Q 방법론을 활용한 육군 조기 전역 장교의 직업가치관 유형에 관한 연구

Abstract

This study analyzes work values of army officers from Korea Military Academy as many of them are getting early discharges now days. The work value is an individual's attitude and belief structure towards occupation and influences people significantly when they are changing jobs. The following are the hypotheses referring to the preceding research. First, the officers who are discharged early have work values that are more suitable to occupational model then institutional model. Second, army officers who get discharged early have work values that attach great importance to extrinsic values than intrinsic values. Due to the lack of related studies, the study utilized Q methodology, which is often used in exploratory research. 34 Q statements were used and 29 respondents participated. As a result, it was found out that there are 4 types of work values. The first category is the "pursuit of social achievement type." The respondents were showing an interest in attaining social position, influence and admiration. However, they did not agree to statements related to economic factors. The second category is the "pursuit of professionalism and stability type." The statements that the respondents agreed to were related to professionalism in specific work, achievement through task and stable living. On the other hand, the respondents did not agree to statements related to economic factors and gaining social influence through occupation. The third category is the "self-directed type." The statements that the respondents concurred to were pertaining to achievement through work, practical tasks and discretionary power. Instead, the respondents contended with statements containing continuous service in one workplace and economic factors. The fourth category is the "seeking reward type." Respondents complied to statements concerned with fairness in performance review, adequate compensation and chances of promotion. On the contrary, they dissented to statements related to working outside office hours. The result rejects all the hypotheses that were set for this study. Which means, every responders' work value is rather different from those of conventional subjects. Thus, conventional phenomenons like the current military's trend of turning into a occupational model, and the increase of the importance of extrinsic value cannot explain the results of responders' occupational value. Even though there is a limitation due to the fact that there is insufficient amount of analysis on officers who are currently in active service to compare, the research has a slight meaning of laying the foundation for a future research by categorizing officers who are early discharged from the service with the Q methodology.