29 research outputs found
A Study of the Public Sector Applications of Part-Time Employment
μ΄ μ°κ΅¬μ λͺ©μ μ λ΄λ
μ λμ
ν μμ μΈ μκ°μ νμ μΌλ°μ§ 곡무μ μ λμ κ΄λ ¨νμ¬ ν₯ν λ¬Έμ κ° λ μ μλ μμ λ€μ νμ
νκ³ κ·Έ ν΄κ²°λ°©μ λ° λ°μ λ°©μμ μ μνλ κ²μ΄λ€. μ΄λ₯Ό μν΄ μκ°μ 근무μ κ°λ
μ μ 립νκ³ , μκ°μ 근무μ νλ μΆμΈ λ° νλ μμΈμ μ΄ν΄λ³Έ ν, μ°λ¦¬λλΌμμ μκ°μ 근무 곡무μ μ λκ° λμ
λ λ°°κ²½ λ° μ νμ°κ΅¬λ₯Ό κ²ν νμλ€. λ€μμΌλ‘λ νμ¬ μ°λ¦¬λλΌμ μκ°μ 근무 곡무μ μ λμ νν© λ° λ¬Έμ μ μ νμ
ν ν, μ μ§κ΅μ 곡곡λΆλ¬Έ μκ°μ 근무μ λμ νν©μ μ΄ν΄λ³΄κ³ μμ¬μ μ λμΆνμλ€. λ§μ§λ§ λΆλΆμμλ μκ°μ νμ μΌλ°μ§ 곡무μ μ λλ₯Ό λΉλ‘―ν μκ°μ νμ 곡무μ μ λμ μμ λ° κ°μ λ°©μμ νμνμλ€. ꡬ체μ μΌλ‘ μκ°μ νμ μΌλ°μ§ 곡무μ μ λ λμ
μ κΈ°λ³ΈμμΉκ³Ό μ μ, μ±μ©, μμ©, 보μ, κ΅μ‘νλ ¨, 볡무κ΄λ¦¬, μ¬κΈ° λ± μΈμ¬κ΄λ¦¬ μ λ°μ λν μΈλΆμ μΈ μμ κ³Ό κ°μ λ°©μμ μ μνμλ€.The purpose of this study is to explore part-time employment in public sector, which is supposed to be applied in the near future in Korea. The goals of this study are to define part-time work, look at the trends of and reasons for the increase in part-time work, and explain the context of the introduction of part-time work in Korea. The authors also argue a couple of major problems and solutions relating to current part-time employment in public sector. The cases of developed countries such as the part-time work directive in the UK and part-time career employment in the US are studied for this purpose. In particular, this research makes suggestions on the detailed topics of public personnel administration such as principles, personnel, employment, appointment, payment, training, service management, and morale
A Study of a Plan for the Development of the Capability of Female Public Employees since the Increase in the Number of Female Civil Servants
μ§κΈκΉμ§ μ¬μ±κ³΅λ¬΄μμ λΉμ¨μ λΉμ½μ μΌλ‘ μ¦κ°νμλ€. λν μμΌλ‘λ μ¦κ°κ²½ν₯μ μ§μλ κ²μΌλ‘ μμλλ©°, μ΄λ κ°μ μ«μμ λ¨μ±κ³Ό μ¬μ±κ³΅λ¬΄μμ΄ κ³΅μ§μμ μΌν λ μ΄ λ©μ§ μμμμ μλ―Ένλ€. λ°λΌμ μ¬μ±μ λ₯λ ₯μ μΆ©λΆν νμ©ν λ°©μμ΄ μκΈν λ§λ ¨λμ΄μΌ νλ€. μ΄ μ°κ΅¬λ μ±λΉλ³νμ μ κ·Ήμ μΌλ‘ λμνμ¬ μ¬μ±κ³΅λ¬΄μμ λ₯λ ₯λ°μ μ λλͺ¨ν¨μΌλ‘μ¨ κ³΅μ§μ κ²½μλ ₯μ κ°ννκΈ° μν λ°©μμ μ μνλ€. λΆμμ λμμΌλ‘ μΌλ°μ§ 곡무μκ³Ό κ²½μ°°, μλ°©, μ무, κ²μ°° λ± νΉμ μ§ κ³΅λ¬΄μ ν¬ν¨νλ μ΄ μ°κ΅¬λ μ±λ³ μλκ°λ°νλ‘κ·Έλ¨μ λμ
, μ¬μ±μ μμ μ£ΌκΈ°λ₯Ό κ³ λ €ν 보μ§λ°°μΉ, λ¨λ
