• The Journal of the Korea Contents Association
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• v.8 no.9
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• pp.139-149
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• 2008

The Police are classed special service on civil service system. Most of special service officers are applied special personal law. It is reason that organization and mission are different from general public officials. The police performance evaluation is enforced in dissimilar form with another civil services for these cause. This study proposed to verification formality about appraisal result to desirable operation of police performance evaluation system. At system enforcement early, it may be desirable that verification is limited finally supervisors rating.

• Proceedings of the Korea Contents Association Conference
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• 2013.05a
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• pp.181-182
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• 2013

경찰공무원의 징계 및 의사에 반하는 불리한 처분의 적정성을 모색하는 것은 징계처분에 따른 소청심사 및 행정소송으로 인한 경찰인사행정의 비효율적 소진을 방지하기 위한 인사관리 정책분야라는 측면에 착안하여 이에 대한 문제를 제기하였다.

• Proceedings of the Korea Contents Association Conference
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• 2010.05a
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• pp.227-229
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• 2010

오늘날 강학상 의미의 형식적 조직의 조건을 충족하고 있는 유기체들이 가장 크게 관심을 갖는 영역의 인사관리 분야는 단연 우수 신임자 확보와 관련된 것이라 할 수 있다. 공무원 조직도 물론 이러한 경향성에 예외가 될 수 없다. 따라서 경찰 역시 이에 대한 많은 관심을 기울여 왔다. 특히 민주화 이후 경찰의 역할에 대한 서비스 지향적인 내외적 욕구를 극대화시키기 위해 경찰관 개인역량의 중요성은 더욱 증대되고에 있다고 할 수있다. 본 연구는 현재까지 경찰조직 내 우수자원 유입을 위한 다양한 논의들 중에서 임용시험의 개선을 통한 접근에 집중하여 소개하고 있다.

• The Journal of the Korea Contents Association
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• v.11 no.2
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• pp.397-407
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• 2011

The Open Position System is a new personnel management system started in korea, 1999.Open Position System have purpose to use outstanding talents and to expertise from both public and private sector. Korean government adapted open position system in order to use the right man in the right place. And Korean government incresae application of Open Position System. But, in spite of strong good point of Open Position System, We have limitation to apply Open Position System in police organization, generally. Because police have unique characteristics compare with other public organization. There is constant controversy concerning unique characteristics of police organization. Now, Korean police adopt Open Position System in few division: Chiep of Driver's License Agency, Director General for Audit and Inspection of Nation police Agency, Chiep of police hospital. Therefore, this study explore, extention possibility of Open Position System in Korean police.

• The Journal of the Korea Contents Association
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• v.7 no.9
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• pp.139-147
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• 2007

The police is huge career civil service organization. In 1999, police organization employed 7,801 persons as a new hiring. The police had revised employment system several times for competent human resources. But, it is true that much improvements need yet for person's employment which equip eligibility. Specially, discussions need for many new hirings by duty police system abrogation. Career civil service system is impossible of dismissal after permanent appointment. It is true that competitive rate of police officer examination much rose. But it's not important about organization development in addition this unconnects with competent resources. Must change police officer employment system for organization's future development. This study proposed policy about improvement way of examination for service step, field training officer and appointment.

• Korean Security Journal
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• no.13
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• pp.403-422
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• 2007

When people think about stress, they usually consider it as negative. However, stress can be both positive and negative. Positive stress is referred to as eustress, while negative stress is called distress. Stress is derived from the change which can be either positive or negative. Change is an inevitable aspect of life; therefore, people cannot avoid stress. Police works create a lot of stress among officers because of job characteristics. Police works require both physical and emotional strains. These strains lead to stress of officers. Danger, frustration, excessive paperwork, the daily demands of the job, and a lack of understanding from family members, friends, and the public are major causes of stress among police officers. The American Institute of Stress in New York ranks police job among the top ten stress-producing jobs in the United States. In this study, the author proposes the ways of stress management among police officers based on the medical model and the organizational health model. In the medical model, the author introduces the elimination, coping, and counseling as a way of dealing stress as an individual level. In the organizational health model, the author proposes following recommendations from the administrative point of view: 1) rationalization of personnel management system, 2) improvement of the welfare, 3) democratic management of police organization, 4) maintenance of a good partnership with citizens, and 5) development of stress management program for police family members.

• The Journal of the Korea Contents Association
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• v.16 no.1
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• pp.403-414
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• 2016

This study aims to examine the influence of job stress on the depression conducted with 360 police officers working at police station branch and police box in Chungbuk area, and they were divided into two sub-groups based on the age of 50 in order to analyze the buffering effect of organizational health in the relationship between job stress and depression. The main results of this study are as follows. First, the level of depression in the group older than 50 and younger than 50 were 3.22 and 2.90 respectively showing that in the group older than 50 were significantly higher. Second, the factors that influence the depression were shown to be similar for each group, but significantly different for their influence of each group. The factors that influence the depression in the group older than 50 were shown in the order of organizational structure, job stress, readership. The factors that influence the depression in the group younger than 50 were shown in the order of job stress, police officers ability, readership. Third, in the relationship between job stress and depression, buffering effects of organizational health were identified to be different in each group. Based on these results, several ways were suggested to prevent or ease the job stress and depression of police officers.

