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비서의 경력전환에 관한 질적연구

Title
비서의 경력전환에 관한 질적연구
Other Titles
A study for Career Transition of Secretaries
Authors
김현희
Issue Date
2007
Department/Major
대학원 국제사무학과
Publisher
이화여자대학교 대학원
Degree
Master
Advisors
최애경
Abstract
The recent trend of globalization has brought lots of changes in business environment. Of such changes, the importance of human resources is being emphasized, leading companies to make efforts to acquire competent and skilled employees. Therefore, today organizations and their members are displaying an ever growing interest in career matters such as career management and career transition. In the past when lifetime employment was guaranteed, career management meant that an individual maintains his fist job until he retires. However, due to the changes in business environment, it is becoming increasingly important that employees improve their competitiveness which leads them to the right job at the right time. As employees have become interested in career, they began to consider leaving their jobs for career transition according to their career plan. Although secretary jobs have increased to account for a large portion of female workforce, only a few secretaries manage their career in the long term. That is because they do not receive education on career management, and thus lack understanding of it. This can be an obstacle to the growth of professional secretary jobs and also can generate losses to companies in a long term. Focusing on career transition from the secretary to the human resource manager, this research examined secretary's career transition. It tried to investigate the factors that lead to career transition and the advantage of career transition from the secretary to the human resource manager. It attempted to help current secretary to understand and prepare for career transition in detail and university students to make a long term career plan. In the study, the following research questions were addressed. First, when is appropriate period to make a career transition? Second, what are detailed factors of career transition? Third, what capabilities are developed while working as a secretary? Fourth, what are the duties of the human resource manager? Fifth, what are the similarities in duties between the secretary and the human resource manager? Sixth, what are the differences in duties between the secretary and the human resource manager? Seventh, what are the strategies for effective career transition of secretaries? Using qualitative research method, first and second interviews were conducted to collect data. The first investigation included in-depth interviews with persons who experienced career transition from the secretary to the human resource manager and the second investigation was carried out through a focus group interview involving ten selected people. The purpose of the first investigation, which involved two people, was to develop questionnaire. The second investigation was conducted once and the ten interviewees of the focus group were selected from those who had made career transition from the secretary to the human resource manager. The result of interview was analyzed using Nvivo 2 program that is an instrument of qualitative research analysis. The results of this research are as follows. First, the secretaries made career transition five years after they began working as secretaries. Second, the career transition was due to the limitation of secretary duties with working years. Moreover, majority of career transitions were made by the recommendation of their bosses and some transition were due to a salary increase accompanied with promotion. Third, through working as a secretary, the secretaries developed communication skills with their boss and organizational members and came to have better understanding of an organization. Fifth, the similarities in duties between the secretary and the human resource manager seemed to be the understanding of an organization and securing secrets from the perspective of management. Sixth, while secretaries work with only a few bosses the human resource managers have to understand all organization members. Moreover, the duties of secretaries are limited, whereas the duties of the human resource managers seemed to require creative thinking. Seventh, the job of secretary appears to be relatively easily converted to other jobs, and actually the transition made to various areas such as human resource, accounting, planning, marketing, convention, and so on. That is because the secretary position requires active attitudes and foreign language skills. The examination of the case of career transition from the secretary to the human resource manager showed that secretaries can have an opportunity to make a career transit, when they have active attitudes and professionalism with expert knowledge in other areas other than their own area. Business knowledge, the interpersonal skill, communication skill, service mind, and understanding of organization can be developed while they work as secretaries. It was found that such capabilities are very helpful in their career transition. The limitations of this research are as follows. First, as a qualitative research method is not able to generalize results, this research either can not generalize the research results. That is because the research cannot eliminate the subjective opinions of the researcher during data collection and data analysis. Second, researcher opinions can be involved in coding during the content analysis of interview results. Although there is one more coder to prevent the involvement of researcher's opinion, it seems to be difficult to resolve the problem. Thus, in order to generalize the results, the research should be conducted using a quantitative research method. This will give validity and reliability to the research. As the case in this research is confined to career transition from secretary to human resource manger, the cases of the career transition into other jobs are remained for the further research.;과거 평생직장 시대에서의 경력관리는 한 직장에서 자신을 유지하는 것이 일반적인 가치였다. 그러나 최근 기업의 글로벌화로 인적자원과 유능한 인재확보의 중요성이 부각되면서 개인이나 조직은 경력관리, 경력전환 등의 교육 훈련에 대한 관심이 증대되고 있다. 때문에 조직구성원들은 기업 환경변화에 적응 될 수 있는 자신만의 경쟁력을 확보하는 것이 관건이 되고 있다. 이와 같이 기업 환경 변화와 인적자원의 중요성은 비서 업무도 예외는 아니다. 오늘날 비서직의 성장은 여성인력의 대부분을 차지하고 있지만 정작 자기개발에 대한 노력 미흡으로 전문비서직 발전에 장애 요인과 동시에 장기적으로는 기업에 손실을 초래 할 수 있을 것이다. 이 연구는 비서에서 인사담당자로의 경력전환 사례를 중심으로 살펴보았다. 경력전환의 시기, 요인은 구체적으로 무엇이며, 경력개발 내용과 인사담당자와 비서와의 유사점과 차이점 은 무엇인지 파악하고자 한다. 이를 수행하기 위한 연구방법으로는 1, 2차 인터뷰를 실시하였다. 1차 조사는 비서직에서 인사담당자로 경력전환자를 일대일 심층 인터뷰로 1명을 대상으로 실시하였으며, 2차 조사는 1차 대상자중 1회에 한 하여 포커스 그룹 10명을 선정하여 면접을 실시하였다. 인터뷰 결과에 대한 내용분석 도구는 Nvivo 2 프로그램을 통하여 분석한 결과는 다음과 같다. 첫째, 비서의 경력전환은 업무의 한계로 5년차 이후로 나타났으며, 근속연수도 함께 나타났다. 또한 대다수가 상사의 추천에 의한 경력전환이 이루어지고 있었으며 승진에 따름 금전적인 이유에서도 경력전환 하기도 하였다. 둘째, 비서 업무의 장점은 조직의 이해 및 상사와 구성원과의 커뮤니케이션 능력이 발전되었으며, 비서와 인사담당 업무의 가장 큰 유사성은 경영자적 입장에서 조직에 대한 이해와 비밀 보장 등이 유사한 것으로 나타났다. 셋째, 비서와 인사담당자 업무의 차이점으로는 비서는 극소수의 상사만을 대해야 하는 반면 인사담당자는 조직구성원 모두를 이해해야 하는 업무라는 점에서 다르다고 하였다. 또한 비서는 한정적인 업무라면 인사담당자는 창의적인 부분을 많이 요구하는 것으로 나타났다. 넷째, 비서의 경력전환 하기에 매우 유리한 위치에 있다고 할 수 있다. 진출가능한 분야로는 인사를 포함하여 회계, 기획, 홍보, 컨벤션 등 다양하게 나타났다. 경력전환의 기회를 갖기 위해서는 적극적인 자세와 어학 실력이 요구 되었다. 이상의 결과를 볼 때, 비서에서 인사담당자로의 경력전환은 적극성과 전문성이 요구되며, 비서 본연의 업무 이외에 전문지식을 갖추고 있어야 경력전환의 기회가 되는 것으로 나타났다. 경영지식, 대인관계능력, 커뮤니케이션 능력, 서비스 정신, 조직의 이해 등은 경력전환에 많은 도움이 되는 것으로 나타났다.
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