κ° λ©ν (mentor)μ λ©ν°(mentee)λ‘ λ©ν λ§μ λλ₯Ό ꡬμ±, κ·Έλ¦¬κ³ ν΅μ¬λ³΄μ§μ μ¬μ± κ²½λ ₯κ°λ°μ μ§μ λ± λ€ κ°μ§ μ¬μ±κ³΅λ¬΄μμ λ₯λ ₯λ°μ λ°©μμ μ μνλ€. The ratio of female public employees has rapidly inceased recently and this trend will continue in the future. This fact signifies that the number of male public employees and that of female public employees will be almost equal before long. As a result it is urgent that a plan be prepared for the full use of the capability of women in public employment. This study presents a plan for reinforcing the competitiveness of government service by planning to enhance the capability of female public employees in response to the change of the gender ratio. The analytical subjects of this study are not only general civil servants but also specialized employees including police officers, fire fighters, foreign service officers, and public prosecutors. This study proposes a plan for developing the capability of female civil servants including a gender capability development program, position assignment considering life cycle, a male- female mentoring system, and career development for female public employees in core positions
A Study on the Performance Enhancement of Assessment Centers for Public Servants
ν¨μ¨μ μΈ μΈμ¬κ΄λ¦¬λ₯Ό μνμ¬ κ°μ₯ μ νλμ΄μΌ ν κ²μ 곡무μμ μλμ 곡μ νκ² νκ°νλ κ²μ΄λ€. μ΄λ¬ν λ°°κ²½ νμμ 곡무μμ μμ©κ³Ό μΉμ§μ μμ΄ νκΈ°μνκ³Ό μ§λ¬΄νκ°λ μ°¨μΈ° μ§μλκ³ μμΌλ©°, μλ¬Όλ μ΄μ
μ€μ¬μ μλνκ°λ‘ μ νλκ³ μλ μΆμΈμ΄λ€. λ°λΌμ 곡무μ μλμ μ νν νκ°λ₯Ό μν λ°©λ²λ‘ μ κ°λ°νμ¬ μλνκ°μ μ λ’°λ λ° μμΈ‘νλΉλλ₯Ό ν₯μμμΌμΌν νμμ±λ μ¦λλκ³ μλ€. μ΄ μ°κ΅¬λ μλνκ°μμ νμν μλλͺ¨λΈ, μ€νκ³Όμ , κ·Έλ¦¬κ³ νκ°μμ λν νλ ¨λ±μ μ€μ¬μΌλ‘ μ°λ¦¬λλΌ μλνκ°(assessment center)μ ν¨κ³Όμ±μ μ κ³ μν€κΈ° μν λ°©μμ λ€μκ³Ό κ°μ΄ μ μνλ€. Fair evaluation of the competence of public servants' is a prerequisite for efficient human resource management. As a result, conventional paper exams and job evaluations for employment and promotion have decreased, and exisiting evaluation has moved to competency evaluation focusing on simulation. Thus there is a pressing need for rising reliability and validity by developing methodology fr accurate competency evaluation. This study emphasis on competency model, simulation exercises, and training of evaluators suggests a number of approaches to raise the effciency of assessment centers in Korea. Fist, there needs to be an analysis of the work environment of public servants before designing a competency evaluation, and a clear definition of competence for organizational members is needed