• The Journal of the Korea Contents Association
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• v.9 no.12
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• pp.805-813
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• 2009

Coast guard organization has very different working environment with other general administrative organizations or police organizations. Because they are charging various coastal crimes and safeties by using war vessel at ocean, it was expected that in case of coast guard officers, the impact on organization commitment for each trust factor within organization has the differentiation with other administrative organizations. Core of results by conducting positive research is as following: It is indicated that for coast guard officer, organization trust factor most strongly impacts on organization commitment, and of social trust factors, colleague trust factor more impacts relatively than boss trust factor. Then, when searching the difference of trust factor recognition depending on population sociological properties of coast guard officers, it is indicated that the one having the experience of working at war vessel has more trust to its colleagues than the one having not and executives more trust their boss than non-executives. The reason why the trust to colleague is higher than to boss is recognized that it is caused from deep relationship with colleagues who work and live together when considering working conditions of security vessel.

• Journal of Korean Historical Folklife
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• no.44
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• pp.145-176
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• 2014

This study analyzed official duties and personnel practices of Hyangcheong(鄕廳), administrative organization in which sajok(士族) participate this office, and Jakcheong(作廳), hyangree(鄕吏)'s office, of Anbyeon of Hamgyeong Province in the 19th century. Although there have beeen somewhat of case study of Gyeongsang, Honam, etc., study on Hamgyeong Province has been almost nonexistent because of the limitation of materials. Hence, this paper specifically examined Hyangcheong and Jakcheong's official duties and personnel practices through an article of 'a list of Hyangcheong and Jakcheong's officials' of Anbyeon, newly found, which is in the possession of this writer. Especially, this study virtually traced individual ststus and family by analyzing Hyangcheong and Jakcheong's 40-official duties and a list of 330-ofiicial duties for sixs years. And then by comparing it against Jokbo(族譜), I have grasped 19-Famlily of them. Executives of Hyangcheong could be grasped as they were status of Yangban(兩班), but members of Jakcheong were hardly identified because they were status of hyangree, thus most of them were not enscrolled in Jokbo. Hyangcheong and Jakcheong's official duties could be found by compare it with other area in Ehubgi(邑誌) Hamgyeong Province. the features of officiak duties are as in the following. On general administrative organization, Sajok's Hayngcheong, Jakcheong as general administrative organization and Jangcheong(將廳) as police work existed. As Pyeongando and Hamgyeongdo were border areas, Jangcheong was independent and led other institutions. However, in Anbyeon, Hojang(戶長) of Hayngcheong and Jakcheong divided dudies and commanded. Hojang'role was higher than any other areas, Because Hojang is in charge of Jangcheong's functions. Jakcheong was centrally operated by Hojang, Eebang(吏房), and Hyeongbang(刑房), so-called 'Samgonghyeong(三公兄)', Whereas Anbyeon was operated by Hojang, Eebang, Chunchong(千摠). In the general areas, While Juasu(座首) Byeolgam(別監), Executive of Hyangcheong, manages each warehouse(倉) where the nation's tax revenues are kept, In Anbyeon besides Joasu, Hyangso(鄕所). The principle of Hyangcheong and Jakcheong's personnel practices was one-period, but there were many consecutive terms, every other year terms, or tranference into other area. Police work was assumed by specific persons because it was relatively specialized job, However in case of Ghamsaek(監色) of each warehouse(倉), Hyangso(鄕所) of Hyangcheong or Hojang of Jakcheong had held plural offices, and was solely responsible it. On the overall features of its operation, Hyangcheong held plural offices, but rotation was made only within Hyangcheong. On the other hand, in the case of Jakcheong, Hojang, Eebang, and even Buriebang circulated their positions, but the other Hyangree rotated each Saek(色) and Guamguan of each warehouse(倉). This writer confirmed that unlike Gyeongsang and Hamgyeong, Hyangcheoung or duties of Hyangree were not handed from generation to generation by several families and, many families shared their work by circulating positions.

• Journal of the Korean Society of Marine Environment & Safety
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• v.28 no.2
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• pp.334-345
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• 2022

The Enforcement Decree of the Framework Act on the Management of Disasters and Safety Article 3-2 specifies two 'disaster management supervision agencies' for responding to shipping disasters. These are the Korea Coast Guard, which is an on-scene disaster-responding and coordinating agency, and the Ministry of Ocean and Fisheries, which is a government department, thereby leading to possibilities for confusion. In the case of shipping disasters, where a personnel entitled full power to deal with shipping disasters is designated and his/her powers and duties are clearly made, relationship of leading and supporting agencies is made clear, and command system is simplified, an efficient response to shipping disasters is made possible. In the management of shipping disasters, all the disaster management processes, that is, prevention-preparedness-response-recovery, should be dealt with systematically and consistently. Notably, to swiftly and efficiently cope with a disastrous situation, the decision-making and command system must be simplified. The establishment of a command system and decision-making must be made independently, based on expertise. In the US, irrespective of the type of disasters, the FEMA plays a leading role and the USCG responds a response to maritime disasters by establishing the Incident Command System or Unified Command System that is an incident management system. In the UK, the MCA supervises an event and responds to it, and the SOSREP has full power to work with command and coordination independently. SOSREP, among others, is necessary to prevent an inefficient dealing of a shipping disaster owing to confrontation between participants. With reference to such leading States' practice, the Korean government should make a standardized and simplified response to maritime disasters. This study deals with a new maritime disaster responding system and provides an idea of the revision of the existing legal regime.