• Korean Security Journal
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• no.15
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• pp.147-171
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• 2008

This study examines the degrees of criminal investigators' job satisfaction and organizational commitment and investigates which factors determine the variations in them. In the first step of analysis, independent variables of criminal investigators' job satisfaction consist of work itself, achievement, responsibility, safety, stability, interpersonal relations, recognition, supervision, and opportunity of growth. In the second step, job satisfaction is a mediating variable and organizational commitment is a defendant variable. Organizational commitment is classified into three types - "affective", "continuance" and "normative". According to the structural equation model analysis, responsibility has a great influence on job satisfaction, and job satisfaction affects affective commitment and continuance commitment. This study suggests that job satisfaction should be increased to improve criminal investigators' organizational commitment. And responsibility is necessary for the improvement of job satisfaction. Despite the professional detective system operating in Korea since January 1, 2005, the level of criminal investigators' recognitions of safety, stability and opportunity of growth turn out to be low. Based on these findings, this study presents four ways to reform measures which are listed below. First, to improve a! n economical circumstance of criminal investigators, any expense associated with criminal investigation should be paid by organizations. Second, to improve safety of criminal investigators, it is necessary to develop and supply enough police equipments. Third, criminal investigators' working hours should be shorten. Fourth, to improve criminal investigators' responsibilities, criminal investigators should be allowed to conduct criminal investigation independently from the prosecution.

• Proceedings of the Korea Contents Association Conference
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• 2015.05a
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• pp.129-130
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• 2015

우리나라의 치안상황은 매우 안정적이라는 평가를 받는다. 특히 자정 이후에도 도심의 길거리를 활보하더라도 범죄에 대한 두려움의 수준은 낮다고 할 수 있다. 이는 대한민국 경찰공무원의 노력의 결실로 생각할 수 있으며, 경찰조직내에 우수한 인적자원이 많이 유입될 수록 효과는 더욱 극대화 될 것이다. 2014년 한국직업능력개발원이 고등학생 약 5만여명을 대상으로 희망직업을 조사하였더니 경찰관이 4위를 차지하였다. 이는 경찰조직의 입장에서는 매우 고무적인 현상이나, 이를 뒷받침 하는 결과들은 보다 강화된 선발과정이 필요하다는 것을 반증하기도 한다. 과거 10년전과 비교하여 4위를 차지했던 CEO, 사업가 등은 8위로 밀리는 등 경제불황이 학생들의 직업선택에도 영향을 미치게 된다고 밝혔다. 한 언론매체의 인터뷰 내용에서 고등학교 3학년생이 밝힌 내용은 "공무원이 되고 싶은데${\ldots}$ 공무원은 일이 편하고 미래가 보장되고 덜 잘리니까${\ldots}$하고 싶어요"라는 내용은 우리에게 시사하는 바가 크다고 할 것이다. 이러한 입직지원자들의 변화는, 고도의 전문성과 사명감을 갖추고 공직임무를 수행해야하는 경찰관에게 필요한 지식의 측정은 어떻게 이루어져야 할지 신중한 검토가 필요할 것이다.

• Korean Security Journal
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• no.51
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• pp.61-78
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• 2017

This study aims to empirically validate the relationship between organizational learning transfer climate and the transfer of training and to enhance the transfer of training among South Korean coast guards. The empirical data was collected through 526 South Korean coast guards admitted to the institute, and support by managers and peers, and potential for organizational change were selected as independent variables for multiple regression. As a result, the transfer of training is positively correlated with support of mangers and peers, and potential for organizational change, thus suggesting factors like supervisor participation and long-term educational planning as policy implications for the effective transfer of training to work environment. Though findings from research cannot be generalized to the broader population due to limitations of sampling, this study does find its significance in that organizational learning transfer climate was considered as a key factor influencing the transfer of learning for the first time.

