• Title, Summary, Keyword: 행정관리자

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Secure Access Control Scheme for CCTV Video Management (CCTV영상 관리를 위한 안전한 접근 제어 방안 연구)

  • Lee, Jae-Seung;Kim, Hyung-Joo;Jun, Moon-Seog
    • Proceedings of the Korea Information Processing Society Conference
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    • pp.534-536
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    • 2014
  • CCTV의 다양한 필요성이 대두됨에 따라 CCTV를 통합관리하는 CCTV 통합관제 센터가 늘어나고 있다. 행정안전부는 2015년까지 전국 시군구에 CCTV 통합관제센터 구축을 추진하고 있을 정도로 앞으로도 계속적으로 증가할 예정이다. 하지만 이를 관리할 전문 모니터링 요원이 턱없이 부족한 상황이며, 전문 교육의 부재로 CCTV 영상을 개인적 호기심이나 개인의 이익을 위해 열람하는 경우가 발생하고 있다. 본 논문을 비밀 분산 기법을 이용하여 암호화된 키를 분배하고 요청에 따라 일정 수 이상의 분배키가 모이면 영상 열람권한을 주는 방식으로 설계 하여 관리자가 임의로 영상정보에 접근하는 상황을 방지하였다. 또한 그룹 키를 분배하고 수시로 키 갱신을 함으로서 다양한 보안 위협에 대응 하였다.

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Stuty on Access Control measure for secure image management in CCTV Integrated Control center (CCTV통합관제센터에서 안전한 영상 관리를 위한 접근 제어 방안 연구)

  • Lee, Jae-Seung;Kim, Hyung-Joo;Choi, Won-Kyu;Jun, Moon-Seog
    • Proceedings of the Korea Information Processing Society Conference
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    • pp.842-844
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    • 2013
  • 범죄예방이나 위급사항에 대한 대응 등 CCTV의 다양한 필요성에 따라 CCTV를 통합관리하는 CCTV 통합관제 센터가 늘어나고 있다. 행정안전부는 2015년까지 전국 시군구에 CCTV 통합관제센터 구축을 추진하고 있어 앞으로도 계속적으로 증가할 예정이다. 하지만 CCTV관제센터는 증가하고 있음에도 이를 관리할 전문 모니터링 요원이 부족하며, 동시에 이들이 영상정보를 개인의 호기심이나 이득을 위해 사용하는 일이 발생 할 수 있다. 본 논문을 Shamir's Secret Sharing 방법을 이용하여 암호화된 키를 분배하고 요청에 따라 일정 수 이상의 분배키가 모이면 영상 열람권한을 주는 방식으로 설계 하여 관리자가 임의로 영상정보에 접근하는 상황을 방지하였다. 또한 암호키와 랜덤한 값을 이용한 세션키 생성 등을 통해 다양한 보안위협에도 대응하였다.

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Ijang's Role and Stress as an Emergency Manager (재난관리자로서 이장의 역할과 스트레스에 관한 분석)

  • Kim, Man-Jae
    • Journal of Korean Society of Hazard Mitigation
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    • v.9 no.6
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    • pp.69-75
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    • 2009
  • This paper examines the evolving role of ijang(village representative) and his job stress during Pyeongchang floods in 2006. Results based on telephone survey and interviews reveal that ijang played a crucial role in evacuating residents, allocating resources and commanding the recovery, although official job description considered him as only a mediator between local officers and villagers. Moreover, unexpected enormous burden created severe job stress to many ijangs; while 60 percent felt like quitting the job, about three fourth felt fretful whenever the telephone rang and lost some weights. Chi-square analysis also indicated that previous job training, villagers' abuse, and disaster damages were significantly related with job stress. These results suggest that the emergent human resources model rather than the command and control model can be an effective approach for a disaster management plan in rural Korea.

A Study on the Actual Conditions of Inflammables and Explosives in Army Camps (군부대 위험물 실태 조사에 관한 연구)

  • Shin, Mi-Hwa;Yoon, Myong-O;Hyun, Seong-Ho;Jeong, Dok-Kun
    • Proceedings of the Korea Institute of Fire Science and Engineering Conference
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    • pp.82-92
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    • 2009
  • This study analyzed the present operation state and cases of safety accidents of inflammables and explosives in army camps by focusing on staffs in charge for safety supervision of inflammables and explosives in army camps. Moreover, through this analysis, the study surveyed the actual safety supervision conditions in a workplace related to the hazardous materials, the safety plan for inflammables and explosives, the quality of education for safety supervision, the consciousness of safety supervisors for the safety supervision of inflammables and explosives, and so on. On basis of this research, the actual conditions of inflammables and explosives in army camps were investigated. By not only establishing the systematic safety plan but also developing the safety supervision education programs to manage inflammables and explosives in army camps safely, this study tries to arouse military officers' interest and ensure a safe workplace. Furthermore, this study presents public relations and revitalization of the education to make safety supervisors for inflammables and explosives and the interested parties recognize the hazards of safety accidents, by cutting them off from safety accidents in advance.