The Role of Leadership in Job Stress
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λλΆν° μΈλΆ νκ²½λ³νμ λ₯λμ μΌλ‘ λμ²νκΈ° μν΄ λ³νμ 리λμμ΄ κ°κ΄μ λ°μμλ€. μ΄λ λ³νμ 리λμμ΄ μ΄λ€ μν©μμλ 보νΈμ μΌλ‘ ν° ν¨κ³Όλ₯Ό κ°μ§ κ²μ΄λΌλ λ―Ώμμ λ°νμ λκ³ μλ€. λν λ³νμ 리λμμ κ΄ν λ§μ μ°κ΅¬λ€μ λ³νμ 리λμκ³Ό κ±°λμ 리λμμ ν¨κ» νμ©νλ κ²μ΄ μ‘°μ§κ΅¬μ±μμ λκΈ°λ₯Ό λΆμ¬νλλ° λ³΄λ€ ν¨κ³Όμ μ΄λΌκ³ μ£Όμ₯νλ€. νμ§λ§ μ΄λ¬ν μ λ΅μ΄ λͺ¨λ μν©μμ λμΌνκ² ν¨κ³Όμ μΌλ‘ λνλ리λΌκ³ κΈ°λνλ κ²μ λΉνμ€μ μ΄λ€. λ°λΌμ μ΄μ λ λ³νμ 리λμκ³Ό κ±°λμ 리λμμ ν¨κ³Όμ±μ μν₯μ μ£Όλ 쑰건μ΄λ μν©μ κ΄μ¬μ κ°μ§ ν μκ° μλ€. μ΄λ¬ν λ
Όκ±°μ λ°νμ λκ³ , μ΄ μ°κ΅¬λ κ΄λ¦¬μμ λ³νμ 리λμκ³Ό κ±°λμ 리λμμ΄ μ°κ΅¬μ§ 곡무μμ μ§λ¬΄μ€νΈλ μ€μ μ΄λ ν μν₯μ μ£Όλμ§, κ·Έλ¦¬κ³ μΌλ° νμ μ 곡무μκ³Όλ μ΄λ€μ°¨μ΄κ° μλμ§ λΉκ΅, λΆμνλ€. μ΄ μ°κ΅¬λ μ νμ°κ΅¬μ λ κ°μ§μ μ μμ μ°¨μ΄μ μ΄ μλ€. 첫째, κ΄λ¦¬μμ 리λμμ΄ μ°κ΅¬μ§ 곡무μμ μ§λ¬΄μ€νΈλ μ€μ μ΄λ€ μν₯μ μ£Όλκ°μ κ΄ν μ°κ΅¬μ΄λ©°, λμ§Έ, κ±°λμ 리λμμ΄ μ‘°μ§κ΅¬μ±μμ μ§λ¬΄μ€νΈλ μ€μ μ£Όλ μ§μ μ μΈ μν₯μ κ΄ν μ°κ΅¬μ΄λ€. μ΄ μ°κ΅¬λ μ΄λ¬ν λΆμμ λ°νμΌλ‘ μ°κ΅¬μ
무λ₯Ό μ£Όλ‘ νλ 곡곡기κ΄μ μμ¬μ μ λμΆνλ€
A Study on the Effects of Work-Family Conflict and the Performance of Public Servants in Youngin City
κ³Όκ±°μλ μ§μ₯κ³Ό κ°μ μ κ°κ°μ λ
립λ 곡κ°μΌλ‘ μ¬κ²¨μμ§λ§ μ΅κ·Όμλ μ§μ₯κ³Ό κ°μ μ μ±
μκ°μ λͺ¨λ μ€μμ μ¬κΈ°λ©΄μ μ§μ₯κ³Ό κ°μ μ μλ¦½μ΄ μ¬νμ μΌλ‘ μ€μν κ΄μ¬μ¬κ° λμλ€. μΌ-κ°μ μ΄μνΈμμ‘΄μ μΌλ‘ μ°κ²°λμ΄ μκΈ° λλ¬Έμ μΌκ³Ό κ°μ μ μμμ λΆλ¦¬νκ±°λ λ°°νμ μΌλ‘ λ°λΌλ³΄λ μ
μ₯μ λμμμ΄ μΌκ³Ό κ°μ μ μ립μ κ°λ±μ μ λ°μν¨λ€λ κ²μ΄λ€. μ€μ λ‘ μΌ-κ°μ κ°λ±κ³Ό μ‘°μ§κ΅¬μ±μμ μ±κ³Ό κ°μ κ΄κ³λ λ°μ ν κ²μΌλ‘ μ¦λͺ
λκ³ μλ€. μΌκ³Ό κ°μ μ κ°λ±μΌλ‘ μΈν΄ μ‘°μ§κ΅¬μ±μλ€μ μ€νΈλ μ€λ₯Ό λ°μΌλ©°, μ§λ¬΄μ λν μ΄μ μ΄ λ¨μ΄μ§κ³ , μ΄μ§μ νλ κ²½μ°λ λ°μνλ©°, μ§λ¬΄λ§μ‘±μ λΆμ μ μΈ μν₯μ λ°κ² λλ€λ κ²μ΄λ€. λ°λ©΄ μΌκ³Ό κ°μ μ΄ μ립ν μ μλλ‘ μ‘°μ§μμ μ§μν κ²½μ° κ΅¬μ±μλ€μ΄ μΌμ μ§μ€ν μ μλλ‘ νμ¬ μ€νλ € κΈμ μ μΈ μν₯μ κ°μ Έμ¬ μ μμ κ²μ΄λ€. μ΄λ¬ν λ
Όμμ λ°νμ λκ³ , μ΄ μ°κ΅¬μμλ 곡곡기κ΄μ 곡무μ, νΉν μ§λ°©μμΉλ¨μ²΄μΈ μ©μΈμμ 곡무μμ λμμΌλ‘ μΌ-κ°μ μ κ°λ±μ΄ μ§λ¬΄λ§μ‘±, μ‘°μ§λͺ°μ