• Journal of the Korean Society of Marine Environment & Safety
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• v.22 no.6
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• pp.688-693
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• 2016

In this study, various conflicts in the maritime police organization were diagnosed and police subculture, which is different from dominant mainstream maritime police culture, was concluded to cause conflicts. In addition, maritime police conflicts and conflicts due to the balance, confrontation, and contradiction between bureaucratic and democratic values in the maritime police organization itself are discussed. The results of analysis on the effects of Maritime police subculture on organizational conflict are as follows: First, the influence of cynicism on functional conflict was explored. The higher the level of lies of the persons under investigation, the more functional conflict appeared. Also, if a person showed a low level of credibility among the police, this also led to functional conflict. In addition, if an individual showed low levels of cooperation and credibility with the police, this resulted in hierarchical conflict. Second, the influence of machismo on functional conflict was also explored. It was found that female officers experienced conflicts because of poorer job performance compared to male counterparts. In hierarchical issues, female officers experienced conflict over the reduced scope of tasks assigned to them and lower job performance ability. Third, the effect of non-acceptance of change in functional conflict was not statistically significant. An aggressive attitude toward crime control and rejecting jobs unrelated to crime influenced functional conflict, and an aggressive attitude and performing jobs unrelated to crime lead to functional conflict.

• The Journal of the Korea Contents Association
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• v.9 no.8
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• pp.376-383
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• 2009

Individual values exert strong influence on attitudes, behaviors and lifestyles of a person. Furthermore, Individual values predict personal world views and can predict behavior and behavioral predispositions in the organization. So, individual values influence the organization strongly. And, organizational culture in police is affected by the values of police officers. The aim of this study is to make use of the theory of human values developed by Rokeach as a theoretical framework to evaluate value preferences among police officers in Korea and have a thorough grasp of the point of sameness and difference with two studies. In this study, I analyze data and make a comparative study of values with preceding studies I find that police officers regard personal values as more important than social values. A noticeable finding of this study is the middle ranking of the value of equality among police officers. It's different result with other studies. And, the value of national security is the low ranking among police officers. It's the same result with preceding studies.

• Proceedings of the Korea Contents Association Conference
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• 2014.11a
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• pp.247-248
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• 2014

국제투명성 기구가 발표한 우리나라 부패인식 지수는 2008년을 기점으로 매년 하락하는 추세를 보이고 있으며, 지난 2013년 55점(세계 46위, OECD 34개국 중 27위)를 나타내고 있다. 현대사회에서 공직자의 부패문제는 과거부터 꾸준히 제기되어온 해결과제라고 할 수 있으며, 최근 몇 년간의 문제만은 아니라는 것을 의미한다. 다산 정약용의 저서 "목민심서" 율기육조 중에서 제2조 청심에서 청렴은 수령의 기본임무이고, 모든 선의 근원이요 모든 덕의 근본이니, 청렴하지 않고서 수령 노릇을 할 수 있는 자는 없다고 하였다. 이는 공직사회의 청렴성을 중요시 하는 것으로 현대사회를 살아가는 공직자에게 귀감이 된다고 할 수 있을 것이다. 그러나 최근 경찰공무원의 청렴성이 대중매체의 도마에 끊임없이 회자되며, 이는 경찰조직구성원 전체에 대한 신뢰를 저하시키는 요인으로 작용되고 있다. 따라서 본 연구에서는 경찰부패와 청렴도 제고에 관련되는 선행연구를 검토하고, 경찰조직의 내 외적 환경에서의 청렴도 제고를 저해하고 있는 문제점을 도출하여, 이에 관한 개선방안을 제시하도록 하였다.

• Korean Security Journal
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• no.52
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• pp.95-123
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• 2017

The purpose of this study is to analyze how the new police education will affect job satisfaction and organizational commitment. Based on the Central Police Academy, the new policemen(288th newly appointed officers) were surveyed as a survey of educational satisfaction(education, curriculum, teaching facilities, teaching facilities), and awareness of job satisfaction and organizational commitment. The results are summarized as follows. First, Educational satisfaction has shown that there is a static correlation between job satisfaction and organizational involvement. Second, the teaching ability has a significant effect on all the factors contributing to job satisfaction, in relation to the effect of the educational satisfaction on job satisfaction. Third, in relation to the effect of the educational satisfaction on organizational commitment, the teaching ability has had a significant effect on all the factors involved in organizational involvement, and education courses and educational facilities have shown significant effects on continuance commitment among organizational commitment. These results suggest that education for working subjects should be conducted in a more case-oriented instruction, and the practice of on-the-job training is required to ensure practical hands-on learning.

