• Convergence Security Journal
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• v.24 no.1
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• pp.95-105
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• 2024

Although the importance of reserve forces has been emphasized again since the outbreak of the Ukraine War, there is a serious shortage of so-called mid-level officers such as field officers, non-commissioned officers, sergeants, and sergeant s in the Army. This is because, according to related laws such as the Military Personnel Mannagement Act, mid-level executives who have served for more than 20 years can choose to retire. To solve this problem, we studied recent papers spanning 10 years from April to July 2023. As a result of the study, first, mid-level executives must serve in the reserve forces for at least 5 years after expiration of active duty service. Second, the reserve force promotion system must be reorganized to eliminate restrictions on number and rank. In addition, the significance and implications of the study and future directions were discussed.

• Journal of National Security and Military Science
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• s.15
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• pp.31-55
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• 2018

It has been fifteen years since military science was introduced into private and public universities since 2004. The department focuses on the improvements of the South Korean Army quality based on the Korean Army's traits including: an increase of power in the armed force and operations through research, development, and the expansion of a cooperation between the public (civilians) and military. Approximately, four hundred students from various universities in the military science department graduate in order to become an officer. The fourth industrial revolution causes structural transformation to our lives. Through the use of Artificial Intelligence (AI,) war and the military as a whole will be altered significantly particularly with regard to efficiency. Nevertheless, it is important for us to train officers in creative ways so that they can deal with situations where machines will be unable to handle situations. Considering this change in our lives, it is necessary for the military science departments to change the way to teach and train their students. In order to accomplish this goal, we need to introduce a method called "Flipped Learning" and during the process all the members need to participate and communicate in an interactive way. By doing this, the military science departments will play an important role by improving human resource in terms of military and national security.

• Journal of the Korean Society for Aviation and Aeronautics
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• v.15 no.3
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• pp.46-56
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• 2007

This research examined how pilots perceive risks when faced with emergency flight situations. We had 116 commercial airline pilots evaluate riskiness of 39 non-routine flight situations. The pilots' risk perception was analyzed as a function of their position (captain vs. first officer), expertise (expert vs. novice), and military flight experience (with vs. without military experience). Results showed that captains evaluated potential-risk situations and low-risk situations more dangerous than first officers. However, there were no differences between experts and novices, and between pilots having military flight experience and pilots not having military flight experience in risk perception. The analysis of multi-dimensional scaling revealed that the pilots used controllability as a key dimension for evaluating riskiness, though the other dimensions they used varied with their position, expertise, and military flight experience.

• The Journal of Korean Medical History
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• v.32 no.2
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• pp.29-41
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• 2019

We compared the texts of the two types of military books, 『Mubiji』 and 『Yungsalyujeom (戎事類占)』. In this research, it is proved that Lee-Jema transcribed a segment on martial mantic in 『Mubiji (武備志)』 which is a book on military studies and named it 「Jipungjo (知風兆)」 since he had practical interest in military affairs. Lee-Jema had been serving as a military officer when his peculiar thought was beginning to unfold and maintained his interest in military affairs until his latter years. It is necessary to take a military studies based approach to comprehend Lee-Jema's thought since military affairs had great influence on his life.

• Convergence Security Journal
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• v.22 no.4
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• pp.53-63
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• 2022

The Ministry of National Defense reintroduced the non-commissioned officer corps (RNTC) system for colleges from 2015 and has been testing it for five years. The reason for this is that the acquisition of non-commissioned officers in the military is low and the level of manpower management is low. Through the implementation of the NCO(RNTC) system, the military expected that the colleges would stably acquire non-commissioned officers with excellent resources in various major fields, and the colleges expected positive results in entrance exams and employment. However, when analyzing the results of the pilot operation, it can be evaluated that the expected results have not been achieved. It was found that the system needs to be supplemented and improved to achieve the purpose of the system implementation in the promotion of recruitment of district candidates, selection evaluation, operation and the cooperative system between the military and colleges. Therefore, in this study, a development plan was presented to supplement the system and operation system so that the non-commissioned officer corps system can be smoothly established at universities and obtain the expected results from the military and colleges.

