• Korean Security Journal
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• no.10
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• pp.149-171
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• 2005

In Korea, local autonomy police has been discussed several times since Liberation in terms of expanding the democracy of police, but this suggestion has not been pursued. However under the incumbent government, the local policing system will be fully implements from 2006, and the government says that it aims to introduce 'model management' from October this year. The model of local policing now in force is based on the national police and local police forces organized in parallel within local government autorities (cities, counties and districts). The heads of local autorities have the power to appoint local police. Of these, local authorities can use public servants working for the national police for 'special purposes'. The research questions for this study were to what extent public servants working for the national police in these circumstances can desire local autonomy police, and what factors influenced their decision to desire in local autonomy police. After analyzing the results of a survey of police officers, the study found that public servants working for the national police did not have great expectations of desire in local autonomy police. The factors that influenced the decision to desire in local autonomy police were the hope that remuneration would be good, and the hope that the atmosphere within the police force would become less bureaucratic and more democratic than the current system. The study also found that the hopes that promotions and working conditions would improve and that police would be treated better in society did not influence the decision of public servants working for the national police to desire in local autonomy police.

• Journal of Digital Convergence
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• v.12 no.1
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• pp.61-70
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• 2014

It has been raised a number of administrative ethic questions nevertheless of institutional strategy. It's even worse rather than solved. Especially, because of a distinctive family calture tradition that forming intimate bond, we're carrying lots of possibility of public corruption. As in the case of Busan Saving Bank recently, many of high-ranking officials are scouted to lawferm or business interest company After that this ex-officials exert their influence over government office. terminating public corruption. Lenient law enforcements as in the case of sponser prosecutor, social welfare budget embezzlement result in public distrust about anticorruption policy of government In conclutsion, for a best function of public service ethic system it's important to improve institutional problem constantly.

• Journal of Korean Academy of Nursing
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• v.39 no.1
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• pp.84-94
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• 2009

Purpose: This study was done to investigate community attitudes towards people with mental illness and to mental health services. Methods: From August to October of 2006, 474 citizens of Siheung city were asked to give demographic data and their personal attitude toward mental illness and mental health services. Results: The residents of Siheung community showed slightly negative attitudes, with a mean opinion about mental illness score of $93.38{\pm}17.29$. According to the study, health professionals and citizens showed a positive attitude to the establishment of day care centers and residential facilities (62.2% and 55.4% respectively). Civil servants showed negative attitudes (40.4%). There were significant differences in attitudes according to gender, age, education level, occupation, religion, and income. Positive attitudes were found for health professionals and negative attitudes for civil servants. Conclusion: The results of this study indicate a need to provide public information and education for civil servants, and for those who have negative attitudes, in particular, men, people in the younger age group, who have lower education levels, who are Buddhists, monthly renters, who have a monthly income below 1 million won, who have no children and no experience with people who have a mental illness.

• Proceedings of the Korean Institute of Information and Commucation Sciences Conference
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• 2017.10a
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• pp.387-390
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• 2017

Various education programs using cyber education in the age of knowledge informatization were introduced to schools, corporate education, military service, lifelong education facilities as well as public employee education and training system. In the case of the national government officials, the education and local civil servants are organized by 15 cities and provincial public officials training institutes, which are organized by the national civil service personnel development center cyber education center. The purpose of this study is to find out the development plan through questionnaires of the students who are in charge of cyber education in the chungcheongnam-do local civil servants.

• Journal of Labour Economics
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• v.23 no.1
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• pp.65-80
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• 2000

In this paper We measured average earnings differentials between the government and the private sector, the degree of earnings inequality within each sector, and estimated net earnings differentials between the public and private sector in 1982, 1985, 1990, 1995 and 1998, respectively. According to our estimation results, the public servants in Korea are being more paid than the private sector on the average, and have been enjoying higher net wage premium after controlling variables such as education level, job experience and occupation, etc. In terms of earning inequality within each sector, the public sector was proven to have very narrow earnings differentials between the top and the bottom, compared to quite large differentials in the private sector. Wide recognition that the public servants' compensation is lower in Korea seems quite wrong. The problem to be resolved is the earnings standardization in the public sector and the strong trend toward more equality in recent years. We recommend that the wage gap between the higher rank and the lower rank should be extended, and employment flexibility within the lower positions or ranks of the bureaucracy should be enhanced.

• Journal of Digital Convergence
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• v.19 no.12
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• pp.79-89
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• 2021

The purpose of this study is to examine the effects of organizational/job suitability and self-efficacy on the job enthusiasm of public officials to enhance the government's organizational performance and goal achievement, and to examine what mediating effects of self-efficacy have. As the subject and method of the study, a survey was conducted with 248 civil servants from three cities (P, U, Y) in Gyeonggi-do, and structural equation analysis was used for the collected surveys. As a result of the study, organizational suitability of public officials had a positive effect on job enthusiasm, and self-efficacy was found to have a partial mediating effect on organizational suitability and job enthusiasm. In the case of job suitability, job enthusiasm was not significant, and self-efficacy had a fully mediated effect. Based on the results of this study, administrative and policy implications for enhancing the enthusiasm for the job of front-line civil servants of administrative organizations were presented.

