교육행정직공무원의 직무만족에 관한 연구 : 경기지역 초·중학교 행정실장을 중심으로
iv, 86 p.
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The leaders, who are in charge of the educational administration at schools, carry themselves out plans; related to the educational administration and their degree of the working-satisfaction influences significantly on the whole of the educational administration, further more is connected directly with our education. Hence, as grasping factors which have affected to the working-satisfaction of an administrative leader and investigating the way of its development, it is quantitatively improved on the educational administration, moreover, to seek for the growth of our education perspectively. The followings have been summed up the consequences of this study. According to this investigation in terms of 'individual's background', it was revealed that female leaders of the educational administration were twice as many as male leaders, their average of ages was in the 30s, and positions were distributed over the level of 7th or 6th. Most of them have graduated from university and, the leaders who work in elementary schools are over twice as many as those in middle schools with direct ratio of a number of schools respectively. The career experience is between 6-10 years, or even to over 16 years, and geographically speaking, most of them work in schools which are located downtown because of the regional traits on Kyunggi Province. Generally, it is shown that the administrative leader's degree of working-satisfaction is low, especially it is to a person who has an experience less than 5 years or is under 29 years old or at the level of 9th. It is therefore, necessary to support and take account into their improvement on the degree of working-satisfaction. The degree of working-satisfaction refers to the following factors. First, for the degree of working-satisfaction related to the duty, degree of satisfaction is higher than that of dissatisfaction, however she or he gives thought to have a lot responsibility due to the quantity of duty compared with their authorities. At the elementary schools, it is presented that administrative leaders do their work a lot more than those who works in other institutions. Second, on the features related to personnel, they highly feel not to have satisfaction of which spending time to prepare their promotion opportunity, transferring and assessing work place. It was viewed that they regard the level of 5th as their available promoted position. Third, it was seen to have severely dissatisfaction about the level of wages compared with that of other workers in the similar position with them and teachers. Many of them answered that it might be difficult to make a living with these current wages and also they believed that around 30-60% of raise of payment will be very desirable. Fourth, to have been analyzed reward and punishment into degree of satisfaction, they were unsatisfied with a reward-punishment system, credit and assessing work. These are the reasons of their dissatisfaction; 1. they tend to distinguish between a purpose and a mistake because they are not satisfied in this system. 2. They believe that the degree of their punishment would be depended on the schools, families where they are from and also on the acquaintances and work areas. Fifth, they were almost satisfied with working environment, it was said, especially office facility, with fully provided equipments on the spot. Sixth, on the aspect of the degree of satisfaction on personal relationship and communication, they have been satisfied themselves and they have thought that qualification of work is recognized by their superiors, teachers or office colleagues, it is however, indicated that teacher's point of view is highly negative about their account's work. Finally, they have got dissatisfaction about social assessment and felt low while they have pride of their work as leaders of educational administration looking into perspective of development and emotional factors. This study refers to following conclusion. First, in order to improve degree of working satisfaction, the matter of wages must be embodied with the near future to meet the current life quality. Second, it is necessary to encourage and extend a reward about credit and achievement, also should maintain the fairness of assessment and punishment. Finally, it is significant to resolve a problem of personnel accumulation and to improve the system of transfer and assessment.