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    인적 자본과 사회적 자본이 대학생 취업의 질에 미치는 영향에 관한 연구 : - 광시지역 대학 졸업생을 중심으로 - = Research on the Influence of Human and Social Capital on University Students’ Employment Quality -Focusing on the University Graduates in Guangxi-

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    https://www.riss.kr/link?id=T16809604

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    다국어 초록 (Multilingual Abstract) kakao i 다국어 번역

    영어
    한국어
    university has been increasing year by year, and the "elite education" is changing to "mass education". At this time, the quality of higher education has become an issue of general concern for the whole society. Employment quality is an important indicator to measure the quality of higher education and has a significant impact on university students’ employment. What are the main factors affecting employment quality, and how to improve the employment quality? This paper tries to explore them.
    Presently, scholars have explored the factors affecting the employment quality of university graduates theoretically. Most scholars are in a macro perspective or are only limited to the influence of a single variable, lacking comprehensive thinking under different perspectives. Based on the research of previous scholars, this paper constructs a model of the influence mechanism of university students' two types of capital on employment quality from the perspective of human and social capital of university students, and puts forward reasonable hypotheses. Reliability and validity tests, independent sample tests, correlation analysis and regression analysis were conducted on the sample data of 1023 university graduates in Guangxi.
    The following conclusions were drawn from the empirical analysis: in the employment process of university graduates, there is a significant effect of both types of capital on the employment quality, with the effect of human capital being more significant. Among them, the education background of human capital has the most significant impact on the employment quality. The higher the education background level, the more university graduates tend to employment in the western region (that is, China's relatively backward regions), which is inconsistent with prior studies and the general perception of Chinese people. Probably because the country has been strongly encouraging and supporting graduates with high education background to work in the western region through policies, employment in western region can also realize the value of life.
    At the social capital level, both congenital social capital (that is, family social capital) and acquired social capital (that is, individual social capital) positively influence employment quality, while the effect of the mother's occupation and education background on the employment quality has not been verified. It may be that our respondents are mainly university graduates in Guangxi, which is a relatively backward province in China. Most of the students' mothers have not received much education or have no stable jobs, so it is not very helpful for children's employment.
    Finally, according to the existing conclusions, this paper puts forward rationalization suggestions from human and social capital. In terms of human capital, university students should seriously study professional knowledge, strive to improve their academic qualifications and comprehensive quality, and establish appropriate employment expectations and correct employment concepts; the government should improve the labor market while adjusting the industrial structure, promote the development of national economy and industrial upgrading, expand the space for university students' employment, encourage them to work at the grassroots level, and support them to start business in emerging industries. Colleges and universities should pay attention to the cultivation of students' practical skills, adjust the professional structure and direction of running schools according to changes in social needs and dynamic changes in the market, and encourage students to improve their academic qualifications.
    In terms of social capital, university students should make full use of opportunities to strategically enhance social capital through club activities, social practice, internships, etc. during their school years. The government should strengthen the construction of employment public information networks, improve the adequacy and transparency of employment information for university students, and create a fair employment competition atmosphere. Colleges and universities should establish an incentive mechanism for teachers to actively participate in employment guidance for university students, and provide counseling and assistance for university students' employment. Through alumni associations and enterprise exchanges meetings to provide sufficient internship opportunities, etc., university students are guided to cooperate with potential employers, make emotional exchanges and investments. At the same time, university students are given a rich platform of campus activities to broaden their social networks.
    번역하기

    university has been increasing year by year, and the "elite education" is changing to "mass education". At this time, the quality of higher education has become an issue of general concern for the whole society. Employment quality is an important indi...