• Korean Journal of Agricultural Science
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• v.45 no.1
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• pp.128-136
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• 2018

The Anti-corruption Law has been enforced since Sep. 28, 2016 to prevent public servants from colluding with people for political favors and financial gain by giving bribes to public servants. Generally, most people in Korea think that the law has had a positive effect on society. Under this law, people believe that our society has become more transparent. However, domestic producers think the law has had negative effects on the Korean livestock industry. Statistics from the domestic livestock industry show that the Hanwoo price has dropped after the law was enforced. This study attempts to show how livestock prices in the Korean livestock industry have changed after the enactment of the law. We chose three important livestock industries, Hanwoo, pork, and chicken, to determine and compare the effects of the law on them. For the analysis, we used a time-series model, VAR, to incorporate the interactions of the three industries. We selected the average wholesale prices of these industries. Daily prices during the last 5 years were used to estimate and forecast the impacts of the law. The results show that the price of Hanwoo decreased after the enforcement of the law; however, the other livestock prices did not decrease. Additionally, we clearly saw this negative effect on the Hanwoo industry during the high demand season and New Year's Day (solar and lunar together).

• Journal of Venture Innovation
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• v.4 no.1
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• pp.51-65
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• 2021

The HR policy in the public sector was closed and operated mainly on written tests, but in 2006, a new evaluation, promotion and education system based on competence was introduced in the promotion and selection system of civil servants. In particular, the seniority-oriented promotion system was evaluated based on competence by operating an Assessment Center related to promotion. Competency evaluation is known to be the most reliable and valid evaluation method among the evaluation methods used to date and is also known to have high predictive feasibility for performance. In 2001, 19 government standard competency models were designed. In 2006, the competency assessment was implemented with the implementation of the high-ranking civil service team system. In the public sector, the purpose of the competency evaluation is mainly to select third-grade civil servants, assign fourth-grade civil servants, and promotion fifth-grade civil servants. However, competency assessments in the public sector differ in terms of competency assessment objectives, assessment processes and competency assessment programmes compared to those in the private sector. For the purposes of competency assessment, the public sector is for the promotion of candidates, and the private sector focuses on career development and fostering. Therefore, it is not continuously developing capabilities than the private sector and is not used to enhance performance in performing its duties. In relation to evaluation items, the public sector generally operates a system that passes capacity assessment at 2.5 out of 5 for 6 competencies, lacks feedback on what competencies are lacking, and the private sector uses each individual's competency score. Regarding the selection and operation of evaluators, the public sector focuses on fairness in evaluation, and the private sector focuses on usability, which is inconsistent with the aspect of developing capabilities and utilizing human resources in the right place. Therefore, the public sector should also improve measures to identify outstanding people and motivate them through capacity evaluation and change the operation of the capacity evaluation system so that they can grow into better managers through accurate reports and individual feedback

• Journal of Environmental Impact Assessment
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• v.29 no.2
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• pp.79-92
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• 2020

This study aimed at analyzing the current status and further needs of ecological information which is provided with the civil servants in the process of climate change adaptation planning in ecosystem sector and at providing suggestions for future development of ecological knowledge on climate change. Therefore, we conducted a questionary survey titled as "the knowledge-base and information needs for climate change adaptation in ecosystem sector" with the civil servants who are engaged with adaptation practices in the ecology related divisions in 17 regional local governments (RLG) and the affiliated basic local governments (BLG) in Korea. As a result, the characteristics of ecological information which is applied in public practices was analyzed and strategies for improved utilization was suggested. 75% of the respondents (RLG 85% and BLG 72%) were aware of the relativeness between the existence and utilization of ecological information and the execution of climate adaptation practices in ecosystem sector. They were agreed with the necessity of ecological information not only in adaptation practices but also overall affairs in the ecological related division in the local government (RLG 82% and BLG 72%). The current situation of utilizing ecological information which is produced from central orlocal government to civil affairs were only represented as 64 persons (28%) in RLG and 42 persons (18%) in BLG. One of the major obstacles that the respondents confront with when applying ecological information to public practices was deficit of prior knowledge on the ecological information itself, such as awareness of the characteristics of ecological information and the link with public affairs for adaptation plans. Therefore, delivering current knowledge and ecological information on climate change by educational and promotional method is an urgent priority to the civil servant. The future needs on ecological information for local government servants were deduced as basic information on local ecosystem and applied knowledge on local development to meet the biodiversity conservation and ecosystem services at the same time. The respondents expected not only the specific guidelines for using ecological information to apply on the adaptation plans in the relevant divisions of the local governments but also the institution where the usage activation of ecological information would be operated and managed to enhance the information utilizing structure in the local government. In the nation-wide, the capacity of local governments should be enhanced with adaptation knowledge and the application of appropriate information to the public practices by central government's aiding with the better quality of information, its public promotion, and the applicability to civil affairs.

• The Journal of the Korea Contents Association
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• v.13 no.12
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• pp.212-220
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• 2013

This study analyzed the effect of fairness of personnel management systems of public organizations on job satisfaction and job performance. For hits, satisfaction, problems, and improvements of personnel management systems were investigated targeting 4 personnel management systems which are being operated in Chungcheongnam-do and analyzed the correlations between job satisfaction and job performance with it. Personnel fairness has the positive effect on job satisfaction and performance of public servants. When personnel management is done by considering career, degrees of work difficulty, and efforts, job satisfaction and performance can increase. This shows that fair personnel management plays the important role in organizations and employees' morale. As the various personnel management systems are being operated in Chungcheongnam-do, the fact that personnel management of public servants is done according to objective evaluation materials and procedures with the same principles should be recognized.