• The Journal of the Korea Contents Association
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• v.8 no.12
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• pp.283-290
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• 2008

This study explored the relationship between Police Officer's Job Motivation and Organizational Commitment. The Police officers' Job Motivation has been measured, and then how their Job Motivation affects Organizational Commitment has been examined. So, the ultimate purpose of this study is to suggest the ways for the human resource management plan and then to raise the organizational Commitment. The methodology used in this study is based largely on the motivation model. A Police Officer's Job Motivation Perception questionnaire comprises 4 categories; 'Responsibility and Service', 'Job Security', 'The reputation of police', and 'Aspiration for police work'. And Organizational Commitment. In the conclusion, policy implications for developing an effective recruitment strategy and Necessity of training program are discussed.

• Fire Science and Engineering
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• v.27 no.1
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• pp.60-65
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• 2013

From an accident at 2:00 a.m. in November 2nd, 2012 that one fire-fighter died while suppressing the E land World Inc. Fire in Bupyeong-Gu, Incheon, we concluded the problem and the improvement method of using the wireless communication (the two-way radio) that the fire safety officer and the safety crew use when identifying the safety of the fire scene. And after the investigation, we could find that the communication between the fire safety officer and the safety crew was difficult in the scene of the fire by voice because of much noise, so they could rely solely on the wireless communication. Therefore, we investigated the wireless communication and its frequency now used in Incheon Fire Safety Devision. Also, we compared with those of the military and the police. As a result, by making use of the wireless communication and its frequency currently possessed in Incheon Fire Safety Division, we found that the fire safety officer and the safety crew rescuing people at the risk of their own life in the various fire scene can communicate effectively.

• Journal of Arbitration Studies
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• v.23 no.4
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• pp.55-76
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• 2013

This study aims to analyze the main features of Mongolian arbitration system compared with Korean Arbitration Law which was revised under the UNCITRAL Arbitration Model Law. On the basis of this comparative study, certain differences are suggested: First, the environment of Mongolian arbitration is still insufficient in terms of its operation and usage at the international level. Second, the Mongol National Arbitration Court has established Ad-hoc Arbitration Rules and has promoted Ad-hoc Arbitration although it is an institutional arbitration organization. Third, the arbitration objects are defined as the types of tangible and intangible assets in Mongolia which are different from those of the Korean Arbitration Law. Accordingly, court and officer disputes, family disputes, labor-management relations, and criminal matters are covered by the arbitration objects. Fourth, Mongol Arbitration Law specifies the following persons disqualified for arbitrator appointment: the member of the Constitutional Court, judge, procurator, inquiry officer, investigator, court decision enforcement officer, attorney, or notary who has previously rendered legal service to any party of the disputes, and any officials who are prohibited by laws to be engaged in positions above the scope of their duties. Fifth, the arbitrator selection and appointment criteria should be documented, and the arbitrator should have the ability to resolve the disputes independently and fairly and achieve concord from both parties. Sixth, if there is no agreement between the parties, the arbitration language should be Mongolian, and the arbitral tribunal has no power to decide on it. Seventh, despite the agreement for a documentary hearing between the parties, there should be provided opportunities for an oral hearing if either of the parties requires it. Eighth, if the parties do not understand the language of the arbitration, the parties can directly ask the translation service. They should also keep secrets in the process of arbitration. Ninth, the cancellation of arbitral award is allowed by the application of the parties, not by the authority of the court. Except for the nine differences above, the Mongolian arbitration system is similar to that of the Korean Arbitration Law. This paper serves to contribute to the furtherance in trade relationship between Mongolia and Korea after the rapid and efficient resolution of disputes.

• Journal of Families and Better Life
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• v.28 no.6
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• pp.113-123
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• 2010

The purpose of this study is to understand police officers' perceptions and influential factors on their recognition of domestic violence. The participants of the present study were 226 police officers around Iksan province, and the data were collected by the self-administered questionnaire method. The major results of this research were as follows. First, 55.3% of the respondents had received training on domestic violence. Second, 64.6% of police officers had experienced cases of domestic violence, and 65.4% of them had chosen passive action in domestic violence situations. Third, there was a significant positive correlation between gender equality consciousness and knowledge of the domestic violence prevention act, and the police officer's recognition of domestic violence. Fourth, there was a significant negative correlation between possible violence and the intervening attitudes of the police officers, and the police officers' recognition of domestic violence. Finally, multiple regression analysis was performed to find out the general characteristics of the participants and associated variables. It was found that the domestic violence experience of police officers was the most powerful predictor of their recognition of domestic violence. Gender equality consciousness, knowledge of the domestic violence prevention act, and the intervening attitudes of police officers were the next powerful predictors of police officers' recognition of domestic violence.

• Journal of Navigation and Port Research
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• v.44 no.6
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• pp.469-476
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• 2020

Modeling and Simulation (M&S) systems which deal with situational complexity often require human involvement due to the high-level decision-making that is necessary for ship movement, navigation, control center management, shipping company logistics, meteorological system information, and maritime transportation GIS. In order to properly simulate maritime traffic, it is necessary to accurately model the human decision-making process of the ship officer, including aspects of the ship officer's behavioral tendencies, personal navigation experience, and pattern of voyage errors, as this is the most accurate way in which to reproduce and predict realistic maritime traffic conditions. In this paper, which looks at agent-based maritime traffic simulation, we created a basic survey in order to conduct behavior analysis on ship operators' collision avoidance strategies. Using the information gathered throughout the survey, we developed an agent-based navigational behavior model which attempts to capture the behavioral patterns of a ship officer during an instance of ship collision. These results could be used in the future in further developments for more advanced maritime traffic simulation.