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The Factors Affecting Rural Female Marriage Immigrants into the Professional Field (농촌 여성결혼이민자의 전문분야 진입 결정요인)

  • Kim, Bok-Tae;Choi, Cheon Geun
    • The Journal of the Korea Contents Association
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    • v.20 no.4
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    • pp.264-272
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    • 2020
  • This study focused on the reality that the necessity to professionalize women marriage immigrants is increasing. The purpose of this study is to analyze the determinants of rural female marriage immigrants' entry into the specialized field. The factors are categorized into social and institutional factors. Based on the labor market segmentation theory, which finds the imbalance of the labor market in terms of institutional and structural factors, factors affecting rural female marriage immigrants entering managerial or professional occupations were set as social relation factors, cultural adaptation factors, and policy support experience factors. As a result of analysis, they are all found to have a statistically significant effect on rural female marriage immigrants entering managerial or professional occupations. The policy implications are that for rural immigrant women to grow into professionals, social relations and cultural learning capabilities, including language skills, need to be strengthened, as well as continued governmental support.

A Study on the development of leadership training program for first-line nurse managers (일선 간호관리자를 위한 리더십 훈련 프로그램 개발)

  • Koh, Myung-Suk;Han, Sung-Suk
    • Journal of Korean Academy of Nursing Administration
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    • v.6 no.3
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    • pp.333-345
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    • 2000
  • The health care environment becomes more competitive every day. It has fallen to nurse managers - from vice presidents of patient care to nurse managers and their assistants - to recruit and develop a workforce that successfully meets the needs of both patients and the organization. This means employees who demonstrate advanced critical thinking skills, creative problem solving, and sound decision making skills combined with clinical skills and patient advocacy. The environment which nurse managers create and the way they relate to their workforce, are pivotal to organizational viability. Especially leadership of first -line nurse managers contributes to the success of their organizations. First-line nurse managers are deserved to be one of the most administrative supervisors through the middle stratum in a hospital organization as being a manager in the field service if assessed from the overall aspects of hospital, as being an interim managers in the nursing department as well as being a supreme supervisor in a unit in terms of an organizational structure in the hospital. Similarly, as a compete leader, the first-line nurse managers have not only a professional which is qualified to perform a role of appropriate coordination with medical staff and key personnel but also hold an important key position a being responsible for performing his or her given role. The first-line nurse manager is expected to manage human and fiscal resources in ways not required before. While an identified need for well-prepared first-line nurse manager continues to plague the profession, first-line nurse managers often have difficulty providing the leadership required. The need leadership training to function effectively in their positions. But we hardly find a useful leadership training program for first-line nurse managers, therefore the purpose of this study was to developed the leadership training program for them. The steps of leadership program development were below: 1st step, 2 studies were done before develop a leadership program. One was done to ask to first-line nurse managers what they want to learn through leadership training, the other one was to ask the staff nurses what their opinions are for their first-line nurse managers leadership. 2nd step was searching other leadership programs contents. The results of this study were below: The total amount of hours is 24. Leadership training program contents are : Future of nursing profession (210min), understanding basic factor's of leadership and leadership theories(310 min), self understanding as first- line nurse managers(320 min), basic principle and practice of interpersonal relationship(210 min), assertiveness training, conflict management (180min), and group study(210min). This is challenging time to be a leader, especially in nursing. As nurse managers look toward the new millennium, it seems as through the same struggles are ahead that are behind. So nurse managers need to embrace change with a positive attitude. They need to demonstrate risk taking and support it in their staffs. All these things are possible that after they participate the leadership training program.

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A Study of first-line nurse manager's self-efficacy (일선 간호관리자의 자기 효능감에 관한 연구)

