우즈베키스탄 진출 한국대학 내 한국어 강사의 해외근무 동기 요인
The Motivation Factors for Korean Language Teachers to Work in Uzbekistan
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본 연구는 우즈베키스탄에 진출한 한국대학 내의 한국어 강사들의 우즈베키스탄 근무 동기 요인을 조사하는 것이다. 인적자원 선발 과정에서 필요한 근무동기요인 뿐만 인적자원 유지 관점에서 필요한 한국어 강사 선발요인 및 장기간 근무할 수 있는 요인을 조사하였다. 이를 위하여 한국어 강사들과 대학 조직 내 한국어 강사 선발 권한이 있는 경영층에 대한 반 구조화된 인터뷰를 하였다. 구체적으로, 한국어 강사들의 우즈베키스탄 근무동기요인은 1) 해외경험과 한국어 강사 경력을 위하여, 2) 배우자 직장 등으로 거주하다 우연한 기회에, 3) 우즈베키스탄 학업 목적으로 거주하다 우연한 기회에 일자리를 제안받은 것으로 나타났다. 조직 내 한국어 강사 선발 권한이 있는 관리자에게 성공적으로 한국어 강사를 선발하는 데 필요 요인을 인터뷰한 결과 1) 한국어 교육 경험 및 한국어 교육 전공, 2) 한국어 강사 자격증, 3) 시범 강의를 통한 강의평가, 4) 교육에 대한 열정과 흥미, 5) 우즈베키스탄 문화 이해, 6) 새로운 문화 수용 태도로 나타났다. 한국어 강사를 선발 후 오랫동안 근무하는 데 필요한 요인은 1) 대학 조직의 관리자들의 외국인으로 한국어강사들의 대한 이해, 2) 한국어 강사들의 다른 문화와 시스템에 이해로 나타났다. 본 연구결과는 향후 해외에서 외국인을 대상으로 한국어를 가르칠 강사를 선발할 때, 선발요인으로 참조할 수 있는 중요한 자료가 될 것이라는 점에서 실무적 연구에 시사점이 있다.
Abstract
This study examined the motivation factors for Korean language teachers to work in Uzbekistan. This study investigated not only the motivation factors required in the human resource selection process, but also the selection factors for Korean language teachers needed from the viewpoint of maintaining human resources and working for a long time. To this end, semi-structured interviews were conducted from Korean language teachers and the managers who have the authority to select Korean language teachers in the university organization. Specifically, the motivations for Korean language instructors to work in Uzbekistan are as follows: 1) For overseas experience and career as a Korean language instructor, 2) For an accidental opportunity while living with a spouse, etc., and 3) For studying in Uzbekistan and being offered a job at an accidental opportunity. As a result of interviewing a manager, factors necessary to successfully select Korean language instructors are found as follows, 1) Korean language teaching experience and having the relevant degree for Korean language, 2) Korean language instructor certification, 3) lecture evaluation, 4) Passion and interest in teaching, 5) Understanding of Uzbekistan culture, and 6) Acceptance attitude about different cultures. The factors necessary to work for a long time are 1) University managers’ understanding of Korean language instructors, and 2) Korean language instructors' understanding of different cultures and systems. This study has practical implications in that it will be important results that can be used as selection factors when selecting Korean language instructors to teach Korean language to foreigners in the future, and the limitations of the study and future research directions were suggested.
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