• The Journal of the Korea Contents Association
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• v.15 no.8
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• pp.218-225
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• 2015

The purposes of this paper are to describe relationship between drinking, smoking and negative behaviors especially absenteeism and discipline among police officers in Korea and to identify the correlation among these variables. And ultimate aim of this study is to provide basic information for the health improvement of police officers in Korea.

• The Journal of the Korea Contents Association
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• v.13 no.11
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• pp.885-893
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• 2013

Police officers interact with the citizen a lot, they have high possibility of corruption, graft, and conflict with the citizen. The Police have governmental authority and regulation right, which requires police officers to have high ethical consciousness. because of this, disciplinary action upon them has higher standard. According to the actual statistical data between 2008 and 2012, showed that only 801 police officers were disciplined in 2008. But in 2009, average 1,100 police officers were disciplined. To solve the problem of unreasonable discipline, government is enforcing an Appeal System. Appeal system is a special system which allows government employees to make a formal objection against unfavorable discipline. Through Appeal system, many police officers were saved from being disciplined. Discipline given to the police officers were decided to be invalid, or to be reducted. The data showed that approximately 25% of police officers were saved by this system. As a research was done about a correlation between disciplinary policy and entreaty, correlation between entreaty quotation and working department, to look in to the correlation between discipline and appeal system. The result showed that certain characteristic existed depending on the substance.

• Proceedings of the Korea Contents Association Conference
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• 2015.05a
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• pp.121-122
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• 2015

이 연구에서는 경찰공무원의 음주 및 흡연의 정도에 따른 결근 및 징계의 정도를 살펴보았다. 독립변수인 음주는 음주경험, 음주빈도, 음주량 그리고 흡연은 흡연유무, 흡연량으로 종속변수인 결근은 결근의사, 결근실행, 거짓결근 그리고 징계는 징계경험, 징계종류로 구성하여 빈도분석 및 교차분석을 실시하였다.

• Proceedings of the Korea Contents Association Conference
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• 2016.05a
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• pp.123-124
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• 2016

이 연구에서는 경찰공무원의 탈진감에 따른 결근 및 징계의 정도를 살펴보았다. 독립변수인 탈진감은 이미 많은 선행연구 연구에서 높은 신뢰도와 타당도가 검증된 Maslach Burnout Inventory(MBI)를 활용하였다. 종속변수인 결근은 결근의사, 결근실행, 거짓결근 그리고 징계는 징계경험, 징계종류로 구성하였으며, 독립변수와 종속변수 간 상관관계분석 및 회귀분석을 실시하였다.

• The Journal of the Korea Contents Association
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• v.18 no.5
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• pp.149-155
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• 2018

The purposes of this paper are to describe the burnout, absence and disciplinary action among police officers in Korea and to identify the correlation among these three variables. And aim of this study is to provide basic information for the health improvement of police officers in Korea. Studies have shown significant static correlation between the practice of absence from work and the absence from work that is false, but the coefficient of correlation is very low. In addition, there was no significant correlation between burnout and disciplinary action. Regression analysis showed significant relationships with burnout and absence intention, practice of absence and types of disciplinary action, but they were very poorly explained. So you can see that the burnout of police officers generally has a small effect on absence, but not on the disciplinary action. Future studies should include supplementary studies of these associations.

• The Journal of the Korea Contents Association
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• v.15 no.2
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• pp.223-232
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• 2015

This research aims to suggest ways to improve the effectiveness of disciplinary suspensions of police officers. Research is based on reviews of prior research and related documents, in addition to analysis of the current status of disciplinary action through public information provided by the National Police Agency. The researcher examined cases in appeal commission example book and analyzed the types and reasons for such cases. This study offers three proposals for improving the disciplinary system. First, the discipline guidelines of police officers should be examined in relation to those of other government employees. Second, a comprehensive manual for data from the disciplinary process should be created and used institutionally. Lastly, police officers should establish an appeals commission that already exists within various civil service operations.