• Proceedings of the Korea Contents Association Conference
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• 2011.05a
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• pp.173-174
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• 2011

현대의 경찰활동은 지역사회 경찰활동(Community Policing)으로 귀결된다. 지역사회 경찰활동에 대한 많은 논의가 있어왔지만 지역사회 경찰활동이라는 패러다임에 관한 통합적인 모색은 등한시 되어 온 것이 사실이다. 지역사회 경찰활동에서 파생된 프로그램 및 전략들은 실질적인 경찰활동과 관련이 있다. 이러한 프로그램들은 경찰조직의 이슈 혹은 특정한 문제를 해결하기 위하여 지역사회 경찰활동보다 의도적으로 좁은 범위로 한정하고 있다. 그러한 초점을 가진 대표적인 프로그램은 문제지향적 경찰활동(Problem-oriented policing), 깨진 창(Broken Windows), 컴스탯(Comstat), 제3자 경찰활동(Third party policing), 우범지대(Hot spots)로 볼 수 있다. 그러나 이러한 프로그램 및 전략들은 매우 한정된 범위 내에서 존재하고 운영되는 것들이기 때문에 오늘날의 경찰활동의 근거나 기초를 지역사회 경찰활동만큼 제공해주지 못하고 있다. 지역사회 경찰활동과 관련된 경찰개혁 프로그램이나 전략들을 통합하여 다시 한 번 의미를 재정립하는 것은 현장의 경찰관들이 보다 쉽게 경찰행정의 의미를 이해하고 실제로 실현해 나갈 수 있는 방법을 안내하기 위함이다.

• The Journal of the Korea Contents Association
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• v.12 no.9
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• pp.211-216
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• 2012

In this study, the relationship between the organizational characteristics of police officers and the level of post-traumatic stress disorder in the comparative analysis was to check for post-traumatic stress disorder, according to the organizational characteristics affect. To accomplish this, a way ANOVA analysis of variance(One-way ANOVA) was conducted. The department in post-traumatic stress disorder level, a significant difference was found. It was more likely to be exposed to a traumatic experience if who is working in the front-line department. Post-traumatic stress disorder according to the work unit, a significant difference was found. The level of Post-traumatic stress disorder in outside job unit officers was higher than that of desk job unit offcers. Post-traumatic stress disorder according to the rank and duration of employment and the administrative district level, a significant difference was not found.

• The Journal of the Korea Contents Association
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• v.18 no.3
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• pp.499-508
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• 2018

This study explored the relationship between the Resilience and Organizational commitment, The police officers' perception on the resilience has been measured, and then how their perception on the resilience affects the organizational commitment has been examined. This study aimed at measuring the effects of police officers' perception on the resilience on organizational commitment By reviewing previous finding, police officers' resilience(Self-Regulation Skills(Regulation skills, Cause Analysis skills, Impulse control skills), Interpersonal Skills(Expansion skills, Communication skills, Empathy skills), Positive Capacity(Appreciate, Life satisfaction, Self-optimism)) were selected as independent variables, Organization Commitment(Affective commitment, Continuance commitment, Normative commitment) was selected as dependent variable. The result of analysis showed that Life satisfaction>Cause Analysis skills>Communication skills> Empathy skills> Appreciate> Impulse control skills influenced in Affective commitment (positive), Life satisfaction>Self-optimism>Regulation skills>Communication skills>Cause Analysis skills in Continuance commitment(positive), and Expansion skills>Empathy skills>Self-optimism>Life satisfaction>Impulse control skills in Normative commitment (positive).