초기 경력자의 ‘우리성’학습 과정에 대한 내러티브 탐구

초록

The adaptation to company and the formation of identity in the organization of novice employees are the important part because maladjustment within the organization is the most common reason of leaving the organization for novice employees. Based on narrative inquiry, this study sought to examine the learning process in which novice employees obtain membership of "we-ness", and to derive way to support to promote learning of becoming “we”. It has been confirmed that becoming ‘we’ consisted of four stages: 'early entry' to experience a sense of alienation; 'starting the movement into the group' through emotional relationships; 'forward to the core circle' based on emotional strengthening and knowledge growth; and 'settling to the core circle' through delegation. In order to support the process of learning of becoming "we", it was found that it was necessary to form an environment that could arouse small-scale ties, to form a venue for dialogue based on positive feedback, and to delegate work based on psychological empowerment.

키워드