    university has been increasing year by year, and the "elite education" is changing to "mass education". At this time, the quality of higher education has become an issue of general concern for the whole society. Employment quality is an important indicator to measure the quality of higher education and has a significant impact on university students’ employment. What are the main factors affecting employment quality, and how to improve the employment quality? This paper tries to explore them.
    Presently, scholars have explored the factors affecting the employment quality of university graduates theoretically. Most scholars are in a macro perspective or are only limited to the influence of a single variable, lacking comprehensive thinking under different perspectives. Based on the research of previous scholars, this paper constructs a model of the influence mechanism of university students' two types of capital on employment quality from the perspective of human and social capital of university students, and puts forward reasonable hypotheses. Reliability and validity tests, independent sample tests, correlation analysis and regression analysis were conducted on the sample data of 1023 university graduates in Guangxi.
    The following conclusions were drawn from the empirical analysis: in the employment process of university graduates, there is a significant effect of both types of capital on the employment quality, with the effect of human capital being more significant. Among them, the education background of human capital has the most significant impact on the employment quality. The higher the education background level, the more university graduates tend to employment in the western region (that is, China's relatively backward regions), which is inconsistent with prior studies and the general perception of Chinese people. Probably because the country has been strongly encouraging and supporting graduates with high education background to work in the western region through policies, employment in western region can also realize the value of life.
    At the social capital level, both congenital social capital (that is, family social capital) and acquired social capital (that is, individual social capital) positively influence employment quality, while the effect of the mother's occupation and education background on the employment quality has not been verified. It may be that our respondents are mainly university graduates in Guangxi, which is a relatively backward province in China. Most of the students' mothers have not received much education or have no stable jobs, so it is not very helpful for children's employment.
    Finally, according to the existing conclusions, this paper puts forward rationalization suggestions from human and social capital. In terms of human capital, university students should seriously study professional knowledge, strive to improve their academic qualifications and comprehensive quality, and establish appropriate employment expectations and correct employment concepts; the government should improve the labor market while adjusting the industrial structure, promote the development of national economy and industrial upgrading, expand the space for university students' employment, encourage them to work at the grassroots level, and support them to start business in emerging industries. Colleges and universities should pay attention to the cultivation of students' practical skills, adjust the professional structure and direction of running schools according to changes in social needs and dynamic changes in the market, and encourage students to improve their academic qualifications.
    In terms of social capital, university students should make full use of opportunities to strategically enhance social capital through club activities, social practice, internships, etc. during their school years. The government should strengthen the construction of employment public information networks, improve the adequacy and transparency of employment information for university students, and create a fair employment competition atmosphere. Colleges and universities should establish an incentive mechanism for teachers to actively participate in employment guidance for university students, and provide counseling and assistance for university students' employment. Through alumni associations and enterprise exchanges meetings to provide sufficient internship opportunities, etc., university students are guided to cooperate with potential employers, make emotional exchanges and investments. At the same time, university students are given a rich platform of campus activities to broaden their social networks.

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    국문 초록 (Abstract) kakao i 다국어 번역