, μ§λ¬΄μ€νΈλ μ€μ μ΄λ ν μν₯μ μ£Όλμ§ μ€μ¦μ μΌλ‘ λΆμνλ€.The purpose of this study was to examine the influence of work-family conflict on the performance of public servants in areas such as job satisfaction, organizational commitment, and job stress. The research model and the hypotheses of the study were set based on the literature on work-family conflict. The subjects in this study were members of government organizations in the City of Youngin in Gyeonggi Province. The findings of the study indicate that work-family conflict has a significant negative relationship with job satisfaction, organizational commitment, and job stress. The findings of the study also confirm a need to introduce the concept of work-family conflict into local government.μ΄ μ°κ΅¬λ 2013λ
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μ§λνκ΅ κ΅μ±
μ€μ μ°κ΅¬μ μ§μμΌλ‘ μ°κ΅¬λμμ
The individual perceptions and corrupt behaviors: How people make decisions to give bribes
μ΄ μ°κ΅¬μμλ κ°μΈμ λΆν¨μ λν μΈμμ΄ μ€μ λΆν¨νμμ μ΄λ ν μ°¨μ΄λ₯Ό κ°μ Έμ€λμ§ μ€μ¦μ μΈ λΆμμ μλνμλ€. μ£Όλ³μ λ§μ μ¬λλ€μ΄ λΆν¨νμμ μ°λ£¨λμ΄ μλ€λκ°, νΉμ μ μ¬νμ λΆν¨κ° λ§μ°νλ€λ μΈμμ΄ κ°μΈμ μ€μ λΆν¨νμλ₯Ό λΆμΆκΈ°λ¦¬λΌλ κ²μ μ΄λ»κ² 보면 λ무λ λΉμ°ν μ£Όμ₯μ΄λΌκ³ λ³Ό μ μκ² λ€. νμ§λ§ μ΄λ¬ν κ²½μ°μλ μ΄ μ°κ΅¬λ μ΄μ©λ©΄ λΉμ°ν 곡리(axiom)λ₯Ό μ€μ¦μ Β·κ²½νμ μΌλ‘ λΆμνλ €νλ€λ μ μμ μλ―Έλ₯Ό μ°Ύμ μ μμ κ²μ΄λ€. μ΄ μ°κ΅¬μμλ ν°νν¬μΈνΈ(tippping point)λ₯Ό μ μνμλ€. ν°νν¬μΈνΈλ₯Ό κΈ°μ€μΌλ‘ ν λ¨λ©΄μ ν΄λΉλλ μ¬νμ μν μ¬λλ€μ λΆν¨μ λν μΈμμ΄ ν°νν¬μΈνΈμ λ€λ₯Έ λ¨λ©΄μ ν΄λΉλλ μ¬νμ μν μ¬λλ€μ μΈμκ³Ό ν° μ°¨μ΄λ₯Ό λ³΄μΌ μ μλλ°, μ¦ ν μ¬νμμ λΆν¨λ‘ μΈμλλ νμλ λ€λ₯Έ μ¬νμμ λΆν¨λ‘ μΈμλμ§ μμ μ μλ€λ κ²μ΄λ€. κ°μΈμ λΆν¨μ λν μΈμκ³Ό ν¨κ», λ³Έ μ°κ΅¬μμλ ν΅μ λ³μλ‘μ¨ μ±λ³, μ°λ Ή, νλ ₯μμ€, μ’
μ¬νλ μ¬μ
체μ κ·λͺ¨, κ·Έλ¦¬κ³ μλμμ€μ΄ λΆμλμλ€. λΆμμ μνλ©΄, μ¬νμ λΆν¨κ° λ§μ°λμ΄ μλ€λ μ λ°μ μΈ μΈμμ΄ μ€μ κΈνμ 곡μΌλ‘ μ°κ²°λμ§λ μγ
λ κ²μΌλ‘ μΆμ λμμΌλ, κΈνμ 곡μ ν¨κ³Όλ₯Ό μΈμν μλ‘, μ€μ κΈνμ 곡μΌλ‘ μ΄μ΄μ§λ κ²μΌλ‘ μΆμ λμλ€. μ΄ μ°κ΅¬μ κ²°κ³Όλ λΉλ‘ μ νμ μ΄κΈ°λ νμ§λ§, νμΈμ λΆν¨νμμ λν νλ¨κ³Ό μΈμμ μ ννλ κ²μ΄ λΆν¨λ₯Ό ν΅μ νλλ° λ§€μ° μ€μν¨μ μμνλ€κ³ νκ² λ€. This study empirically analyzes whether individual perception of corruption makes a difference in actual involvement in corrupt acts. It seems a very natural argument that an individual's corrupt acts are affected by whether the people around him or her are corrupt, or whether the individual believes that