- 권한신청
- P-ISSN1738-3110
- E-ISSN2093-7717
- SCOPUS, ESCI
OJT 특성요인과 OJT 성과 간 관계에서 훈련자-피훈련자 관계강도 조절효과 분석: 국내 여행서비스업 초기 경력자를 대상으로
OJT Characteristics and OJT Outcomes in a Domestic Travel Industry: Moderating Effect of Tie Strength
장지현 (FMASSOCIATES BUSINESS ACADEMY)
Abstract
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.
- keywords
- Early Careers, OJT Characteristics, Job Satisfaction, Organizational Commitment, Tie Strength
참고문헌
Bauer, T. N., Bodner, T., Erdogan, B., Truxillo, D. M., & Tucker, J. S. (2007). Newcomer Adjustment during Organizational Socialization: A Meta-analytic Review of Antecedents, Outcomes, and Methods. Journal of Applied Psychology, 92(3), 707-721.
Cha, Dae-Woon (1987). A Study on OJT for the Development of Employee's Ability. Silla University Publication, 22, 299-348.
Chang, Ji-Hyun, & Chang, Won-Sup (2011). The Effects of Developmental Network Characteristics on Proximal Socialization Outcomes and Distal Socialization Outcomes in the Early Careers. Journal of Vocational Education, 30(3), 373-403.
Chang, Joo-Hee, Chang, Won-Sup, & Jacobs, R. (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.
Chang, Won-Sup (2006). Education of work. Seoul, Korea:Hakjisa Publishing.
Chang, Won-Sup, Kim, Hyung-Man, Kim, So-Young, Jang, Suh-Young Chang, Ji-Hyun, Lee, Soo-Yong, Kim, Min-Young, & Kim, Keun-Ho (2007). Research to improve the ability to adapt work for young people who graduated university or college. Seoul, Korea: KEIS.
Chang, Won-Sup (2011). Human resource development: Theory and practice. Seoul, Korea: Hakjisa Publishing.
Cho, Dae-Yeon, & Kwon, Dae-Bong (1998). Structured-OJT for New teachers. Journal of Educational Research, 36(1), 93-115.
Coleman, J. S. (1987). Families and Schools. Educational Researcher, 6, 32-38.
Fisher, C. D. (1986). Organizational socialization: An integrative review. Research in Personnel and Human Resources Management Review, 4, 101-146.
Goldstein, I. L., & Ford, K. (2002) Training in Organizations:Needs assessment, Development and Evaluation (4th ed.). Belmont: Wadsworth.
Higgins, M. C., & Thomas, D. A. (2001). Constellations and careers:Toward understanding the effects of multiple developmental relationships. Journal of Organizational Behavior, 22, 223-247.
Jacobs, R. L. (2003). Structured on-the-job training : Unleashing employee expertise in the workplace. San Francisco:Berrett-Koehler.
Jeon, Eun-Ji, Song, Young-Sun, & Lee, Hee-Su (2011). The Influence of the Characteristics of S-OJT Programs on Organizational Commitment and Turnover Intention. Journal of Small Business Studies, 33(4), 177-199.
Kim, Min-Soo, Jun, Hee-Son, Lee, Eun-Hye, & Shin, Yu-Hyung (2009). The Effects of Goal orientation on newcomer’s Organizational Socialization: The Mediating Effect of socialization Tactics. Journal of Industrial and Organizational Psychology, 22(2), 209-231.
Kim, Sang-Pyo, & Kim, Tae-Yeol (2004). Organizational Socialization Tactics, Proximal Socialization Outcomes, and Distal Socialization Outcomes. Journal of Business Administration, 33(6), 1781-1808.
Kim, Soo-Won (2005). Companies' OJT Condtion and Policy Promotion Task. Journal of the HRD Review, 8(4), 168-177.
Kim, So-Young, Chang, Won-Sup, & Kim, Min-Young (2007). Canonical correlations analysis between organizational adaptation variables and individual characteristics, structural, learning experiences at work variables for college graduate early careers. Journal of Korean Education, 4(4) 105-129.
Kim, Yong-Hak (2003). Social Network Theory. Seoul, Korea:Parkyoungsa Publishing.
Kofman, F., & Senge, P. M. (1993). Communities of Commitment: The Heart of Learning Organizations. Organizational Analysis, 3, 10-23.
Kwak, Mi-Sun, & Jyung, Chyul-Young (2014). A meta-analysis on the Relationships between organizational commitment, job satisfaction and OJT factors. The Society of Korean Agricultural Education, 46(3), 159-179.
Lee, Hye-Lim (2004). The Effect of On The Job Tanning Education and Tanning on Employee's Job Satisfaction. Seoul, Korea: Master's thesis in Kyunghee University.
Lee, Joo-Hyeong (2002). Tourism. Seoul, Korea: Baeksan Publishing.
Lee, Sun-Hee (2000). Encyclopedia for successful start up of Travel Agency. Seoul, Korea: Daewangsa Publishing.
Locke, E. A. (1976). The Nature and Cause of Job Satisfaction. Chiago: McNally.
Morrison, E. W. (2002). Newcomers’ relationships: The role of social network ties during socialization. Academy of Management Journal, 45(6), 1149-1160.
Mowday, R. T., Steers, R. M., & Porter, L. W. (1979). The measurement of organizational commitment. Journal of Vocational Behavior, 14(2), 224-247.
Mueller, C. W., Wallace, J. E., & Price, J. L. (1992). Employee commitment, resolving some issues. Work and Occupations, 19(3), 211-236.
O'Reilly, C. A., & Pfeffer, J. (2000). Hidden Value: How Great Companies Achieve Extraordinary Results with Ordinary People. Boston: Harvard Business School Press.
Ostroff, C., & Kozlowski, S. W. J. (1992). Organizational Socialization as a Learning Process: The Role of Information Acquisition. Personnel Psychology, 45(4), 849-874.
Park, Kyung-Kyu, & Lim, Hyo-Chang (2000). Effectiveness of the On-the-Job Training: Focused on Comparison with the Off-the-Job Training. Journal of KLERA, 10(2), 95-125.
Rothwell, W. J., & Kazanas, H. C. (2004). Improving on-the-job training: How to establish and operate a comprehensive OJT program. IN: Pfeiffer.
Smith, C. A., Organ, D. W., & Near, J. P. (1983). Organizational citizenship behavior: Its nature and antecedents. Journal of Applied Psychology, 68, 655–663.
Van Maanen, J., & Schein, E. H. (1979). Toward a theory of organizational socialization. In Staw, M. B. (ed.). Research in Organizational Behavior, 1, 209-264.
- 다운로드 수
- 조회수
- 0KCI 피인용수
- 0WOS 피인용수