• Proceedings of KOSOMES biannual meeting
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• 2017.04a
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• pp.3-3
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• 2017

• Journal of Korean Academy of Nursing Administration
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• v.18 no.3
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• pp.290-300
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• 2012

Purpose: The purpose of this study was to investigate differences in professionalism, organizational citizenship behavior and psychological ownership between nurses and nurse officers. Method: A cross-sectional survey was conducted with 1017 hospital nurses and military nurse officers. The instruments used were the Korean Version of Hall's Professionalism Inventory' modified by Baek (2007), Organizational Citizenship Behavior Qquestionnaire(OCBQ) modified by Lee (2006), and the Psychological Ownership Inventory' developed by Van Dyne and Pierce (2004). Results: The average score for military nurse officers professionalism was 3.15, for organizational citizenship behavior, was 3.43 and for psychological ownership, 3.64. These scores were higher than the scores for hospital nurses. There were significant positive correlations between the variables(r=.47~.581, p<.001). Conclusion: The results of this study indicate an affirmable outcome and that the significant variables affected levels of Professionalism, Organizational citizenship behavior, and Psychological ownership. So in order to improve the level of variables, there is a need to consider strategies related to organization, work environment and conceptualization as related to the variables.

• Journal of Intelligence and Information Systems
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• v.27 no.3
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• pp.75-94
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• 2021

The low birth rate and shortened military service period are causing concerns about selecting excellent military officers. The Republic of Korea entered a low birth rate society in 1984 and an aged society in 2018 respectively, and is expected to be in a super-aged society in 2025. In addition, the troop-oriented military is changed as a state-of-the-art weapons-oriented military, and the reduction of the military service period was implemented in 2018 to ease the burden of military service for young people and play a role in the society early. Some observe that the application rate for military officers is falling due to a decrease of manpower resources and a preference for shortened mandatory military service over military officers. This requires further consideration of the policy of securing excellent military officers. Most of the related studies have used social scientists' methodologies, but this study applies the methodology of text mining suitable for large-scale documents analysis. This study extracts words of discriminative characteristics from the Republic of Korea Air Force Non-Commissioned Officer Applicant cover letters and analyzes the polarity of pass and fail. It consists of three steps in total. First, the application is divided into general and technical fields, and the words characterized in the cover letter are ordered according to the difference in the frequency ratio of each field. The greater the difference in the proportion of each application field, the field character is defined as 'more discriminative'. Based on this, we extract the top 50 words representing discriminative characteristics in general fields and the top 50 words representing discriminative characteristics in technology fields. Second, the number of appropriate topics in the overall cover letter is calculated through the LDA. It uses perplexity score and coherence score. Based on the appropriate number of topics, we then use LDA to generate topic and probability, and estimate which topic words of discriminative characteristic belong to. Subsequently, the keyword indicators of questions used to set the labeling candidate index, and the most appropriate index indicator is set as the label for the topic when considering the topic-specific word distribution. Third, using L-LDA, which sets the cover letter and label as pass and fail, we generate topics and probabilities for each field of pass and fail labels. Furthermore, we extract only words of discriminative characteristics that give labeled topics among generated topics and probabilities by pass and fail labels. Next, we extract the difference between the probability on the pass label and the probability on the fail label by word of the labeled discriminative characteristic. A positive figure can be seen as having the polarity of pass, and a negative figure can be seen as having the polarity of fail. This study is the first research to reflect the characteristics of cover letters of Republic of Korea Air Force non-commissioned officer applicants, not in the private sector. Moreover, these methodologies can apply text mining techniques for multiple documents, rather survey or interview methods, to reduce analysis time and increase reliability for the entire population. For this reason, the methodology proposed in the study is also applicable to other forms of multiple documents in the field of military personnel. This study shows that L-LDA is more suitable than LDA to extract discriminative characteristics of Republic of Korea Air Force Noncommissioned cover letters. Furthermore, this study proposes a methodology that uses a combination of LDA and L-LDA. Therefore, through the analysis of the results of the acquisition of non-commissioned Republic of Korea Air Force officers, we would like to provide information available for acquisition and promotional policies and propose a methodology available for research in the field of military manpower acquisition.

• The Journal of the Convergence on Culture Technology
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• v.9 no.1
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• pp.401-405
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• 2023

From a phenomenological perspective on military human resources to carry out the government's "Defense Vision 2050" project, this study presents the direction of revision of the military pension along with the age and continuous retirement age system under Article 8 of the Military Personnel Act and the promotion criteria under Article 33 of the Enforcement Decree of the Military Act. The Military Personnel Act and the Enforcement Decree of the Military Personnel Act, which was created 60 years ago, are contrary to the equity of the current situation in 2022, and the conflicts continue to be drawn in terms of internal and external aspects of military human resources carrying out the "Defense Vision 2050" project, which is the keynote of the government's policy. In addition, this is linked to the national financial burden of military pension finances. Therefore, this study began with the need to revise the Military Personnel Act so that excellent human resources can continue to be introduced into a military system and perform stable duties through retirement age guarantee systems rather than class retirement.

• 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.