the whole society is severely corrupted. However, even in this case, this study is important because it empirically analyzes an axiom. This study suggests the tipping point of corruption is where a person's perception of corruption is abruptly changed. People's perception of corruption in a society of the left side of the tipping point is very much different from the perception of it in another society on the right side of the tipping point. In other words, a behavior which is considered corrupt in one society would not be considered corrupt in another society. Along with the perception of corruption, this study analyzes sex, age, education, size of firm, and income level as the controlling variables. According to the analysis, the general perception that society is filled with corruption does not lead to actual bribe-giving, but people actually give bribes when they accept the effects of bribe-giving. Even though the results of this study are not conclusive, they imply that the strategy of changing perception of corruption would be very effective at controlling corruption
A Study on the Direction and Delivery of Integrated Administration in Korea
μꡬ μ¬λ¬ κ΅κ°μμλ λ€μμ νμ κΈ°κ΄λ€μ΄ 곡λ λͺ©ν νμ μ£Όμ΄μ§ κΈ°λ₯μ κ²½κ³λ₯Ό λμ΄ ν¨κ» μΌν¨μΌλ‘μ¨, νΉμ 곡곡문μ μ ν΄κ²°μ΄λ νΉμ νμ μλΉμ€μ μ λ¬ λ±μ μμ΄ ν΅ν©λ(νΉμ μ°κ³λ) λμμ νλ €κ³ λ
Έλ ₯νκ³ μλ€. μ°λ¦¬λλΌμμλ μ΅κ·Ό λΆμ² κ° νλ ₯ λ±μ λͺ¨μνλ μ΅ν©νμ μ μ€λ¬΄μλ€μ κ΄μ¬μ΄ λͺ¨μμ§κ³ μλ€. μ΄μ κ΄λ ¨νμ¬ λ³Έ μ°κ΅¬λ μꡬμ κ΄λ ¨ λ¬Ένμ‘°μ¬μ μ°λ¦¬λλΌ μ€μνμ κΈ°κ΄ κ³΅λ¬΄μλ€μ λμμΌλ‘ μ€μν μ€λ¬Έμ‘°μ¬ κ²°κ³Όμ κΈ°λ° νμ¬, ν₯ν μ°λ¦¬λλΌ μ€μνμ κΈ°κ΄ κ° μ΅ν©νμ μ ν¨μ¨μ μΆμ§μ μν΄ μ°μ μ μΌλ‘ κ²ν κ³ λ €ν΄μΌ ν μ±κ³΅μμΈλ€μ λΆμνκ³ μ΄λ₯Ό ν λλ‘ νμμ£Όμ²΄λ³ μΆμ§λ°©μμ μ μνλλ° μ£Όλ λͺ©μ μ λμλ€ The governments of many advanced foreign countries have been making efforts to respond to cross-departmental or cross-sectoral policy problems since the 1990s. The new terms that cover such efforts include joined-up government (governance), whole-of-government, horizontal government, and collaborative public management. In recent years, the Korean government has also been trying to form a collaborative approach entitled 'integrated administration.' This study aimed to contribute to the development of the collaborative approach by proposing policy suggestions. The main focus was placed on analyzing prior conditions and suggesting policy measures for the improvement of integrated administration. The research methods used in this study were examinations of academic literature and a questionnaire to government officials
