지원사업
학술연구/단체지원/교육 등 연구자 활동을 지속하도록 DBpia가 지원하고 있어요.
커뮤니티
연구자들이 자신의 연구와 전문성을 널리 알리고, 새로운 협력의 기회를 만들 수 있는 네트워킹 공간이에요.
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초록· 키워드
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This study analyzes work values of army officers from Korea Military Academy as many of them are getting early discharges now days. The work value is an individual’s attitude and belief structure towards occupation and influences people significantly when they are changing jobs. The following are the hypotheses referring to the preceding research. First, the officers who are discharged early have work values that are more suitable to occupational model then institutional model. Second, army officers who get discharged early have work values that attach great importance to extrinsic values than intrinsic values. Due to the lack of related studies, the study utilized Q methodology, which is often used in exploratory research. 34 Q statements were used and 29 respondents participated. As a result, it was found out that there are 4 types of work values.
The first category is the “pursuit of social achievement type.” The respondents were showing an interest in attaining social position, influence and admiration. However, they did not agree to statements related to economic factors. The second category is the “pursuit of professionalism and stability type.” The statements that the respondents agreed to were related to professionalism in specific work, achievement through task and stable living. On the other hand, the respondents did not agree to statements related to economic factors and gaining social influence through occupation. The third category is the “self-directed type.” The statements that the respondents concurred to were pertaining to achievement through work, practical tasks and discretionary power. Instead, the respondents contended with statements containing continuous service in one workplace and economic factors. The fourth category is the “seeking reward type.” Respondents complied to statements concerned with fairness in performance review, adequate compensation and chances of promotion. On the contrary, they dissented to statements related to working outside office hours.
The result rejects all the hypotheses that were set for this study. Which means, every responders’ work value is rather different from those of conventional subjects. Thus, conventional phenomenons like the current military’s trend of turning into a occupational model, and the increase of the importance of extrinsic value cannot explain the results of responders’ occupational value. Even though there is a limitation due to the fact that there is insufficient amount of analysis on officers who are currently in active service to compare, the research has a slight meaning of laying the foundation for a future research by categorizing officers who are early discharged from the service with the Q methodology.
The first category is the “pursuit of social achievement type.” The respondents were showing an interest in attaining social position, influence and admiration. However, they did not agree to statements related to economic factors. The second category is the “pursuit of professionalism and stability type.” The statements that the respondents agreed to were related to professionalism in specific work, achievement through task and stable living. On the other hand, the respondents did not agree to statements related to economic factors and gaining social influence through occupation. The third category is the “self-directed type.” The statements that the respondents concurred to were pertaining to achievement through work, practical tasks and discretionary power. Instead, the respondents contended with statements containing continuous service in one workplace and economic factors. The fourth category is the “seeking reward type.” Respondents complied to statements concerned with fairness in performance review, adequate compensation and chances of promotion. On the contrary, they dissented to statements related to working outside office hours.
The result rejects all the hypotheses that were set for this study. Which means, every responders’ work value is rather different from those of conventional subjects. Thus, conventional phenomenons like the current military’s trend of turning into a occupational model, and the increase of the importance of extrinsic value cannot explain the results of responders’ occupational value. Even though there is a limitation due to the fact that there is insufficient amount of analysis on officers who are currently in active service to compare, the research has a slight meaning of laying the foundation for a future research by categorizing officers who are early discharged from the service with the Q methodology.
목차
ABSTRACT
Ⅰ. 문제제기
Ⅱ. 이론적 검토
Ⅲ. 연구 방법
Ⅳ. 분석 결과
Ⅴ. 결론 및 시사점
〈참고문헌〉
참고문헌 (34)
참고문헌 신청
[학술지(정기간행물)] - 권혁철 / 2013 / 한국군의 조직문화 차이에 관한 실증적 연구 / 한국사회와 행정연구 23 (4) : 219 ~ 241
[학술지(정기간행물)] - 김병조 / 2008 / 선진국에 적합한 민군관계 발전방향 모색 : 정치, 군대, 시민사회 3자 관계를 중심으로 / 전략연구 15 (44) : 25 ~ 60
[학술지(정기간행물)] - 김순은 / 1997 / 지방자치의 발전을 저해하는 요인분석: Q 방법론의 적용 / 정책분석평가학회보 7 (1) : 5 ~ 25
[단행본] - 김순은 / 2007 / Q 방법론과 사회과학 / 도서출판 금정
[학술지(정기간행물)] - 김순은 / / 정보화사업평가 기준의 도출을 위한 Q 방법론 활용방안 / 지방정부연구 5 (4) : 207 ~ 226
[학술지(정기간행물)] - 김병조 / 2008 / 선진국에 적합한 민군관계 발전방향 모색 : 정치, 군대, 시민사회 3자 관계를 중심으로 / 전략연구 15 (44) : 25 ~ 60
[학술지(정기간행물)] - 김순은 / 1997 / 지방자치의 발전을 저해하는 요인분석: Q 방법론의 적용 / 정책분석평가학회보 7 (1) : 5 ~ 25
[단행본] - 김순은 / 2007 / Q 방법론과 사회과학 / 도서출판 금정
[학술지(정기간행물)] - 김순은 / / 정보화사업평가 기준의 도출을 위한 Q 방법론 활용방안 / 지방정부연구 5 (4) : 207 ~ 226
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UCI(KEPA) : I410-ECN-0101-2018-039-001937855