Since the 1997 financial crisis in Korea, contingent employment has increased to enhance flexibility of utilization of human resources and to reduce costs, It caused social issues, including utilization of contingent workers under the poor rule, discriminative working conditions, illegal employment ...
Since the 1997 financial crisis in Korea, contingent employment has increased to enhance flexibility of utilization of human resources and to reduce costs, It caused social issues, including utilization of contingent workers under the poor rule, discriminative working conditions, illegal employment and an evasion of the law. The Korean government has positively addressed these issues by establishing measures such as a working condition monitoring system and the legislation for protection of contingent workers. The government introduced comprehensive measures for contingent employment of public sectors in August 2, 2006. It launched a plan called 'conversion of contingent status employment to indefinite-term status employment' in june 2007. In accordance with the plan, those who had worked for more than two consecutive years as of May 31, 2007 can renew their contract as indefinite-term workers or regular workers. They needed to apply for the conversion process at the end of September 2007. In November 2007. schools converted contingent status workers who had worked for more than two consecutive years Lo regular status workers (indefinite-term workers). Contingent workers at school sign their contract as regular workers (indefinite-term workers) or contingent workers (fixed-term workers) based on theirworking period under the almost same working conditions. The school organization was established to arrange the tasks of each member of staff and to collaborate to achieve educational objectives, It consists of the teaching staff who are in charge of instructing students and The school staff who arc in charge of supporting educational activities of students. The school staff includes regular workers, including education administrative staff and technical staff, and contingent workers, Contingent workers include supporting staff, experiment assistants, kitchen staff, computer assistants, school affairs assistants, athletic coaches, daily dietitians, librarian assistants, kindergarten assistants and special needs class assistants. The existing analytic studies of contingent employment were mainly focused on industrial fields. There is a mere study of contingent employment in public, sectors, especially in educational institutions. As contingent employment has increased in schools, each school has difficulties in managing human resources. This study explores job satisfaction of contingent workers at schools that account for considerable parts in managing human resources. Job satisfaction shows the level of satisfaction with the tasks and working environments. Job satisfaction influences the development of individuals and organizations as well as morale and the will to work. This study identifies psychologicalstatus of individuals and soundness of organizations. The study also provides essential information for human resources management. The purpose of this studyis to find effective operational plans for contingent workers at school by measuring job satisfaction with recognition of human resources management dimensions and interpersonal relationships dimensions. The study draws job satisfaction factors from human resources management and interpersonal relationships. Factors related to human resources management include recruitment, retirement, employment management, training, development and management of tasks, working conditions and task-related maintenance and management. Factors related to interpersonal relationships include relationships with bosses, relationships with companies, and relationships with customers. The examination of job satisfaction was done with regular workers(indefinite-term workers) and contingent workers (fixed-term workers). The findings show that recruitment, retirement and employment management for stability have no significant effect on job satisfaction. Training and development and management of tasks have significant effects on job satisfaction. Working conditions and task-related maintenance and management have significant effects on job satisfaction. Task-related maintenance and management has significant effects on job satisfaction of regular workers, but no significant effects on job satisfaction of contingent workers. Relationships with bosses have no significant effect on job satisfaction. Relationships with companies have significant effects on job satisfaction of regular workers, but no significant effect on job satisfaction of contingent workers. Relationships with customers such as parents and students have significant effects on job satisfaction of regular workers, but no significant effect on job satisfaction of contingent workers. The results of the study suggest the following efforts to improve job satisfaction of contingent workers at schools. First, the establishment of good working conditions, including extension of working terms and appropriateconversion to regular status employment is needed to secure stability and prospects of employment. It will improve job satisfaction in terms of employment management. Second, continuous job training is needed to recognize importance and value of job and job details and handling methods and to demonstrate maximum capabilities. Appropriate compensation is needed to raise self-esteem when workers show high performance in their tasks, It will improve job satisfaction in terms of development and management. Third. improved working conditions arc needed at the following areas: 1) physical conditions, including lights, temperature, atmosphere and space arrangement; 2) time-related conditions, including working hours, break time and leave of absence; 3) social conditions, including welfare systems. It will improve job satisfaction in terms of maintenance and management. Forth, school principals and bosses need to make efforts to maintain close relationships and effective communications with contingent workers. It will improve job satisfaction in terms of relationships with bosses. Fifth, more efforts to build confidence and to provide colleagues with help and collaboration are needed. It will improve job satisfaction in terms of relationships with companies. Sixth, students and parents need to understand the tasks of contingent workers and collaborate in a friendly way. It will improve job satisfaction in terms of relationships with customers, including parents and students. This study indicates job satisfaction of current contingent workers at school, related working conditions and improvement plans for working conditions by exploring significant factors on job satisfaction.
