전직지원서비스가 근로자의 전직지원에 미치는 영향에 관한 실증연구
- Issued Date
A Study on the Effects Of Outplacement Services on Employed
Advisor : Prof. Jong-rok Yoon, Ph,D.
Department of Business Adminstration
Graduate School of Business Adminstration, Chosun University
The outplacement service are designed for employees laid off against their intention, and help them minimize their mental shock and search for new jobs or career goals they want. In Korea, the outplacement services are introduced from the latter half of the 1990's by foreign companies located in Korea, and have been adopted among large domestic companies.
These outplacement services are know to have the positive effects not only on employers bout also on both departing employees and remaining employees. However, there have been very few empirical researches in Korea. Because outplacement services have been recently introduced I Korea, the related empirical studies are in early stage.
This study tried to examine the effects of outplacement services on departing and remaining employees with the sample of 243 employees in KT private organizations
The active outplacement service attributes which were applied from the factors of training evalutation system were participation of outplacement service introduction, satisfaction of the outplacement service prociders, outplacement program diversity, and outplacement service practicality.
The effects of appeared outplacement services on organization members were tested in two groups of departing and remaining employees, For departing employees, psychological stability, employability, and perceived images to their ex-organizations were analyzed. For remaining employees, organizational commitment, trust on organization, and the degree of efforts of outplacement services on departing and remaining employees were different by the employees' self-efficacy and the types of organizations.
The result were as follows ;
First, for departing employees, the higher participation in outplacement service introduction, the higher positive images to their ex-organizations and the higher outplacement service practicality, the higher employability.
Second, for departing employees, participation of outplacement service introduction had different effects among organizations. In military organization (Air Force), it was less.
Third, the effects of outplacement service attributes on psychological stability, employability, and perceived images to ex-organizations were differed by the departing employees' self-efficacy. The effects were less when departing employee highly perceived self-efficacy
And finally, when remaining employee highly perceived self-efficacy, the effect of program diversity on the degree of efforts to work was higher.
This study concluded with limitations as well as implications of this research and suggested the future research directions.
- Alternative Title
- An Empirical Study On The Effects Of Outplacement For The Employed
- Alternative Author(s)
- da hee yun
- 조선대학교 경영대학원
- 경영대학원 경영학석사학위과정
- Awarded Date
- 2010. 2
- Table Of Contents
제Ⅰ장 서론 ······································································································· 6
제1 절 문제제기 및 연구목적 ················································································6
제2절 연구의 범위 및 방법 ················································································8
제Ⅱ장 이론적 배경
제1절 전직지원서비스의 개념················································································9
제2절 전직지원서비스의 목적················································································11
제3절 전직지원서비스의 효과················································································13
제4절 전직지원서비스의 프로그램
4.3 프로그램 내용································································································21
제Ⅲ장 연구모형과 가설의 설정
제1절 연구모형의 설정··························································································24
제2절 가설의 설정································································································25
제Ⅳ 장 연구방법
제1절 표본의 선정 및 특성····················································································28
1.1 표본의 선정 및 자료수집····················································································28
1.2 표본의 특성······································································································28
제2절 변수의 조작적 정의 및 설문지 구성································································29
2.1 변수의 조작적 정의···························································································29
2.2 설문지 구성 및 측정··························································································31
제1절 변수의 신뢰성 및 타당성 검증······································································33
1.1 외생변수 탐색적 요인 및 신뢰성 분석································································33
1.2 내생변수 탐색적 요인 및 신뢰성 분석································································35
제2절 상관관계 분석····························································································36
3.1가설 Ⅰ의 검증·······························································································37
3.2가설 Ⅱ의 검증·······························································································38
3.3가설 Ⅲ의 검증·······························································································39
제1절 연구결과의 요약··························································································50
제2절 연구의 시사점 및 한계·················································································51
- 윤다희. (2009). 전직지원서비스가 근로자의 전직지원에 미치는 영향에 관한 실증연구
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