• Journal of Navigation and Port Research
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• v.43 no.3
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• pp.153-159
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• 2019

Marine accidents and legal violations result from mistakes and negligences of ship officers, deck officers and engine officers, during the ship navigation and lay days. Due to these accidents and violations, these officers are subjected to disciplinary actions for certification. The disciplinary action, namely certificate punishment is carried out by right rules, processes and equity. However, it is revealed that present situations are different from the principles. For the purpose of finding current states relating to certificate punishment, this study examines and analyses 737 punishment cases, accomplished in 'B' regional office of oceans & fisheries for 5 years from 2014 to 2018. The contents to be analyzed are reprimand agencies, certificate kinds, officers ranks at that time, disciplinary level, violated acts, annual reprimand state, punishment rule and it process, and disciplinary reduction levels. From such valuations various problems, such as disciplinary level deviations among laws, insufficient punishments rules, disciplinary certificate deviation, insufficient reprimand reduction rules, and lack function of crew administrative disciplinary council, are identified. Finally, methods to alleviate the problems identified will be proposed. This study, for the first time analyses the actual administrative disciplinary cases for ship officers'certificates and proposes improvement plans for its incorporation in Korea, This analysis will be useful in the examination of the study for the ship officers and making a plan for them.

• 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 Korean Institute of Navigation and Port Research Conference
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• 2013.06a
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• pp.288-290
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• 2013

해양안전심판제도는 해양사고의 원인을 밝혀 해양안전에 이바지함을 목적으로 하고 있음에도, 실질적으로 원인조사보다는 징계를 주목적으로 하는 것처럼 보일 수 있다. 해양사고가 발생하였을 경우, 지방해양안전심판원은 원인재결 및 징계재결을 하는데, 해기사나 도선사에게 징계재결을 하면 이는 침익적인 행정처분에 해당된다. 이러한 행정처분에 다툼이 있을 경우 중앙해양안전심판원에 구제를 요청하면 행정심판이 된다. 행정심판의 재결에 대하여 다시 대법원에서 다투는 것이 행정소송이 된다. 일반적으로, 행정심판의 재결은 3심제의 재판을 받을 수 있으나, 해양안전심판제도에서 중앙해양안전심판원의 재결에 대한 행정소송은 대법원 전속관할 단심제로 운영되고 있어 헌법의 기본권 중의 하나인 재판청구권에 대한 위헌 논란이 계속되고 있으므로, 이 논문에서는 해양안전심판제도의 본래의 목적인 해양사고 원인규명을 통한 해상안전의 확보 및 징계재결로 인한 침해된 국민의 권리를 구제하기 위한 개선방안을 제안하고자 한다.

• Journal of Legislation Research
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• no.44
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• pp.611-653
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• 2013

An whistle-blowing is recognition of acts of misconduct or corruption by individuals(laborers) or party which belongs to a certain organization and it refers to the act of informing to the senior organization or to the outside public agency to avoid jeopardies that could be potentially lead against benefit of the public. These whistle-blowings can be a Ansatz that improve corporation's transparency and accountability by prevention of enterprise's misconduct as well, it has been recognized as an important role for the establishment of corporate ethics, moreover, social justice. What to be treated primarily as labor law problem is arousing some controversies of the possibility that the public announcement could be whether a disciplinary punishment or not because it brings some mischievous effects for the honor and the reputation to the company which conducted the illegal actions and the action of the contrary to the social value. And futhermore, recently, the matter of compensational responsibility according to the arrangement conversion, bullying followed by the informant has been brought up. The fundamental standpoint of precedent related with the judgement of justification for the punishment as reason of the whistle-blowing ought to do the sincere duty for the labor contract which is the employees are supposed to consider the employer's profits. For that reason, if the emploee release the inside fact to the public and give any damages to employer's secret or confidence or honor, it will be a causing reasong of the disciplinary punishment, but in specific cases, the relevant and level of punishment limitation can be judged by the contents of public announcement and the truth, the purpose of the acts and details and the way of announcement. Precisely, on the assumption that there are necessity of the characteristic profit or the freedom of expression for the informant, with overall consideration whether or the basis part of the informant is true or there is a fair reason which make the informant believe is true or the purpose of informant has the public profit or the contents of the whistle-blowing are important for relevant organization or the means and the way was suitable, if the whistle-blowing are approved to be resonable, the organization are not permitted the reprimand or dismiss Futhermore, to find the solution for the issues of the disciplinary punishment and the treatment of all sorts of disadvantages, for the reason of whistle-blowing, since the protection law for public declarer which was enacted in last 2011 have the position as the general law, the purport of the equal law has to be considered sytematically and also the judicial precedent which is related to the justification of whistle-blowing are needed to be considered as well.