• 농촌지도와개발
• /
• 제6권1호
• /
• pp.35-42
• /
• 1999

Despite salary is one of the important factors affecting the morale, most of agricultural extension officials are not satisfied with salary system for their roles in Korea In these conditions, it is impossible to develop the extension services in Korea. It is necessary to improve salary system by upgrading to the level of salary for research officials or converting to the salary system for education officials such as professor, high school teach. The other alternative is to improve by reforming based on the tenure.

• 산업경영시스템학회지
• /
• 제23권60호
• /
• pp.67-72
• /
• 2000

In this paper we consider to parallel machines scheduling problems for minimizing mean tardiness that is known NP-complete. This problems is classified into two cases, one of which is the case which processing time are identical and the other, nonidentical. A Tabu Search method is applied to the problems considered in this paper to get an improved solution. To this end, we design move attribute, Tabu attribute and Tabu tenure, and thereafter perform the experiments to the problems.

• 경영과정보연구
• /
• 제35권1호
• /
• pp.23-50
• /
• 2016

본 연구의 목적은 국방 지식공유시스템인 '이지샘' 사용자들의 지식제공행위에 영향을 주는 요인들을 조사함으로써 국방지식공유시스템 사용의 활성화를 위한 시사점을 제공하는데 있다. 국방부에서는 '이지샘'이라는 지식공유시스템을 구축하여 구성원들의 지식공유와 지식의 활용을 돕고 있다. 하지만, '이지샘'사용의 활성화 정도는 제한적이며 사용 활성화를 위한 실증적인 연구 또한 부족한 실정이다. 따라서 본 연구는 '이지샘'에 지식을 제공하는 조직구성원의 행위에 영향을 주는 요인을 연구하였다. 행위의 동기 기회 능력이론에 근거하여 국방 지식공유시스템에 지식을 제공하는 행위에 영향을 주는 동기요인으로 '돕는 즐거움'과 '보상기대일치'를, 기회요인으로 '시스템 접근성'을, 능력요인으로 '자기전문가 인식'과 '관련분야 경력'을 적용하여 연구모형과 가설을 제시하였다. 또한, 이들 변수관계에서 '시스템 사용 자발성'의 조절효과를 검증하기 위한 가설도 포함하였다. 설문분석 결과, '돕는 즐거움'과 '보상기대 일치'(동기요인), '시스템 접근성'(기회요인), '자기전문가 인식'(능력요인)은 '이지샘' 시스템상의 지식제공행위에 긍정적인 영향을 주는 것으로 밝혀졌다. 하지만 '해당분야 근무기간'은 유의한 영향이 없는 것으로 나타났다. 자발성의 조절효과는 '돕는 즐거움', '관련분야 경력', '시스템 접근성'과 지식제공 행위와의 관계에서 유의하게 나타났다. 본 연구는 이론적 측면에서 국방 지식공유시스템 상에서 사용자의 지식제공행위에 영향을 주는 결정요인들을 동기 기회 능력요인 측면에서 제시하였다는 것이며, 실무적으로는 국방 지식공유시스템의 사용을 활성화하기 위해 관리자와 국방시스템 설계자가 관심을 가져야 할 요인들을 실증하였다는데 의의가 있다.

• KDI Journal of Economic Policy
• /
• 제30권2호
• /
• pp.61-97
• /
• 2008

본 연구는 공무원의 전문성 축적을 저해하는 것으로 지속적으로 지적되는 순환보직의 실태를 파악하고 그 개선방안을 제시하는 것을 목적으로 한다. 우리나라 중앙부처 과장급 이상 공무원의 평균재직기간은 1년 남짓으로 매우 짧아 업무의 인수 인계에서 오는 비효율 및 업무공백, 전문성 축적기회의 감소, 책임성 저하, 정책의 일관성 및 연속성 결여 등 여러 문제를 낳으며, 특히 고도의 전문성을 요하는 대외 협상 분야에서 큰 국가적 손실을 낳는 것으로 파악된다. 이의 개선을 위해서는 전문성을 고려하는 보직이동, 전보범위의 축소, 전보제한기간의 강화 등의 조치가 필요하나, 근본적으로 현재와 같은 과도한 순환보직이 연공서열에 기초한 계급제에 기인하므로 장기적으로 공직분류제도를 계급제에서 직위분류제로 전환하고 실적주의적 요소를 강화해야 할 것이다.

• 농업과학연구
• /
• 제38권1호
• /
• pp.31-38
• /
• 2011

This study was conducted to build frameworks for a guideline of community forest projects with respect to ODA of Korea (Official Development Assistant) in forest fields. Community forestry is a worldwide phenomenon which began in developing countries such as Nepal, Gambia, Guinea, and Indonesia and has been gradually recognized as an effective measure for ODA in forestry areas from ODA/DAC countries and the other international donors. This study investigated types of community forest status, mechanisms of community forest project conducted by ODA/DAC countries or the other international donors, and CFM (Community Forest management) success factors. As a result of our study, there are different types of resource users, having different economic and social status, perspectives, knowledge systems, values, understandings and objectives in community based forestry. Consequently, the clear forest tenure systems enabling communities to get motivated for the projects, the most appropriate agroforestry systems in different countries, capability of community to manage forest and etc must be considered carefully when the community forest project are implemented for ODA of Korea in order to gain successful results from ODA in forestry fields.