  • Koh, Myung-Suk
    • Journal of Korean Academy of Nursing Administration
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    • v.6 no.1
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    • pp.97-107
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    • 2000
  • In human societies, there are various organizations which are unique and have different roles. Among them, hospital organization are much more complex than other organizations because of their multitude of professional groups each with its own goals. To achieve its purposes, hospital should manage each professional group effectively. Hospital nursing organizations are the core positions in hospitals for patient care. Therefore nursing organizations have have efficient nurse managers to lead nurses for their own purposes. First- line nurse managers have special tasks for patients and nurses, which include to motivating, managing communicating with the people. So they should have high self-efficacy, which is the belief that one can successfully perform the behaviors in question. Self-Efficacy of first line nurse managers that asked them for leading their staff, and their tasks, is essential to bring about self-realization of staff nurses through motivation and job satisfaction, taking advantage of sound surrounding which is able to operate her staff nurses in order to function efficiently. But there were few studies on the topic in a hospital setting. This study was designed to measure first-line nurse managers' self-efficacy. The subjects for this Study were 167 first-line nurse managers randomly selected from 18 university hospitals in Korea. The Self-Efficacy was measured using 'The general self-efficacy scale' developed by Sherer and Maddux(1982). The data were collected through questionnaires and analysed using SAS program, frequencies, percentages and Pearson' correlation coefficients. The results of this study were as follows : 1. The average of first- line nurse managers' self- efficacy was 66.7. 2. The correlation between first-line nurse managers' self- efficacy and general characteristics(age, education, career) was not significant. From the above findings, this study can suggest the following : 1. Repeat studies are needed in various hospital settings. 2. First-line nurse managers must be trained with special programs for each nursing organizations' purposes.

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he Effects of Managerial Leadership on Organizational Culture and Organizational Commitment;The Case of Hospital Head Nurses (관리자 리더십이 조직문화 및 조직몰입에 미치는 영향;병원 수간호사를 중심으로)

  • Lee, Sang-Mi;Kim, Heung-Gook
    • Journal of Korean Academy of Nursing Administration
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    • v.8 no.4
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    • pp.551-561
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    • 2002
  • Purpose : The purpose of the present study was to examine the causal relationships among head nurses' leadership (consideration oriented leadership, structure initiated leadership), nursing unit culture (human development culture, task development culture), and nurses' organizational commitment. Method : Four large general hospitals located in and around Seoul were selected to participate. The total sample of 286 registered nurses represents a response rate of 90 percent. Data for this study was collected from August to September in 2000 by questionnaire. Path analyses with LISREL program were used to test the fit of the proposed model to the data and to examine the causal relationships among variables. Result : Both the proposed model and the modified model fit the data adequately. The model revealed relatively high explanatory power. 52% of human development culture was explained by predicted variables and 44% of task development was explained by predicted variables; 47% of the organizational commitment was explained by predicted variables. In predicting developmental (both human and task) nursing unit culture, the findings of this study clearly demonstrated that head nurses' consideration oriented leadership might be the most important variable. The result also showed that head nurses' consideration oriented leadership might be the most important variable among the predicted variables in predicting organizational commitment. Conclusion : Based on the findings of this study, it was suggested that various studies, for example, matching leadership and nursing unit culture, were needed.

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An Analysis of Nurse Managers's Common Fundamental Competencies Changes and Responses to the Application of the Action Learning (실천학습 적용에 따른 간호관리자의 공통 기본역량 변화와 반응 분석)

  • Jang, Keum-Seong;Choi, Young-Ja;Ahn, Soon-Hee;Lee, Sook-Ja;Sim, Jae-Yeon;Lim, Jung-Ok;Chung, Kyung-Hee;Yang, Jin-Ju;Oh, Suk-Hee;Kim, Yun-Min;Kim, Eun-A;Bong, Hyeon-Chol;Baek, Myeong
    • Journal of Korean Academy of Nursing Administration
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    • v.12 no.3
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    • pp.424-433
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    • 2006
  • Purpose: This study is analyzing nurse managers's common fundamental competencies changes and responses to the application of the action learning, and promoting introduction and revitalization of action learning. Method: The research design is one group pretest-posttest design. The subjects are 40 nurse managers. The program was performed for 5 weeks. Data were collected before the program and after 5 weeks program and were analyzed with paired t-test. Result: Action learning was an effective way to develop an individual and team and to solve the problem of organization. There were more significant increases after the program than before the program on common fundamental competencies(p<.05). Conclusion: This study has us confirm that action learning is an effective education method for organization members on the spot to recognize their problem and study by themselves and solve the practical problems with various solution process.

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A study on the Construction of the System Integration Management System for Civil Affairs (민원업무통합관리 시스템의 구축방안연구)

  • Yi, Sung-Ki;Rhew, Sung-Yul;Lee, Kyu-Won
    • Journal of the Korea Society of Computer and Information
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    • v.14 no.8
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    • pp.107-116
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    • 2009
  • To establish efficient e-government and to improve the quality of public services, online public services are in operation in every administrative organization. However, due to the lack of analysis and connection between each government organization, the satisfaction of the civil users has not been improved very much. This research presents the core components of Integrated Management Model for Public Services, which can minimize the time for processing public services and the expenses for administrative procedure, based on the example of N Ministry. For this purpose, it analyzes current process of the public services to find out underlying problems, deduces requirements for improvement, presents and implements the design principles of Integrated Management System for Public Services. The efficiency of this Integrated Management System was proven with the analysis from the viewpoints of civil users, internal service representatives, and their managers.

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