46 research outputs found
The Influence of Personal Traits on the Policy Effectiveness of Government Committees: The Perception of Public Officials of Representativeness and Professionalism
λ³Έ μ°κ΅¬λ μ λΆμμνμ μ¬λ¬ μΈ‘λ©΄ μ€ μΈμ ꡬμ±μ μ£Όλ μ΄μ μ λμ΄, μ°Έμ¬μ λΆ μ λΆμμνμ μΈμ κ΅¬μ± μ€νλ₯Ό κ²ν νκ³ , μ΄μ λν 곡무μλ€μ μΈμ μ‘°μ¬λ₯Ό λ°νμΌλ‘ μμνμ μΈμ ꡬμ±μ νΉμ±μ΄ μμν μ μ±
κ²°μ μ ν¨κ³Όμ±μ λ―ΈμΉλ μν₯μ λΆμνμ¬ μ μ±
μ ν¨μλ₯Ό λμΆνλ κ²μ λͺ©μ μΌλ‘ νμλ€. μ΄λ₯Ό μν΄ λ³Έ μ°κ΅¬λ λ¬Ένμ‘°μ¬, μ€λ¬Έμ‘°μ¬ λ° ν΅κ³λΆμ, λ©΄μ μ‘°μ¬ λ°©λ²μ μ£Όλ‘ μ¬μ©νμλ€. λΆμ κ²°κ³Ό, 곡무μλ€μ μ λΆμμν μμμ μ λ¬Έμ±μ΄ μμν κ²°μ μ ν¨κ³Όμ±μ κ°μ₯ ν° μν₯μ λ―ΈμΉκ³ μκ³ , λνμ± μ ν μ€μμ μνμλνμ κ²½μ° κ²°μ μ ν¨κ³Όμ±μ΄ μλ κ²μΌλ‘ λνλ¬λ€. λν λνμ± μ νκ³Ό μμμ λνμ±, μ λ¬Έμ±μ λ
립μ μΈ κ΄κ³λ₯Ό 보μ¬μ£Όμλ€. μ΄λ₯Ό ν΅ν΄ λ³Έ μ°κ΅¬λ λ€μκ³Ό κ°μ μ μ±
μ ν¨μλ₯Ό μ μνμλ€. 첫째, μ λΆλ μ€λ¦½μ μ΄λ©΄μ κ· νμ μ‘μ μ μλ μΈμ ꡬμ±μ κ°λ μ λΆμμν ꡬμ±μ νμ¨μΌ νλ©°, μ λΆμμν μΈμ ꡬμ±μ μμ΄ κ³΅μ μ± ν보λ₯Ό μν μ λμ μ₯μΉλ₯Ό λ§λ ¨ν νμκ° μλ€. λμ§Έ, μ λΆμμν μμμ μμ©μ μμ΄ μ λ¬Έμ± μ리μ λνμ± μ리 μ¬μ΄μ κ· νμ μ‘μ μ μλ λ°©μμ΄ λͺ¨μλμ΄μΌ νλ€. μ
μ§Έ, μΌλ₯ μ μΈ λΉμ¨λ‘ λ°°μ νλ νμμ μ§μνκ³ μ λΆμμνμ νΉμ±μ κ³ λ €ν μ μ°ν μ μ©μ΄ νμνλ€. λ·μ§Έ, μ λΆμμνμ λν 곡무μμ μΈμμ μ ννκΈ° μν ν보 λ° κ΅μ‘νλ ¨μ΄ νμνλ€. The purpose of this study is to investigate the traits of government committee members during the Participatory Government in order to analyze the influence of personal traits on effectiveness in decision-making of government committees, based on the perception of public officials of representativeness and professional- ism, and to derive the policy implications from the results of these perceptions. According to the results of the analysis, professionalism is a variable which is strongly influencing the effectiveness of the committee's decision-makings, but representativeness is relatively weak. This study suggests the following possible options for improving the composition of government committees. First, the government should maintain a balance on the committee with respect to gender, age, region, and major field. Second, it is necessary to keep the balance between representativeness and professionalism. Third, the government should try to make a flexible plan corresponding with the situation of the organization. Fourth, the government should actively introduce the public relations and education plans concerning the composition and operation of government committees.μ΄ λ