    한국어
    영어
    최근 몇 년 동안 대학들이 모집 정원을 해마다　확대하여 과거의 엘리트 교육이　대중 교육으로 전환되고 있다. 이때 고등교육의 만족도가 전 사회적인 관심사로 되였다. 취업의 만족도는 고등교육의 만족도를 가늠하는 중요한 지표일 뿐만 아니라 대학생들의 취업에도 중요한　영향을 끼친다. 그렇다면 취업의 만족도에 영향을 미치는 주요요소에는 도대체 어떤 것들이 있으며 또 어떻게 취업의 만족도를 높일 것인가?　본　연구는 그것에 관해 탐구하고자 한다.
    학자들은　이미　이론적으로 대학생 취업의 만족도에 영향을 미치는 요소를 탐색했다.　그러나 대부분은 거시적인 관점에서 출발하거나 단일 변수의 영향에 국한되어 있으며, 다양한 관점에서의 종합적인 사고가 부족하다.　본 연구는 학자의 선행연구를 바탕으로 대학생의 개인 인적 자본과 사회적 자본을 중심으로 한다.　동시에　대학생 ２가지 자본이 취업의 만족도에 미치는 영향　모형을 구축하고 합리적인 가설을 제기하였다.　광시지역 1,023명의 대학 졸업생을 표본 데이터로 하여 통계 분석을 통해 데이터에 대한 신뢰도, 유효도 검사, 독립 표본 검사, 관련 분석과 회귀 분석을 진행한다.
    대학생들의 취업　과정에서 ２가지 자본은 취업의 만족도에 뚜렷한 영향을 미치며 인적　자본의 영향이 더욱 현저하다.　인적　자본 중 학력 수준의 영향이 가장 컸다.　그러나 학력이 높을수록 서부지역 (즉 낙후지역)　취업하려는 경향이 있다는 결과는 선행연구나 중국인들의 일반적인 인식과 맞지 않는다.　이는 중국이 정책을 통해 학부생과 대학원생의 서부지역 취업을 적극적으로 장려하고, 많은 졸업생이 서부지역 취업으로도 삶의 가치를 실현할 수 있다고 생각했기 때문으로 보인다.
    사회적 자본 측면에서, 선천 사회적 자본 (즉, 가족 사회적 자본)과 후천 사회적 자본 (즉, 개인 사회적 자본)은 모두 취업의 만족도에 긍정적인 영향을 미치는 것으로 나타났다.　그러나 어머니의 직업과 학력이 취업의 만족도에 미치는 영향의 효과는 검증되지 않았다.　이는 본 연구의 조사 대상이 광시지역의 대학 졸업생이고 광시지역은 중국의 낙후한 성에 속하기 때문일 수 있으며, 대부분 졸업생의 어머니는 고등교육을 받지 않았거나 안정적인 직업을 가지고 있지 않아 자녀의 취업에 큰 도움이 되지 않는다.　
    마지막으로 기존 결론에 따라 인적 자본과 사회적 자본으로부터 합리적인 제안을 제기한다. 인적 자본 측면에서 대학　졸업생은 전문지식을 학습하고 학력과 종합적인 소질을 향상하게 시키기 위해 노력해야 하며 적절한 취업 기대치와 정확한 취업관을 수립해야 한다. 정부는 산업구조를 조정하는 동시에 취업　시장을 완비하고 중국　국민　경제　발전과 산업　업그레이드를 추진하여 대학　졸업생의 취업을 위한 공간을 넓혀야 한다.　정부는 또한 대학생들이 기층에 취업하는 것을 장려하고, 졸업생이 신흥 산업 분야에서 창업하는 것도 지지해야 한다.　대학은 대학생의 실무능력 함양을 중시하고 사회　수요 변화와 시장　동향에 따라 학교의 전공 설정과 학교　운영　방향을 조정하고 학생들의 학력 향상을 장려하여야 한다.
    사회적　자본 측면에서 대학생은 재학 기간의 동아리 활동, 사회실천, 인턴십 등 기회를 충분히 활용하여 전략적으로 사회적　자본을 높여야 한다.　정부는 취업 공공 정보 네트워크 구축을 강화하여 대학생 취업 정보의 충분성과 투명성을 제고하고 공정한 취업 경쟁 분위기를 조성해야 한다．　대학은 교원이 능동적으로 대학생 취업 지도에 참여하는 격려 메커니즘을 구축하여 대학생 취업에　대한 상담과 지원을 제공해야 한다. 동창회, 기업 교류회 등을 통해 대학생에게 충분한 실천 기회를 제공하고 대학생이 잠재적 고용주와 협력하여 감정 교류와 투자를 수행하도록 지도하는 동시에 대학생에게 풍부한 캠퍼스 활동 플랫폼을 제공하고 사회관계 네트워크를 넓힌다.
    번역하기

    최근 몇 년 동안 대학들이 모집 정원을 해마다　확대하여 과거의 엘리트 교육이　대중 교육으로 전환되고 있다. 이때 고등교육의 만족도가 전 사회적인 관심사로 되였다. 취업의 만족도는 ...

