• Journal of Digital Convergence
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• v.19 no.2
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• pp.183-193
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• 2021

The purpose of this study was to verify how organizational fairness affects organizational commitment to social welfare officials, and to examine the mediating effect of organizational support. Social welfare officials have tried to find out what factors can be more adapted to the organization and immersed in the organizational aspect, as overwork and poor working conditions are becoming a problem. As the subject and method of the study, a questionnaire survey was conducted on 172 social welfare officials in P and U cities in northern Gyeonggi Province, and analyzed using multiple regression analysis. As a result of the study, organizational fairness of social welfare officials had a positive effect on organizational commitment, and organizational support had a partial mediating effect. Based on the results of this study, administrative and policy implications for the organizational adaptation and commitment of public officials in charge of social welfare were presented.

• Journal of the Korea Academia-Industrial cooperation Society
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• v.14 no.11
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• pp.5423-5433
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• 2013

This study has analyzed the factors related to everyday stress, professional stress, and professional satisfaction experienced while performing administrative duties in unit of school, concerning administrative education government officials. The study period was set from March 10 to March 30, 2013, and the subjects of study was set as 122 employees of Cheongwon-gun, Cheongju-si, Chungcheongbuk-do, working as administrative education government officials. The spsswin18.0 program was used for data analysis, and the t-test, and frequency analysis and credibility were also analyzed. The positive analysis was verified at a significant level of 5%. The results of the analysis displayed regarding the Professional Satisfaction pursuant to demographic Characteristic, the difference of Professional Satisfaction between positions was meaningful. However, the differences between sex, age, religion, educational background, marital status, school level, school scale, career, drinking, smoking were not analyzed as meaningful at a significant level of 5%. With regard to Sub-factors of Professional Satisfaction for Demographic Characteristic, the factors in the part of human resource management, human relation, and job capacity were analyzed as meaningful but organizational atmosphere was analyzed as not meaningful at a significant level of 5%. Also with regard to the stress on Quantitative Role among Sub-factors of Professional Stress by Demographic Characteristic, the difference between age, school level, position, career, smoking was meaningful. With regard to career development, the difference between smoking was meaningful. With regard to the stress on role conflict and ambiguity, the difference for demographic characteristic was analyzed as not meaningful at a significant level of 5%. This study implies that the social environmental consideration is required for administrative education government officials, and it is regarded that consideration is required sequentially to developing job capacity, human relation, organizational atmosphere, rather than to human resource management.

• Fire Science and Engineering
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• v.23 no.2
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• pp.85-95
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• 2009

The fire organization of civil servant is a specified public official job which traditionally is characterized by conservative attributes, highly emphasized with a hierarchical culture and the order from higher position. Such a special condition of the fire organization is seemingly regarded as a prerequisite of the occurrence especially prevalent of the systematic discord rather than the other system of a civil servant such as a common administrative job. The conflict among fire officials which is caused by the variety of effort that has been input in pursuit of making a desirable structure does not in progress or even though it dose, weakened by a counterbalance. Therefore, the goal of this research is inducing a plan to revitalize the fire organization through the corroborative analysis of the conflict between indoor duty and outdoor service ones. That is the reason of the disagreement, the device of getting rid of discord and so on.

• The Journal of Korean Association of Computer Education
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• v.5 no.1
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• pp.35-43
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• 2002

By entering the information society, the trend of increasing use of the cyber education to deliver high-Quality educational programs is likely to continue. For instance, supported by the government agencies, central officials training institute is expending vast amounts of money for the installation of cyber education programs. However, much of the research that has been done concerns the discrepancy between the potential and the actual use of technology in the field of education and training. The intent of this study was to identify the decision of the adoption of cyber education among national officials who had just peceived the existence the cyber education programs which would be used for their professional training and development, and to investigate the relationships between the Rogers' five attributes of innovation (relative advantage, compatibility, easy of use, observability, trialiability) and their decision of adoption. The results of the study generally concurred with Rogers diffusion of innovation theory revealing that perceived compatibility, easy of use, and observability of cyber education are significant predictors of decision to participate in cyber education.