Όλ¬Έμ 2007λ
λ μμ§λνκ΅ κ΅λ΄ μ°κ΅¬λΉ μ§μμ μν κ²μ
A study of sexual discrimination in placement and career development programs for female public officials
λ³Έ μ°κ΅¬λ μ μ°¨ λμ λΉμ¨μ μ°¨μ§νκ³ μλ μ¬μ±κ³΅λ¬΄μμ λν μΈμ¬μ μ°¨λ³κ΄νμ νννκ³ μ§λ¬΄λ§μ‘±κ³Ό μ‘°μ§μμ°μ±μ ν¨κ» μ¦μ§ν μ μλ λ°©μμΈ κ²½λ ₯κ°λ°μ λλ₯Ό μ΄λ‘ μ , μ μ±
μ μΌλ‘ μ°κ΅¬νμ¬, μ λΆλΆλ¬Έμ λμ
λ°©μμ μ μνλ κ²μ λͺ©μ μΌλ‘ νλ€. μ°κ΅¬λ₯Ό ν΅ν΄ ꡬ체μ μΈ μ¬μ±κ³΅λ¬΄μμ λμνλ κ²½λ ₯κ°λ° μ λμ λμ
μ₯μμΌλ‘ λ€μκ³Ό κ°μ κ²λ€μ μ μνμλ€. 첫째, μ¬μ±κ³΅λ¬΄μμ λν ν©λ¦¬μ μΈ μΈμ¬κ΄λ¦¬λ₯Ό ν보νκΈ° μν΄ μ¬μ±κ³΅λ¬΄μμ λμμΌλ‘ ν μλλͺ¨λΈλ§κ³Ό μλμ§λ¨ λꡬμ κ°λ°μ΄ νμνλ€. λμ§Έ, μ¬μ±κ³΅λ¬΄μ μμ μ£ΌκΈ°μ λΆν©νλ νΉνλ κ²½λ ₯κ°λ°λͺ¨λΈμ κ°λ°μ΄ νμνλ€. κ·Έλ¦¬κ³ μ¬μ±κ³΅λ¬΄μμ λν λ€μν κ²½λ ₯κ°λ°μ§μ νλ‘κ·Έλ¨μ΄ μ μλ νμκ° μλ€. μ¬κΈ°μλ κ²½λ ₯κ°λ° μλ΄μΌν°μ μ€μΉ, ν견μΈ(mentoring)μ λμ νμ±ν, 리λμ κ΅μ‘νλ ¨μ κ°ν λ±μ΄ ν¬ν¨λλ€. μ
μ§Έ, μνλ μ¬μ±κ³΅λ¬΄μ μ°¨λ³μ νννκΈ° μν κΈ°κ΄λ³ Target-Based μ λ΅μ μλ¦½μ΄ νμνλ€. λ§μ§λ§μΌλ‘ 곡μ§μ¬νμ λΏλ¦¬κΉμ μ±λ³λΆλ¦¬ μ°¨λ³λ¬Έμ μ ν΄κ²°μ μν μ‘°μ§μ°¨μμ μ‘°μΉμ ν¨κ» κ²½λ ₯κ°λ°μ μν μ¬μ±κ³΅λ¬΄μμ μκΈ°λ
Έλ ₯μ΄ νμνλ€. This study is aimed at the proposal of introducing career development programs to govermnent policy. Career development programs have been studied theoretically as a way of breaking down discriminatory practices towards women in government as well as for enhancing job satisfaction and organizational productivity. This study finds several ways of introducing career development programs. First, it is necessary to develop competency modeling and tools for competency diagnosis to ensure rational personnel management. Second, it is necessary to develop a specific career development model coinciding with the lifecycle of female public officials and to present various career development support programs. Third, it is necessary to establish a target-based strategy to break down hidden discrimination towards women. Fourth, it is also necessary for women to work on their own for their career development, along with organizational actions for the resolution of deep-rooted sexual discrimination in government.μ΄ λ
Όλ¬Έμ 2005λ
λ μμ§λνκ΅ κ΅λ΄ μ°κ΅¬λΉ μ§μμ μν κ²μ
An Empirical Analysis of the Elements of Subjective Career Success among Korean Public Officers