    최근 몇 년 동안 대학들이 모집 정원을 해마다　확대하여 과거의 엘리트 교육이　대중 교육으로 전환되고 있다. 이때 고등교육의 만족도가 전 사회적인 관심사로 되였다. 취업의 만족도는 고등교육의 만족도를 가늠하는 중요한 지표일 뿐만 아니라 대학생들의 취업에도 중요한　영향을 끼친다. 그렇다면 취업의 만족도에 영향을 미치는 주요요소에는 도대체 어떤 것들이 있으며 또 어떻게 취업의 만족도를 높일 것인가?　본　연구는 그것에 관해 탐구하고자 한다.
    학자들은　이미　이론적으로 대학생 취업의 만족도에 영향을 미치는 요소를 탐색했다.　그러나 대부분은 거시적인 관점에서 출발하거나 단일 변수의 영향에 국한되어 있으며, 다양한 관점에서의 종합적인 사고가 부족하다.　본 연구는 학자의 선행연구를 바탕으로 대학생의 개인 인적 자본과 사회적 자본을 중심으로 한다.　동시에　대학생 ２가지 자본이 취업의 만족도에 미치는 영향　모형을 구축하고 합리적인 가설을 제기하였다.　광시지역 1,023명의 대학 졸업생을 표본 데이터로 하여 통계 분석을 통해 데이터에 대한 신뢰도, 유효도 검사, 독립 표본 검사, 관련 분석과 회귀 분석을 진행한다.
    대학생들의 취업　과정에서 ２가지 자본은 취업의 만족도에 뚜렷한 영향을 미치며 인적　자본의 영향이 더욱 현저하다.　인적　자본 중 학력 수준의 영향이 가장 컸다.　그러나 학력이 높을수록 서부지역 (즉 낙후지역)　취업하려는 경향이 있다는 결과는 선행연구나 중국인들의 일반적인 인식과 맞지 않는다.　이는 중국이 정책을 통해 학부생과 대학원생의 서부지역 취업을 적극적으로 장려하고, 많은 졸업생이 서부지역 취업으로도 삶의 가치를 실현할 수 있다고 생각했기 때문으로 보인다.
    사회적 자본 측면에서, 선천 사회적 자본 (즉, 가족 사회적 자본)과 후천 사회적 자본 (즉, 개인 사회적 자본)은 모두 취업의 만족도에 긍정적인 영향을 미치는 것으로 나타났다.　그러나 어머니의 직업과 학력이 취업의 만족도에 미치는 영향의 효과는 검증되지 않았다.　이는 본 연구의 조사 대상이 광시지역의 대학 졸업생이고 광시지역은 중국의 낙후한 성에 속하기 때문일 수 있으며, 대부분 졸업생의 어머니는 고등교육을 받지 않았거나 안정적인 직업을 가지고 있지 않아 자녀의 취업에 큰 도움이 되지 않는다.　
    마지막으로 기존 결론에 따라 인적 자본과 사회적 자본으로부터 합리적인 제안을 제기한다. 인적 자본 측면에서 대학　졸업생은 전문지식을 학습하고 학력과 종합적인 소질을 향상하게 시키기 위해 노력해야 하며 적절한 취업 기대치와 정확한 취업관을 수립해야 한다. 정부는 산업구조를 조정하는 동시에 취업　시장을 완비하고 중국　국민　경제　발전과 산업　업그레이드를 추진하여 대학　졸업생의 취업을 위한 공간을 넓혀야 한다.　정부는 또한 대학생들이 기층에 취업하는 것을 장려하고, 졸업생이 신흥 산업 분야에서 창업하는 것도 지지해야 한다.　대학은 대학생의 실무능력 함양을 중시하고 사회　수요 변화와 시장　동향에 따라 학교의 전공 설정과 학교　운영　방향을 조정하고 학생들의 학력 향상을 장려하여야 한다.
    사회적　자본 측면에서 대학생은 재학 기간의 동아리 활동, 사회실천, 인턴십 등 기회를 충분히 활용하여 전략적으로 사회적　자본을 높여야 한다.　정부는 취업 공공 정보 네트워크 구축을 강화하여 대학생 취업 정보의 충분성과 투명성을 제고하고 공정한 취업 경쟁 분위기를 조성해야 한다．　대학은 교원이 능동적으로 대학생 취업 지도에 참여하는 격려 메커니즘을 구축하여 대학생 취업에　대한 상담과 지원을 제공해야 한다. 동창회, 기업 교류회 등을 통해 대학생에게 충분한 실천 기회를 제공하고 대학생이 잠재적 고용주와 협력하여 감정 교류와 투자를 수행하도록 지도하는 동시에 대학생에게 풍부한 캠퍼스 활동 플랫폼을 제공하고 사회관계 네트워크를 넓힌다.

