• The Journal of the Korea Contents Association
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• v.9 no.3
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• pp.256-261
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• 2009

This research started with the objective to clarify how policemen are affected by promotion by test among promotion system of police which is one of the very important factors deciding the efficiency of organization through morale of policemen and which is mentioned as a factor that raises morale of policeman. The job of police is the ground of life for policemen and the place of opportunity where they can find and develop the ego. Though it is difficult to perfectly realize diverse values and desires of individuals in the organizational society which is ruled by plural values, the organization is still responsible for grasping the desire and value of individual for organization and satisfying them to the minimal level. Nobody is free from stress in the past, present and future. That is, stress can be seen as a phenomenon that inevitably occurs in any occupation and environment. The stress factor of policeman in the organization that has been discussed all the time is the deficient opportunities of promotion. Thus, it is most important to manage the stress of members in the organization so as to efficiently operate police organization. If the factor of stress perceived by the members can be grasped and diminished, the efficiency of business will be increased. The objective of this research is to reduce the stress of policemen suffering in the test promotion system by analyzing the recognition of members, to find the method reducing stress by performing empirical research and to prepare alternatives in policy in the aspect of human resources in police and management of organization.

• Journal of Navigation and Port Research
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• v.34 no.1
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• pp.83-89
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• 2010

By analyzing the data collected through surveys conducted on coast guard officers, this paper measures the level of organizational health and explores indicators of organizational health that influence organizational effectiveness. The findings of the analysis can be summarized as follows: First, the scores of all the organizational health indicators except job stress exceed average, which leads a conclusion that coast guard organizations' organizational health is in considerably good condition. Second, the indicators of organizational health included in the analyses are found to have both positive and negative effects on organizational effectiveness. While such variables as pay, co-worker relationship, job autonomy, job itself, organizational trust, job orientation influence positively, other variables including development-oriented culture, promotion system and supervision influence negatively on organizational effectiveness.

• The Journal of the Korea Contents Association
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• v.9 no.12
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• pp.314-321
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• 2009

This study investigates how the external factors of police organization, such as organizational environments, job characteristics, and compensations can influence job satisfaction and organizational commitment. Especially, this study considers what kind of organizational culture is dominant and what kind of compensation influences job satisfaction and organizational commitment in Korea. The purpose of this study is to find out the ways to maximize compensation and job satisfaction of police officers and to improve organizational commitment. The results are as follows: First, the more perceived job interest, social approval, organizational cohesion, and financial compensation, the higher job satisfaction, whereas the more perceived work environment, the lower job satisfaction. Second, the more perceived job interest, social approval, organizational cohesion, and financial compensation, the higher job satisfaction. However, the perceived work environment does not influence the job satisfaction. Third, the higher job satisfaction, the higher organizational commitment. Fourth, organizational cohesion, financial compensation and organizational environment have an effect on organizational commitment mediated by job satisfaction.

• Korean Security Journal
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• no.13
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• pp.259-277
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• 2007

The results of realities of the Taekwondo training in Korea National Police University, Police Comprehensive Academy, National Central Police Academy, and police stations and of realities of the Taekwondo blackbelt holders are as below. 1. The Taekwondo training time of Korea National Police University is 4 hours per week for freshmen and 2 hours per week for sophomores, juniors, and seniors. 2. The Taekwondo training of Police Comprehensive Academy is basis for police lieutenants and sergeants. time for Taekwondo training is not allotted in the education course but only allotted as a liberal everyday exercise. In the chivalry master course, 71% of the course composes of basic policeman and on-site arrest techniques and pliceman chilvary such as Taekwondo, and judo. The cadets must select one item among the policeman chivalry and take Taekwondo training for 150 hours during 52 weeks acquire the first grade to be appointed as lieutenant simultaneously with the graduation. 3. The Taekwondo training for newly appointed policemen of National Central Police Academy is 104 hours of arresting criminals and self-protection. 4. In the Taekwondo training in the police stations, when a master completes more than two times of training per month, he receives the first grade by examination and be promoted by one grade each. 5. The policemen with Taekwondo black belt are more than 2.6 times of judo, 4.6 times of fencing, 5.9 times of hapgido.