Job Stress and Job Burnout: A Focus on Correctional Officers
μ§λ¬΄νμ§κ°(job burnout)μ μ§λ¬΄μνμ κ³Όμ μμ λ°μνλ μ€νΈλ μ€μ κΈ΄μ₯μΌλ‘λΆν° μμ μ 보νΈνκΈ° μν΄ μ
무μ μΌμ ν 거리λ₯Ό μ μ§νλ €λ κ°μ λ°μμ μλ―Ένλ€. μ§κΈκΉμ§ μ΄λ¬ν μ§λ¬΄νμ§κ°μ λμΈκ΄κ³λ₯Ό μ€μνλ μ§μ
μμ λ°μνλ μ μμ κ°μ μ μ£Όλ₯Ό λμ΄ μ°κ΅¬λμ΄μλ€. μ¬μμμ ꡬκΈκ³Ό κ΅νμ μν μ μννλ κ΅μ 곡무μ(correctional officers)μ μ§λ¬΄νμ§κ°μ μ΄λ₯Ό κ°λ₯μ±μ΄ λμλ°λ, μ§κΈκΉμ§ μ΄λ€ κ΅μ 곡무μμ λν μ°κ΅¬λ κ±°μ μ΄λ£¨μ΄μ§μ§ λͺ»νμλ€. λν μ§λ¬΄μ€νΈλ μ€(job stress)λ₯Ό ꡬ체μ μΌλ‘ μΈλΆννμ¬ μ΄λ€ μμκ° μ§λ¬΄νμ§κ°μ μ£Όλ μν₯μ μ λ°νκ² λΆμνμ§ λͺ»νμλ€. μ΄μ μ΄ μ°κ΅¬λ κ΅μ 곡무μμ λν μ€λ¬Έμ‘°μ¬κ²°κ³Όλ₯Ό λ°νμΌλ‘ μ§λ¬΄μ€νΈλ μ€μ μ§λ¬΄νμ§κ°κ³Όμ κ΄κ³λ₯Ό λ³΄λ€ μΈλ°νκ² κ²μ¦νλ€. λΆμ κ²°κ³Ό, μ§λ¬΄μ€νΈλ μ€μ μΈλΆμμΈ μ€ μ§λ¬΄μꡬ, κ΄κ³κ°λ±, μ‘°μ§μ²΄κ³μ λν λΆλ§μ΄ λμμλ‘ κ΅μ 곡무μμ΄ μ§λ¬΄νμ§κ°μ λκ² κ²½ννλ κ²μΌλ‘ λνλ¬λ€.Job burnout can be described as an emotional reaction to keeping a certain distance from work in order to protect oneself from stress and tension occurring in the process of performing a job. Until now studies on job burnout have been conducted on emotional feelings occurring on the job attaching importance to interpersonal relationships. Though there is a strong possibility that the correctional officers playing a role in detaining and rehabilitating prisoners experience job burnout, few studies of burnout have been carried out on correctional officers. Besides, it was not possible to make a detailed analysis of the effect produced on job burnout after specifically subdividing job stresses. Hence, this study tests the relationship between job stress and job burnout in more detail, based on the results of surveying correctional officers. According to the results of analysis, it was shown that the correctional officers experienced a higher level of job burnout, as the scores on dissatisfaction with organizational system, relationship conflict, and job demand were higher among sub-factors of job stress