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    목차 (Table of Contents)

    • Chapter 1 Introduction 1
    • 1.1 Research Background 1
    • 1.2 Research Purpose and Significance 5
    • 1.3 Research Scope and Methods 7
    • Chapter 2 Theoretical Background 10
    • Chapter 1 Introduction 1
    • 1.1 Research Background 1
    • 1.2 Research Purpose and Significance 5
    • 1.3 Research Scope and Methods 7
    • Chapter 2 Theoretical Background 10
    • 2.1 Human Capital Theory 10
    • 2.1.1 Early sources of human capital ideas 10
    • 2.1.2 Formation and development of human capital theory 12
    • 2.1.3 Nature and characteristics of human capital 22
    • 2.1.4 Concept of university student's human capital 23
    • 2.2 Social Capital Theory 25
    • 2.2.1 Development of social capital theory 25
    • 2.2.2 Theoretical basis of Social capital 33
    • 2.2.3 Nature and characteristics of social capital 38
    • 2.2.4 Concept of university student's social capital 39
    • 2.3 Relationship between human and social capital 40
    • 2.4 Employment Quality Overview 44
    • 2.4.1 Concept of employment quality 44
    • 2.4.2 Evaluation system of employment quality 47
    • 2.4.3 Influencing factors of employment quality 51
    • Chapter 3 Research Design 60
    • 3.1 Theoretical Model 60
    • 3.2 Research Hypothesis 62
    • 3.2.1 The relationship between human capital and employment quality 63
    • 3.2.2 The relationship between social capital and employment quality 67
    • 3.3 Variable Measurement 71
    • 3.3.1 Human capital variable measurement 71
    • 3.3.2 Social capital variable measurement 75
    • 3.3.3 Employment quality variable measurement 77
    • 3.4 Questionnaire Design and Research Subjects 80
    • Chapter 4 Data Analysis 83
    • 4.1 Descriptive Statistical Analysis 83
    • 4.1.1 Analysis of university student’s human capital situation 83
    • 4.1.2 Analysis of university student’s social capital situation 84
    • 4.1.3 Analysis of university student's employment quality 86
    • 4.2 Reliability and Validity Tests 90
    • 4.3 Related Analysis 93
    • 4.3.1 Cardinality test of human capital and employment quality 93
    • 4.3.2 Cross tabulation of human capital and employment quality 96
    • 4.3.3 Cardinality test of social capital and employment quality 109
    • 4.3.4 Cross tabulation of social capital and employment quality 112
    • 4.4 Hypothesis Testing and Regression Analysis 122
    • 4.4.1 Salary level 122
    • 4.4.2 Personal development 128
    • 4.4.3 Employment structure 133
    • 4.4.4 Employment satisfaction 148
    • 4.5 Summary of Empirical Analysis 154
    • 4.5.1 Human capital factors 154
    • 4.5.2 Social capital factors 157
    • Chapter 5 Conclusions and Recommendations 160
    • 5.1 Conclusions 160
    • 5.1.1 Impact of human capital on employment quality 161
    • 5.1.2 Impact of social capital on employment quality 164
    • 5.1.3 Relationship between two capitals and employment quality 165
    • 5.2 Recommendations 167
    • 5.2.1 Policies on human capital 167
    • 5.2.2 Policies on social capital 172
    • 5.3 Limitations and Outlooks 177
    • Reference 180
    • Appendix 193
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    참고문헌 (Reference)

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