientation for learning workers and the importance of Person-Job Fit in selecting and assigning learning workers in training for the Korea Dual Program. Future research directions need to include longitudinal research that reveals the causal relationship of variables over time, expansion of research areas, further research on the learning self-efficacy of the Korea Dual Program, and conservative education to strengthen the competence of corporate field teachers.