본 연구는 구인․구직의 중계(Matchmaking)에 실질적인 도움을 위하여 구직자의 성별, 연령별, 지역별, 대학․전문학별, 전공계열별 직장선택의 주요 고려 요인의 차이점을 분석하고자 하였다. 기존 연구에서 개발된 구직자 관점의 기업평가 모형을 활용하여 구직자 635명을 대상으로 AHP를 적용한 설문을 수행하여 구직자 유형별 고려요인의 차이를 분석하였다. 본 연구의 결과 다음 4가지 구직자관점의 의의를 찾을 수 있었다. 첫째, 구직자는 구직의사결정에서 많은 정보를 필요로 하나, 현재 얻을 수 있는 정보가 제한되어 있다는 것이다. 구직자에게 추가 정보를 효율적으로 제공한다면 보다 합리적인 구직의사결정이 가능할 것이다. 둘째, 구직자 유형별 직장선택 요인에 대한 중요도의 차이가 상이하다는 것이다. 특히 성별과 대학학제별 직장선택 요인의 경우 지표수준에서 차이가 나타났다. 이는 구직자 특성에 따른 직장선호 조건이 다르므로, 구직자 특성에 반영한 직장 추천이 필요함을 의미한다. 셋째, 지역별 직장선호도의 차이가 나타났으므로, 지역기업에서는 이를 반영하여 구인 시 활용하는 것이 필요하다. 넷째, 직장 경험 유무에 따라 중요도의 차이가 분석되었으며, 이는 직장경험이 없는 구직자를 대상으로 올바른 직장에 대한 인식과 직장선택을 위한 교육이 필요하고 볼 수 있다.
본 연구는 구직집단에 따라서 중요하게 고려하는 요인에 대한 차이가 존재한다는 것을 확인하였고, 한 집단에게 좋은 직장이 반드시 다른 집단에게도 좋다고 할 수 없음을 의미한다. 본 연구의 결과를 활용하여 집단 또는 개인의 특성을 파악하고 그에 합당한 직장 또는 직업을 제공할 수 있는 서비스의 제공 또한 현재의 중소기업과 구직자의 미스매치를 해결할 수 있는 방향과 정책 설정에 활용될 수 있을 것으로 기대된다.
If a job seeker can easily access to or be provided with the information about a company of interest for being employed and know some companies provide what they want or other companies do not, it would be very helpful for choosing one among job alternatives. Even though lots of information on a specific company is available on the web or from enterprise information providers, this information mainly includes some specific contents which someone with a specific interest wants. Corporate information has been provided for several purposes in a variety of reasons. One is the information about company financial status for better and safer investment and the other may be the general overviews on company web sites for improving company image in public and etc. There is little corporate information available which is tailored to fit what a specific job seeker wants and none the less, it's hard to find any service to compare alternative companies according to any job seeker's preferences.
In reality, well-known or major companies are preferred by job seekers just because job seekers are either familiar to the name and the image of the company or exposed to the company commercial advertisements. Therefore, Small and medium enterprises (SMEs), which have potentials of significant growth in future and providing better work environments, do have few means to deliver company information to potential employees, so have difficulties in recruiting preferred human resources.
This research analyzes the differences of job seeker's major concerning factors due to the job seeker's differences of gender, age, region, university or major department. Using the company assessment framework previously developed by authors, an Analytic Hierarchy Process (AHP) survey is performed for job seekers and the differences of priorities of major concerning factors are analyzed. The company assessment framework is a 3 level hierarchical structure composed of 4 groups, 12 factors and 32 indexes. The four groups of the relative factors are each as following, (1) corporate types and sizes, (2) job stability and growth, (3) working conditions and (4) wage level and benefits. The factor(second) level consists of corporate type, size, stability, growth potential, profitability, credit, vacation policy, working environments, promotion, wages, benefits and educational supports.
Over one thousand students who is going to find jobs near future in the second half of 2010 school year are surveyed and investigated for research purposes. The CI(Consistent Index) values and the individual weights in AHP analysis are calculated. Among one thousand survey papers collected, finally 635 papers are analyzed as 365 survey papers with CI values above 0.1 are excluded. ANOVA (Analysis of variance) is mainly used for analyzing the differences between job seekers types, and the Scheff post-analysis is performed in case of needing further analysis. From the re sults of this analysis, following four significant implications are found regarding the intent of job seekers First, the job seekers need more information in decision making than the limited information which is currently available. If additional information is effectively provided, job seekers are able to make more rational decisions. The priorities for the first level four groups are corporate types and sizes (0.274) stability and growth (0.265), working conditions (0.225), salary and welfare (0.236) in order. The priorities of the second level factors are determined as corporate type (0.153), size (0.120), wages (0.099), work environments (0.083), stability (0.082), and benefits (0.077) in the order. The top five of 12 factors accounts for 53.7 percents of the total significance. In the level three, the top 10 indices accounts for 50.34%, but the importance of sub-indices is quite big 49.66%. In general the company information for sub-indices of 49.66% is harder to obtain than that of the top 10 indices. This priority analysis shows: utilizing more information is critical for reasonable decision making but, the difficulty of the process of obtaining information or imperfect of the information provided makes this process difficult.
Second, job seeker's major concerning factors are different according to the job seeker's gender, age, region, university or major department. In particular, the differences of priority in the ‘index’ level of the company assessment framework are clear for different gender or type of colleges. Therefore, the job recommendations need to reflect job seekers characteristics. For different gender, only the working conditions in the first group level is detected with significant difference. In other words, the preference for corporate types and sizes, stability and growth, salary and welfare between the genders does not appear, but female job seekers consider the working conditions more seriously than male ones do. In the second factor level, the preference for corporate types, vacation policy and working environments is different between genders. Compared to women, men considers the corporate types more seriously and women think vacation policy and working conditions are more important when searching jobs. For different types of colleges (four-year or two-year college), the stability and growth in the first group level is detected with meaningful difference. Four-year college students compared to two-year college students are analyzed to consider the company stability and growth important. In the second factor level, two-year college students consider corporate size and vacation policy more seriously and four-year college students think three indices(stability, growth potential and profitability) are more important.
Third, there were regional differences in job preferences. Local businesses need to take advantage of these differences, when they want to hire better employees.
The ANOVA analysis for the regional differences shows that significant difference is detected in the first "group" level factors: stability and growth, working conditions and salary and welfare. In order to verify significance of differences between regional groups, the Scheffe post-analysis is conducted, but no significant differences are drawn in the second factor level. Significant differences are found in the third index level entries: the corporate type, size, profitability, credit grade, and paid vacation, work location, promotion, employee tuition support. Especially, differences in importance of profitability are appeared in the order of regions: Chungcheong, Kyungnam, Honam, Metropolitan, and Central regions. Job seekers in Metropolitan think working conditions and salary and welfare more seriously than the other regions.
Forth, the significant differences are caught according to the job seeker's work experience, so it show the need of educational program like right job awareness for job seekers without work experience This research shows and confirms that major job concerning factors vary due to the difference of job seeker's various environmental states. This means good jobs for one group of job seekers might not be good for other groups.
The implications of this research can be used to provide job offering services based on characterizing individual or group of job seekers, to reduce currently focused problem, job mismatching between job seekers and job opening companies and help policy-makers to tackle the problem of unemployment of young people.
In the long term perspective, we hope that the Korean SMEs suffering the human resource shortage will have more chances to hire new capable employees easily and that job seekers will be given a reasonable model for evaluating job-opening alternatives.
청년고용 및 인적자원 개발기업에 대한 기업평가모형의 탐색적 연구
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