• 간호행정학회지
• /
• 제17권3호
• /
• pp.301-314
• /
• 2011

Purpose: This study was a methodological research conducted to develop a clinical ladder system for operating nurses. Methods: Participants were 20 OR nurses, working in C Hospital, who had a mean tenure of 6 years and 10 months. Data collection consisted of 4 focus group interviews during May and June 2009. The content analysis method of Kim and Lee (1986) was used to analyze the data. Two clinical expert groups consisting of 16 nurses verified the content validity of the preliminary system from September 16 to 26, 2009 using Kim's tool (1999). Results: The final clinical ladder system consisted of goals, core values, and 4 domains of practice related to core values, which were defined as professional value, perioperative nursing practice, education/research, and collaboration/leadership. Eleven nursing competencies and 44 behavior indicators were included in accordance with the 4-step ladder. The 4 operation systems for the clinical ladder system were the promotion system, continuous learning system, reward system, and support system. Conclusion: The results indicate that nursing managers need to pay more attention to developing a clinical ladder system for nurses.

• 보건행정학회지
• /
• 제11권3호
• /
• pp.1-30
• /
• 2001

This study was conducted to evaluate the effectiveness of team system at university hospitals in Korea. Data were collected from administrative and medical support workers at 4 university hospitals through the self-administered questionnaires and analyzed using frequency analysis, t-test, and oneway ANOVA. The results of this study are as follows. First, teams with higher team management characteristics show higher level of quality of work life and performance effectiveness. Second, teams which consist of members with variety background and skills show higher level of quality of work life and performance effectiveness. Third, team which have the higher autonomy, technology variety, job significance, and feedback show higher team effectiveness. Fourth, team which have team leaders with higher leadership score show higher level of quality of work life and performance effectiveness. Fifth, there are differences in team effectiveness in terms of sicio- demographic variables such as average age, position, and tenure of team members, length of team system, and team size. Sixth, the job autonomy of team members and the leadership of team managers have significant effects on the quality of work life variables. Seventh, the leadership of team leaders, job autonomy of members, and individual contact between team managers and members have significant effects on the team performance variables. In conclusion, in order to increase the effectiveness of team system in university hospitals, it is required to consider the characteristics of team management, diversity of team members, the autonomy of team members, the leadership of team manager, and the socio-demographic factors of team members.

• 분석과 대안
• /
• 제2권1호
• /
• pp.71-106
• /
• 2018

The 19th CPC National Congress has a key historical significance in the development of China's constitution. It will also play a decisive role in the history of the seventy years'constitutional change in New China. XiJinping's new socialist thought with Chinese characteristics established in the report of 19th CPC National Congress will be written in the preface of the March 2018 National People's Congress's constitutional amendment. The fifth revision of 1982 Constitution will touch on many issues such as the leadership of the CPC into the constitution, the abolition of the tenure of the president, the constitutional oath system, and the reform of the national supervisory system. In addition, the constitutionality review system, the establishment of the National Security Council, the constitutional status of socialist public property and private property and the adjustment of major economic system has become a hot topic in the theory field. In the history node towards a socialist country ruled by law, the theory and practice of the China indeed have the academic ideas, value position and path model differences, which will delay the Chinese constitutional development, but also is the necessary pain in the process of moving towards the rule of law in China. Indeed, how to the development and where to go in the future of Chinese constitutionalism itself has sample value, which deserves rational attention and in-depth inquiry from Chinese and Western academics.

• 한국학교ㆍ지역보건교육학회지
• /
• 제16권3호
• /
• pp.79-89
• /
• 2015

Objectives: This study aims to examine the effect of psychological capital on turnover intension and job satisfaction by aged care facility workers. Methods : Samples were obtained from 147 aged care facility workers in one county of Kyungsangbukdo. The study conducted a correlation and a regression analysis to learn how psychological capital (self-efficacy, hope, optimism, resilience) would affect turnover intension and job satisfaction. Results : First, age and marital status turned out to have a positive (+) influence on job satisfaction which would be negative (-) affected by tenure of office. Second, hope, sub-variable of Psychological Capital, affected a negative (-) influence on turnover intension. Third, resilience, sub-variable of Psychological Capital, affected a positive(+) influence on job satisfaction. Conclusions: It is suggested to develop the psychological capital of aged care facility workers, effective welfare system and educational program are required for better job satisfaction.

• 산업경영시스템학회지
• /
• 제21권47호
• /
• pp.11-23
• /
• 1998

Many empirical research surveys have supported that Organizational Citizenship Behavior (OCB) is influnced by or closely related with leadership styles. The first purpose of this study is to review the relationship between 2 leadership styles(employee-centered style, job-centered style) and 2 OCB factors(altruism, conscientiousness) as a criterion variable, and the second and primary purpose is to test the moderating effects of structural factors(formalization, centralization) and personal factors(growth needs, sex, age, tenure, rank, occupation, school career) between 2 leadership styles and 2 OCB factors. For the analytical purpose of this article, Fisher's Z-transformation and SGC(split groups correlations) methods were introduced. Generally 2 leadership styles are found to influence on altruism and conscientiousness respectively. Out of 36 cases, only 2 cases were significant in moderating effects. Based on empirical results, there is no moderating effects in conscientiousness. But altruism is found to more closely related with employee-centered leadership in low centralized group than on high centralized group, and more closely related with job-centered leadership in low growth-needs group than in high growth-needs group.