2019, Vol.3, No.2

The Journal of Education Consulting & Coaching 2023 KCI Impact Factor : 2.05

pISSN : 2586-3886
https://journal.kci.go.kr/kaecc

In an organizational environment that enforces short-term performance and outstanding performance, organizational members tend to perform their tasks perfectly. It also demonstrates a willingness to demonstrate an individual’s abilities through perfect work processing. On the other hand, negative psychological conditions are experienced by others excessive consciousness and excessive pursuit of perfectionsm. In the process of dysfunctional perfectionism negatively affects the psychological state, we attempted to explore the moderating effects of mitigating it. Therefore, this study aims to verify the relationship between of organizational member evluative concerns perfectionism and resilience and to identify the moderating role of colleague trust. To test the hypothesis, the final 251 data were used for analysis for companies with more than 300 and employees in various occupations. In order to minimize the problem of common method bias, surveys were conducted at intervals when measuring dependent variables. we used positive and negative emtions as control variables to clarify the hypothetical relationship between variables. The results of the analysis were as follows ; First, the evaluative cencerns perfoectionism had a significant negative effect on resilience. Second, the moderating effect of colleaque trust was found to be a mitigating effect between evaluative concerns perfectionism and resilience. Higher evaluative concerns perfectionism about organizational members indicate lower resilience, but higer emotional and cognitive trust in colleafues suggests that they want to recuperate low resilience. Based on the findings above, the proposal was made.

The purpose of this study is to understand the trend of research on competency model development in domestic work field and to explore the future direction of competency model development research by comprehensively considering various competency model development cases of prior research. A prior study was considered based on 62 papers selected for the purpose of the study. The literature was classified by academic journal, yearly, subject, and competency model development method to identify the flow of research on competency model development in Korea. Based on the classification results, literature analysis and implications were derived to explore the direction of future competency model development research. As a result of the research, firstly, the research on the development of competency models in Korea started with businesses and expanded to school sites and public institutions. Second, there was a lot of research in the fields of leaders of each institution, office jobs, education and social welfare. Third, both the research following the procedures of the major scholars and other studies used quantitative research methods to validate the provisional competency model derived through prior and qualitative research. This study is an initial study related to the development of competency models. Most of the 62 research papers under this study were those that developed competency models for actual specific jobs or tasks. Each of these studies had appropriate research purposes or research and development procedures.

The purpose of this study is to explore recent research trends about job analysis using systematic literature review. For this purpose, a wide range of references was collected by using databases for domestic research papers. Finally, a total of 29 articles are selected and analyzed through our own selection process prepared in this study. The findings of this study are as follows. First, the field of research in job analysis was actively studied in the field of occupation . Second, DACUM survey is the major methods used for job analysis. The subjects of job analysis are in the public education field, job education field and medical care field. Thus the important analysis contents include job definition, responsibilities, tasks, and task’s importance etc. Finally, various suggestions for job analysis results are appear. Among these suggestions, development and improvement appeared most frequently in this training program. Based upon these findings, this study from job analysis should be used in terms of evaluation and compensation of curriculum, including job model, job manual and job improvement, as well as development and improvement of curriculum. Job analysis should be newly performed after a certain point in time rather than a one-off event, laying the groundwork for continuous development of the organization and its members. The implications of this study can be found in eliciting implications for future job analysis studies and in presenting research directions for current and future job analysis.