Since the 1997 financial crisis in Korea, contingent employment has increased to enhance flexibility of utilization of human resources and to reduce costs, It caused social issues, including utilization of contingent workers under the poor rule, discriminative working conditions, illegal employment and an evasion of the law. The Korean government has positively addressed these issues by establishing measures such as a working condition monitoring system and the legislation for protection of contingent workers. The government introduced comprehensive measures for contingent employment of public sectors in August 2, 2006. It launched a plan called 'conversion of contingent status employment to indefinite-term status employment' in june 2007. In accordance with the plan, those who had worked for more than two consecutive years as of May 31, 2007 can renew their contract as indefinite-term workers or regular workers. They needed to apply for the conversion process at the end of September 2007. In November 2007. schools converted contingent status workers who had worked for more than two consecutive years Lo regular status workers (indefinite-term workers). Contingent workers at school sign their contract as regular workers (indefinite-term workers) or contingent workers (fixed-term workers) based on theirworking period under the almost same working conditions. The school organization was established to arrange the tasks of each member of staff and to collaborate to achieve educational objectives, It consists of the teaching staff who are in charge of instructing students and The school staff who arc in charge of supporting educational activities of students. The school staff includes regular workers, including education administrative staff and technical staff, and contingent workers, Contingent workers include supporting staff, experiment assistants, kitchen staff, computer assistants, school affairs assistants, athletic coaches, daily dietitians, librarian assistants, kindergarten assistants and special needs class assistants. The existing analytic studies of contingent employment were mainly focused on industrial fields. There is a mere study of contingent employment in public, sectors, especially in educational institutions. As contingent employment has increased in schools, each school has difficulties in managing human resources. This study explores job satisfaction of contingent workers at schools that account for considerable parts in managing human resources. Job satisfaction shows the level of satisfaction with the tasks and working environments. Job satisfaction influences the development of individuals and organizations as well as morale and the will to work. This study identifies psychologicalstatus of individuals and soundness of organizations. The study also provides essential information for human resources management. The purpose of this studyis to find effective operational plans for contingent workers at school by measuring job satisfaction with recognition of human resources management dimensions and interpersonal relationships dimensions. The study draws job satisfaction factors from human resources management and interpersonal relationships. Factors related to human resources management include recruitment, retirement, employment management, training, development and management of tasks, working conditions and task-related maintenance and management. Factors related to interpersonal relationships include relationships with bosses, relationships with companies, and relationships with customers. The examination of job satisfaction was done with regular workers(indefinite-term workers) and contingent workers (fixed-term workers). The findings show that recruitment, retirement and employment management for stability have no significant effect on job satisfaction. Training and development and management of tasks have significant effects on job satisfaction. Working conditions and task-related maintenance and management have significant effects on job satisfaction. Task-related maintenance and management has significant effects on job satisfaction of regular workers, but no significant effects on job satisfaction of contingent workers. Relationships with bosses have no significant effect on job satisfaction. Relationships with companies have significant effects on job satisfaction of regular workers, but no significant effect on job satisfaction of contingent workers. Relationships with customers such as parents and students have significant effects on job satisfaction of regular workers, but no significant effect on job satisfaction of contingent workers. The results of the study suggest the following efforts to improve job satisfaction of contingent workers at schools. First, the establishment of good working conditions, including extension of working terms and appropriateconversion to regular status employment is needed to secure stability and prospects of employment. It will improve job satisfaction in terms of employment management. Second, continuous job training is needed to recognize importance and value of job and job details and handling methods and to demonstrate maximum capabilities. Appropriate compensation is needed to raise self-esteem when workers show high performance in their tasks, It will improve job satisfaction in terms of development and management. Third. improved working conditions arc needed at the following areas: 1) physical conditions, including lights, temperature, atmosphere and space arrangement; 2) time-related conditions, including working hours, break time and leave of absence; 3) social conditions, including welfare systems. It will improve job satisfaction in terms of maintenance and management. Forth, school principals and bosses need to make efforts to maintain close relationships and effective communications with contingent workers. It will improve job satisfaction in terms of relationships with bosses. Fifth, more efforts to build confidence and to provide colleagues with help and collaboration are needed. It will improve job satisfaction in terms of relationships with companies. Sixth, students and parents need to understand the tasks of contingent workers and collaborate in a friendly way. It will improve job satisfaction in terms of relationships with customers, including parents and students. This study indicates job satisfaction of current contingent workers at school, related working conditions and improvement plans for working conditions by exploring significant factors on job satisfaction.
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