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학제간연구 과학기술학 뇌인지과학 기술정책 기타 복합학

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논문 기본 정보

자료유형
학술저널
저자정보
저널정보
한국유통과학회 유통과학연구 유통과학연구 제14권 제5호
발행연도
2016.1
수록면
39 - 50 (12page)

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Purpose – The purpose of this study was to substantiate the relationship between on-the-job training (OJT) characteristic factors and OJT outcomes and the moderating effect of the tie strength between a trainer and a trainee on the relationship. OJT characteristic factors were composed of a unit of work to be learned, trainee’s motivation, trainer’s ability, OJT design, and OJT support. OJT outcomes included job satisfaction and organizational commitment in the research. The tie strength means a sense of intimacy with a trainer. All of the OJT characteristic factors, OJT outcomes, and the tie strength were defined operationally as the perceived ones by a trainee. Research design, data, and methodology – This study analyzed the data of 302 employees in a domestic travel agency as early career for seven years or less. The main methods for the analysis were multiple linear regression analysis and moderating effect analysis. The whole process of the data analysis was conducted using the SPSS 21.0 for windows. Results – The results of the study are as follows: First, every five element of OJT, including unit of work to be learned, trainee’s motivation, trainer’s ability, OJT design, and OJT support, showed positive influence on OJT outcomes - job satisfaction and organizational commitment. Second, the tie strength between a trainer and a trainee was positively related with OJT outcomes. Finally, the strength of ties between the trainer and the trainee was found positively to moderate the relationship of a unit of work to be learned, OJT design, or OJT support, with OJT outcomes. However, the moderating effect of the tie strength was not significant statistically between the trainee’s motivation or the trainer’s ability, and OJT outcomes. Conclusion – In the study, it was demonstrated that every OJT characteristic factors have a positive contribution to job satisfaction and organizational commitment for early career employees. In addition, the study showed the need to pay attention to improve the quality of relationships between trainers and trainees, in order to increase the impact of a unit of work to be learned, OJT design, and OJT support. These findings suggest the implications in the three factors as external factors that constitute OJT. The three factors are made by HRD practitioners who are involved in design and operation of the program as well as their interventions to improve the quality of the relationship between trainers and trainees. On the other hand, it was demonstrated in the research that trainee’s motivation and trainer’s ability, regardless of their tie strength, have a direct impact on OJT outcomes by itself. Moreover, the trainee’s motivation and trainer’s ability are intrinsic characteristics, rather than external factors that constitute OJT. Therefore, they are unlikely to be changed by HRD practitioners’ interventions. In conclusion, it was argued in the research that the trainee's motivation and trainer's ability should be a consideration in selecting and matching partners in OJT participants before starting OJT.
#Early Careers #OJT Characteristics #Job Satisfaction #Organizational Commitment #Tie Strength

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참고문헌 (34)

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Bauer, T. N. / 2007 / Newcomer Adjustment during Organizational Socialization : A Meta-analytic Review of Antecedents, Outcomes, and Methods / Journal of Applied Psychology 92(3):707~721 google schola Cha, Dae-Woon / 1987 / A Study on OJT for the Development of Employee's Ability / Silla University Publication 22:299~348 google schola 장지현 / 2011 / 개발지원 관계망 특성이 조직사회화의 학습 및 태도 결과에 미치는 영향 / 직업교육연구 30(3):373~403 dbpia Chang, Joo-Hee / 2009 / Relationship between participation in communities of practice and organizational socialization in the early careers of South Korean IT employees / Human Resource Development International 12(4):407~427 google schola Chang, Won-Sup / 2006 / Education of work / Hakjisa Publishing google schola

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