λ³Έ μ°κ΅¬λ 곡무μμ μ£Όκ΄μ κ²½λ ₯μ±κ³΅μ μν₯μ λ―ΈμΉλ μμΈμ νμ
νκ³ μ΄λ€ μμΈμ΄ 곡무μμ κ²½λ ₯λ§μ‘±μ μ΄λ€ ν¨κ³Όλ₯Ό λνλ΄λμ§λ₯Ό μ€μ¦μ μΌλ‘ λΆμνμ¬ κ³΅λ¬΄μμ κ²½λ ₯κ°λ° κ³Όμ μ μ μ±
μ μμ¬μ μ μ μνκ³ μ νλ€. λ³Έ μ°κ΅¬λ κ²½λ ₯κ°λ°μ μν₯μ λ―ΈμΉλ λ
립λ³μλ‘ κ°μΈμ μ°¨μμ μμΈκ³Ό μν©μ μ°¨μμ μμΈμ ꡬλΆνμ¬ μ€μ νμκ³ , μ’
μλ³μλ‘ κ²½λ ₯λ§μ‘±λλ₯Ό μ€μ νμλ€. λΆμ κ²°κ³Ό, 곡무μμ κ²½λ ₯λ§μ‘±λμ ν΅κ³νμ μΌλ‘ μ μλ―Έν μν₯μ λ―ΈμΉλ κ²½λ ₯κ°λ°λ³μλ κ°μΈ-μ§λ¬΄μ ν©μ±, 리λμ μ§μ, 리λμ μμ€, κ²½λ ₯κ³νμΌλ‘ λνλ¬λ€. μ΄κ°μ λΆμμ ν΅ν΄ λ€μκ³Ό κ°μ μ μ±
μ ν¨μλ₯Ό μ μνμλ€. 첫째, 곡무μ μ μ±κ³Ό μ
무μ μ ν©μ±μ λμΌ μ μλ 보μ§κ΄λ¦¬ λ°©μμ μ κ·Ήμ μΌλ‘ λͺ¨μν νμκ° μλ€. λμ§Έ, κ³΅μ§ λ΄μμ μ‘΄μ¬νλ κ²½λ ₯μμ μ°¨λ³κ΄νμ λν μ€μ§μ μΈ κ°μ λ°©μμ΄ νμνλ€. μ
μ§Έ, 곡무μμ μμ©μ΄κΈ°μ μ
무μ μ μ± κ°μ 괴리 λ¬Έμ λ±μ λμνλ λ°©μμ΄ κ°κ΅¬λμ΄μΌ ν κ²μ΄λ€. λ§μ§λ§μΌλ‘ κ°μ‘±μΉνμ μ‘°μ§λ¬Ένμ νμ°λ°©μμ΄ μ κ·Ήμ μΌλ‘ κ°κ΅¬λμ΄μΌ νλ€. The purpose of this study is to search for elements which have an effect on subjective career success, to analyze empirically what effects these elements have on the career satisfaction of public officers, and to propose policy implications for career development programs. This study places personal elements and situational elements as independent variables of career development, with career satisfaction as the dependent variable. As a result, 'person-task suitability', 'support of the leader', 'level of leadership', and 'career plan' are the career development variables that have statistically meaningful influences on the career satisfaction of public officers. Through this analysis, this study gives several implications for personnel policy. First, it is necessary to search actively for management alternatives to the assignment of position for enhancing the fit between personal aptitude and task. Second, despite legal prohibitions against gender discrimination, many programs are needed to break up real discriminatory practices β the glass wall and glass ceiling -- of the career development within public organizations. Third, it is necessary to adopt personnel alternatives such as mentoring, career consulting, and career planning for the higher aptitude and task suitability among many young public officers. Fourth, it is also necessary to spread a family-oriented organizational culture actively such as work/life balance.μ΄ λ
Όλ¬Έμ 2008λ
λ μμ§λνκ΅ κ΅λ΄ μ°κ΅¬λΉ μ§μμ μν κ²μ