• Korean Journal of Veterinary Service
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• v.24 no.2
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• pp.161-164
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• 2001

구제역 발생시 구체적인 방역요령은 "구제역 긴급 행동지침"에 따라 방역조치가 수행되며, 이 요령에서 정하지 못하는 사항들은 행정지침으로 전달된 방법에 따라 수행하게 된다. 본 기고는 구제역 방역을 일선에서 시행한 결과를 토대로 재검토한 바, 모든 감수성 동물은 최종도착지가 도축장인 점을 감안할 때 도축장방역이 매우 중요함에도 불구하고 "구제역 긴급 행동지침"이 구체적이지 못하였으며 일선 방역 검사기관의 능력과 여건이 고려되지 않고 방역 및 검사업무는 물론 제반 행정사항을 검사원에게 일임함으로써 결과적으로 업무가중에 의한 검사처리능력의 한계점을 넘는 결과를 초래하였다 따라서 "구제역 긴급 행동지침" 및 자체 가상 시나리오 작성시 도축장 방역을 보완하여 유사시 효율적인 방역 검사가 이루어질 수 있도록 다음과 같이 제언한다. (1) 검사원의 증원방안 (2) 검사업무 보조원 확보 방안(기능직 공무원 대체) (3) 정육 및 부산물 처리장 선정(특히 오수 및 장내용물 처리방안) (4) 사법권의 적절한 활용방안

• Journal of the Korean Society for Library and Information Science
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• v.39 no.3
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• pp.45-73
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• 2005

This study alms to suggest a new personnel system(classification of public position) for librarianship in Korea. In order to achieve this goal, the five alternative plans are analysed with respect to the grounds of an argument, merits and demerits, and its realization. In conclusion, the 'record culture group' or record information group'(tentative name), that is, a single group brought together librarian, curator, and archivist is the best alternative to establish a professional identity and social status of librarian in Korea.

• 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.

• Journal of Digital Convergence
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• v.18 no.12
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• pp.117-125
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• 2020

In this paper, we wanted to look at the effects of person-organization fit and person-job fit of social welfare officials on the job enthusiasm, but also examine the mediated effect of organizational committment. The study found that person-job fit has a positive effect on the job enthusiasm of public officials in charge of social welfare, and that the mediating effect of organizational committment is also partially covered. However, person-organization fit does not have a direct impact on job enthusiasm, but has been shown to have a full mediated effect through organizational committment. As a result of these studies, social welfare officials are judged to lack consistency and affinity within the organization, while their individual abilities, purposes, and demands are in line with their duties and job enthusiasm for their duties. Therefore, it is necessary to provide support at the organizational level and to create a sense of unity in order to enhance the job enthusiasm of public officials in charge of social welfare.

• The Journal of the Korea Contents Association
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• v.19 no.8
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• pp.1-9
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• 2019

This research aims to empirically explore the link between evaluation management and performance of indefinite-term contract workers in local governments, perceived by public officials who are responsible for managing indefinite-term contract workers in local governments. In addition, this study examines the moderating effect of training for the relationship between evaluation management and performance. The results show the positive relationship between evaluation management and performance with the moderating effect of training for the link. This research contributes to expand the scope and level of the literature on indefinite-term contract workers through suggesting the empirical evidence among evaluation management, performance and training. Furthermore, the empirical results of this study have useful implications for local governments and public officials to construct management guidelines for indefinite-term contract workers.

• Korean Security Journal
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• no.57
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• pp.9-26
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• 2018

In order to reflect the Changes in this government's policy of making Temporary Position employees into the Public sector permanent, special security guards from Private Security firms in the National Critical Facilities protection Position are moving forward transformation to Permanent Position. Especially, the organization of the protection personnel of the National Government Buildings designated as the National Critical Facilities is comprised of various types of security personnels, protective officer, special security guards from Private Security firms, Private police guards, police officers and these types of security personnels protect for the Government Buildings. Recently, The Government Security planning division is discussing various types of transformation, Special Security guards are employed directly by the Government in order to convert them into Permanent position, Special Security guards are employed directly through a establishment of Public Security corporation, protective officers are hired by the Government, Self-guards are hired directly by the Government, Private police guards are employed directly by the Government. In order to reflect the Changes the Government policy of making Temporary position employees into the Permanent, the Special Security Guards from Private Security Firms in the National Critical Facility's protection environment, protective personnels operation characteristic under various circumstances. Especially, in the process of making Special Security Guards to Permanent position, it is necessary to take precedence over the various opinions of Special Security Guards and stakeholder.