• Korean Security Journal
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• no.10
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• pp.149-171
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• 2005

In Korea, local autonomy police has been discussed several times since Liberation in terms of expanding the democracy of police, but this suggestion has not been pursued. However under the incumbent government, the local policing system will be fully implements from 2006, and the government says that it aims to introduce 'model management' from October this year. The model of local policing now in force is based on the national police and local police forces organized in parallel within local government autorities (cities, counties and districts). The heads of local autorities have the power to appoint local police. Of these, local authorities can use public servants working for the national police for 'special purposes'. The research questions for this study were to what extent public servants working for the national police in these circumstances can desire local autonomy police, and what factors influenced their decision to desire in local autonomy police. After analyzing the results of a survey of police officers, the study found that public servants working for the national police did not have great expectations of desire in local autonomy police. The factors that influenced the decision to desire in local autonomy police were the hope that remuneration would be good, and the hope that the atmosphere within the police force would become less bureaucratic and more democratic than the current system. The study also found that the hopes that promotions and working conditions would improve and that police would be treated better in society did not influence the decision of public servants working for the national police to desire in local autonomy police.

• The Journal of the Korea Contents Association
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• v.9 no.6
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• pp.289-299
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• 2009

This study set out to analyze the perceptions of investigative police officers and division police officers regarding Police Investigation Specialization, which had been in effect for four years, identify the problems, and search for alternative policies. The results led to the following alternative policies; first, the communication among the members should be facilitated by trading the jobs between investigative policemen and division members in certain percentage regularly, integrating job education and special work, and developing diverse support programs for detective activities to provide them with opportunities to experience and understand investigation. The second suggestion concerns the investigation members' morale. There should be a range of measures to boost their moral such as allocating separate budget and personnel to support the investigation department and the treatment of major criminal and civil cases, giving each investigation team an office and investigation room to improve their working environment, readjusting the promotion ratio of Police Investigation Specialization to introduce a promotion system proper for each investigation's characteristics. The third suggestion is to secure job efficiency. It's required to reinforce the current short-term specialized education program to bring up practical and professional investigators, open the certification exam of professional investigators to all members so that every policeman can have their abilities recognized and approved as long as they have the demanded capabilities, and create a system of shedding off the members idle at work by reflecting low performance records when evaluating the members to decide who to dismiss from Police Investigation Specialization. And finally, it's important to divide duties rationally. The rationality of duties division can be guaranteed by setting the guidelines for direct handling for the team leader to help him devote himself to his duties, defining objective criteria of measuring investigation workload, and creating devoted systems and teams for simple and small accidents so that experienced investigators can deal with high-profile cases.

• Fire Science and Engineering
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• v.21 no.1 s.65
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• pp.7-18
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• 2007

This research intended to show a reasonable way to improve working conditions of fire officers in Korea. It shows that fire officers have dignity of their social roles even though they have the unfairness in a work time, rewards, promotions and opportunities of overseas training compared with those of other government officers. The unfairness needs to be solved. In addition, there are more demands in fire fighters, but part of a regional government system already composed of 64.06% of fire officers, which means, there are too many fire fighters in one regional government. Therefore, it is difficult to employ more fire fighters. This is one of barriers to prevent from improvement of the working conditions. To improve the working conditions and to overcome the barriers, there are important solutions to counter the problems. Those are application of alternative policies and systems. Compared with the employment system and workload of fire officers in USA, Japan and other advanced countries, it is necessary to introduce alternative policies which include operation of partial three-shift system, expansion of oversees training, expansion of rotational-off system and improvement of employees' welfare policies.

• Korean Security Journal
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• no.16
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• pp.81-99
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• 2008

Despite its legal, systematic and quantitative growth, Korean private security has not been showing satisfactory level of qualitative growth comparing to quantitative growth as it socially shocked with recent occurrence of the events and accidents. People on demand of security are making use of private security service to offset insufficient supply of security power as, especially, the incendiarism at Sungryemun last February brought out security issues for nationally important facilities and cultural assets, and other cases showed that the police would not cope with the appropriate security services under the current security system for protecting the life and property of people. For the supplementation of security power, the private security service is prevalent, but lots of service providers would not overcome its small business scale, except some large-sized security providers. There are some problem occurred as some providers employed staff who would not have the stuff for performing security service and they even committed illegal actions. Some opinions pointed out that it should come up with measures as they socially lose their credit. Therefore, this research suggests the recognition of the importance and the improvement measures of human resources management as follows. Security Service needs: 1. control of criteria for the employment/recruitment of human resources; 2. inducement of qualitative improvement of security service by ensuring excellent quality of human resources; 3. elevation of morale of organizational members with the operation of efficient promotion system; 4. introduction of professional certification system for the inflow of excellent quality of human resources.