• Journal of Industrial Convergence
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• v.20 no.8
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• pp.163-172
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• 2022

Public officials are volunteers for the people, and the police are in charge of the safety of the people. In particular, the marine safety of Korea, which has three sides of the sea, is very important. The education of maritime police is a very important factor due to the specificity and risk of the sea. In particular, since the new curriculum is linked to the job while in office, factors related to educational performance are more important. In this study, the relationship between personality characteristics and academic burnout was examined for 200 new maritime police officials. Among the five factors of personality characteristics, extroversion factors, neurotic factors, and emotional exhaustion factors were extroversion factors, neurotic factors, and cynicism factors, and extroversion factors, neurotic factors, and integrity factors. In particular, the five factors of personality characteristics that have the greatest influence on academic burnout were neurotic. For the educational satisfaction and effectiveness of the new maritime police officer, it is necessary to minimize the psychological margin and stress of the new maritime police officer.

• Journal of Convergence for Information Technology
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• v.7 no.3
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• pp.83-90
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• 2017

The purpose of this study is to solve the limitations that the information security manager of company should recognize the personal information of all employees. In this study, we propose efficient personal information retention status management system to minimize information retention status of personal information and department by information security manager and departmental information security officer. To do this, we study the method of transferring the check result from the PVA system to the efficient personal information retention management system, also study ways to minimize the amount of personal information we hold. It is possible to minimize the possession of personal information by changing the one channel method managed by the information security administrator of the existing PVA system to the two channel method so that the information security manager and the information security officer can manage it.

• Journal of Digital Convergence
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• v.15 no.1
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• pp.301-309
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• 2017

The study analyzes the effects of quality factors of health check-up service applied to military officer every year on the value and the behavioral intention of consumers so that it is be able to suggest alternatives to realize a systematic and realistic health check-up system. The survey period was from September 27 to October 4, 2016 and 294 out of 300 patients were finally selected; Frequency analysis, ANOVA analysis, Pearson's correlation analysis and multiple regression analysis were performed. In conclusion, the Age(p<0.05), Number of examinations(p<0.01), Medical communication(p<0.01), Quality of service(p<0.001), Medical Services Value(p<0.001) were drawn as characterized results by sectors regarding health screening service quality and customer satisfaction and behavioral intention. In the future, the military should improve the quality of education and publicity programs to improve the awareness of health checkup system, and improve quality of health checkup service to detect diseases early.

• Journal of Korean Public Health Nursing
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• v.13 no.2
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• pp.45-58
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• 1999

This study was conducted to compare the practice of health promoting behaviors between hospital workers and government officers. The subjects for this study were consisted of 344 hospital workers in four university hospitals and 340 government officers in four district offices in the Kyong-in area. Data were collected by using constructed questionnaires from January to February in 1997 and analyzed by Chi-square test, t-test. ANOVA, Pearson correlation coefficient and stepwise multiple regression. The results were as follows : 1. There was no significant difference between hospital workers and government officers in practice of health promoting behaviors as a whole. but among five domains of the health promoting behaviors, hospital workers was significantly higher than that of government officer in the domain of health responsibility, while they were significantly lower than those of government officer in the domain of exercise & nutrition and stress management. The mean score of health promoting behavior for hospital workers and government officer were 2.40, and 2.47, respectively. The health promoting behavior in relation to the characteristics of the hospital workers varied significantly according to sex and age. The domain of self-actualization ranked highest in health promoting behaviors of hospital workers, interpersonal support came next. stress management, health responsibility and exercise & nutrition followed them. While those of government officers. the domain of self-actualization ranked highest. interpersonal support came next, stress management, exercise & nutrition and health responsibility followed them. 2. There were no significant difference between hospital workers and government officers in the health perception with mean score of 3.32 and 3.34 respectively, in the self esteem with mean score of 2.82 and 2.84 respectively, in the self-efficacy with mean score of 70.50 and 72.35 respectively. in the internal health locus of control with mean score of 2.95 and 3.03, respectively, m the chance health locus of control with mean score of 2.10 and 2.13, respectively, m the powerful others health locus of control with mean score of 2.39 and 2.46, respectively. 3. The practice of health promoting behavior of hospital workers were strongly associated with self-esteem and self-efficacy, and self-esteem was strongly correlated with self-efficacy. And the practice of health promoting behavior of government officers were strongly associated with self-esteem, powerful others health locus of control and internal health locus of control. and self-esteem was strongly correlated with self-efficacy. 4. The combination of self-esteem, powerful others health locus of control. health perception. self-efficacy. internal health locus of control. age and marital status explained $45.7\%$ of variance of likelihood to engage in health promoting behavior of hospital workers. And the combination of self-esteem. powerful others health locus of control. health perception. self-efficacy. internal health locus of control. sex and marital status explained $48.2\%$ of variance of likelihood to engage in health promoting behavior of government officers.

• Journal of the Korea Institute of Military Science and Technology
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• v.23 no.2
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• pp.147-158
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• 2020

Korea Ministry of National Defense has directed the state-of-the-art technology Forces troops structures that can respond to security threats in all directions through the Defense Innovation 2.0, which aims to reorganize the personnel and organizations in response to population decline. An implement of effective analysis to maintain combat power is necessary due to possible restrictions on combat power, especially in division of mobilization where reserve manpower is operated frequently. In this study, the normal operations of the reserve officers were investigated, the direct effects of the combat forces of the reserve officers was analyzed using ARENA modeling, and the budget required to operate the innovation and indirect effects of employment of veterans were studied. The result of the simulation proved to be effective in demonstrating unit combat power when the reserve officer was in full-time operations and economic benefits were also significant in terms of efficiency of defense budget management.