본 연구는 경영자의 사업에 대한 가치관을 경제적 가치관과 사회적 가치관으로 구분하고, 두 가치관이 교육훈련 투자(교육훈련 총액, 교육훈련 방법 다양성)에 미치는 영향을 파악하고자 하였다. 그리고 경영 자의 사업 가치관과 교육훈련 투자의 관계에서 불확실한 환경과 전년도 경영성과를 조절변수로 설정하여 환경 및 재정적 여건들 하에서 교육훈련 투자에 대한 경영자 사업 가치관의 영향력을 확인하고자 하였다. 조사는 군산 소재 500여 개의 중소기업 경영자들을 대상으로 사업 가치관과 교육훈련 투자(금액 및 방법)에 대해 설문조사하였다. 설문조사는 우편, 이메일, 그리고 직접 방문 등을 통해서 이루어졌으며, 총 153개 업체의 자료를 통계 처리하였다. 연구결과는 다음과 같다. 첫째, 중소기업 경영자의 사회적 가치관은 교육훈련 투자액과 교육훈련 방법 다양성 모두에 통계적으로 유의한 정(+)의 영향을 나타냈다. 이 결과는 경영자가 기업 운영을 통해 사회 에 기여하고자 하는 신념이 강할수록, 보다 고품질의 제품과 서비스를 양산하기 위해 교육훈련 투자액을 높이고, 다양한 교육훈련 방법들(현장 OJT, 멘토링, 직무 관련 교육 프로그램, 관리자 승진 교육훈련, e-Learning, 외부 강사 초청 교양교육 등)을 동원함을 보여주는 것이다. 둘째, 경영자의 경제적 가치관과 교육훈련 방법 다양성과 통계적으로 유의한 부(-)의 영향을 나타냈다. 즉, 경제적 가치관의 중소기업 경영 자는 필수적인 교육훈련 이외의 다양한 교육훈련에 부정적임을 알 수 있었다. 셋째, 환경 불확실성과 전년 도 경영성과는 통계적으로 유의하지 않았으며, 그 이유를 논의하였다. 마지막으로 연구의 시사점과 한계점을 토론하였다.

This study, facing up to the fact that the training in the rapidly changing business environments of the 21 century makes an organization secure its competitiveness, has tried to find key influence factors to training investment from CEO’s business value. To put it concretely, with CEO’s business value being largely classified into economic business value and social business value, it has appreciated the effect of those two values on the amount invested in training and the variety of training. In addition, in terms of the correlation between CEO’s business value and investment in training, the firm performance of the previous year and the environmental uncertainty have been employed as moderating variables. Theoretical background were reviewed those preceding researches on CEO’s business value, investment in training and its method and environmental uncertainty. The conceptual relationship models of research variables have been established for research model so that the concrete correlation might be appreciated for hypothesis establishment. The research objects of about 500 small and medium businesses located in Gunsan City were surveyed on CEOs’ values and their different training conditions (amount, methods and time). The total 163 copies questionnaires were collected, 153 out of which, those with insincere answers excluded, have been analyzed by means of SPSS Statistical Package. The research results are suggesting the verification of hypotheses and the outcome of statistical analysis on training states. The followings are the key outcomes. First, among CEOs’ business values, the social business value showed a positive effect of statistical significance on the invested amount in and the variety of training, which means that the more a CEO’s belief for contribution to the society by managing his/her business is, the more the invested amount in training for better quality and service gets and the more variously the training methods are carried out. Second, the economic business value showed a positive effect on the variety of training. On the other hand, it was revealed that there is no relationship between CEOs’ economic value and their investment in training. Third, the environmental uncertainty and the firm performance of the previous year, which were employed as moderating variables in respect to the relationship between their business value and training, did not show any statistical significance. On the contrary, the higher environmental uncertainly of an organization was found to have the trend of decreased investment in training. This finding, reflecting the unique environmental features of small and medium businesses in Gunsan City, makes it possible to assume that it is because they, owing to the characteristics of small and medium businesses, put more special stress on the improvement of short-term internal performance factors rather than try to overcome the environmental uncertainty via any long-term plan through training. Fourth, the following shows the training status of those small and medium businesses in Gunsan City. The investigation of valid samples revealed that the total amount and the total time spent on the training in 2014 were 7,236,088 won (median = 3,000,000 won) and 172 hours (21.5 days) (median = 16 hours ( two days)) on average respectively. Out of the total 7 training methods (training for new staff, OJT (on-the-job training), training program related to duties, training program for managers’ promotion, mentoring, e-learning and liberal education by invited instructors), 2.5 on average were being carried out. Lastly, the implications of and limitations to this study have been discussed.

Ⅰ. 서 론
Ⅱ. 이론적 배경
1. 교육훈련 투자
2. 경영자의 사업 가치관
Ⅲ. 연구모형 및 가설
1. 연구모형
2. 연구가설
Ⅳ. 연구조사방법
1. 측 정
2. 표 본
Ⅴ. 분석결과
1. 교육훈련 현황
2. 가설검증
Ⅵ. 결 론
1. 연구요약
2. 시사점과 한계점
참고문헌
Abstract

• 김봉곤(군산대학교 대학원 경영학과) | Kim, Bong Gon
• 이을터(군산대학교 경영학부 부교수) | Lee, Eul Teo 교신저자