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

    No full text
    λ³Έ μ—°κ΅¬λŠ” μ •λΆ€μœ„μ›νšŒμ˜ μ—¬λŸ¬ μΈ‘λ©΄ 쀑 인적ꡬ성에 주된 μ΄ˆμ μ„ 두어, μ°Έμ—¬μ •λΆ€ μ •λΆ€μœ„μ›νšŒμ˜ 인적ꡬ성 μ‹€νƒœλ₯Ό κ²€ν† ν•˜κ³ , 이에 λŒ€ν•œ κ³΅λ¬΄μ›λ“€μ˜ 인식 쑰사λ₯Ό λ°”νƒ•μœΌλ‘œ μœ„μ›νšŒμ˜ μΈμ κ΅¬μ„±μ˜ νŠΉμ„±μ΄ μœ„μ›νšŒ μ •μ±…κ²°μ •μ˜ νš¨κ³Όμ„±μ— λ―ΈμΉ˜λŠ” 영ν–₯을 λΆ„μ„ν•˜μ—¬ 정책적 ν•¨μ˜λ₯Ό λ„μΆœν•˜λŠ” 것을 λͺ©μ μœΌλ‘œ ν•˜μ˜€λ‹€. 이λ₯Ό μœ„ν•΄ λ³Έ μ—°κ΅¬λŠ” λ¬Έν—Œμ‘°μ‚¬, 섀문쑰사 및 톡계뢄석, 면접쑰사 방법을 주둜 μ‚¬μš©ν•˜μ˜€λ‹€. 뢄석 κ²°κ³Ό, 곡무원듀은 μ •λΆ€μœ„μ›νšŒ μœ„μ›μ˜ 전문성이 μœ„μ›νšŒ κ²°μ •μ˜ νš¨κ³Όμ„±μ— κ°€μž₯ 큰 영ν–₯을 미치고 있고, λŒ€ν‘œμ„± μœ ν˜• μ€‘μ—μ„œ μˆ˜νƒμžλŒ€ν‘œμ˜ 경우 κ²°μ •μ˜ νš¨κ³Όμ„±μ΄ μžˆλŠ” κ²ƒμœΌλ‘œ λ‚˜νƒ€λ‚¬λ‹€. λ˜ν•œ λŒ€ν‘œμ„± μœ ν˜•κ³Ό μœ„μ›μ˜ λŒ€ν‘œμ„±, 전문성은 독립적인 관계λ₯Ό λ³΄μ—¬μ£Όμ—ˆλ‹€. 이λ₯Ό 톡해 λ³Έ μ—°κ΅¬λŠ” λ‹€μŒκ³Ό 같은 정책적 ν•¨μ˜λ₯Ό μ œμ‹œν•˜μ˜€λ‹€. 첫째, μ •λΆ€λŠ” μ€‘λ¦½μ μ΄λ©΄μ„œ κ· ν˜•μ„ μž‘μ„ 수 μžˆλŠ” 인적ꡬ성을 κ°–λŠ” μ •λΆ€μœ„μ›νšŒ ꡬ성에 νž˜μ¨μ•Ό ν•˜λ©°, μ •λΆ€μœ„μ›νšŒ 인적ꡬ성에 μžˆμ–΄ 곡정성 확보λ₯Ό μœ„ν•œ μ œλ„μ  μž₯치λ₯Ό λ§ˆλ ¨ν•  ν•„μš”κ°€ μžˆλ‹€. λ‘˜μ§Έ, μ •λΆ€μœ„μ›νšŒ μœ„μ›μ˜ μž„μš©μ— μžˆμ–΄ μ „λ¬Έμ„± 원리와 λŒ€ν‘œμ„± 원리 μ‚¬μ΄μ˜ κ· ν˜•μ„ μž‘μ„ 수 μžˆλŠ” λ°©μ•ˆμ΄ λͺ¨μƒ‰λ˜μ–΄μ•Ό ν•œλ‹€. μ…‹μ§Έ, 일λ₯ μ μΈ λΉ„μœ¨λ‘œ λ°°μ •ν•˜λŠ” ν˜•μ‹μ„ μ§€μ–‘ν•˜κ³  μ •λΆ€μœ„μ›νšŒμ˜ νŠΉμ„±μ„ κ³ λ €ν•œ μœ μ—°ν•œ 적용이 ν•„μš”ν•˜λ‹€. λ„·μ§Έ, μ •λΆ€μœ„μ›νšŒμ— λŒ€ν•œ κ³΅λ¬΄μ›μ˜ 인식을 μ „ν™˜ν•˜κΈ° μœ„ν•œ 홍보 및 κ΅μœ‘ν›ˆλ ¨μ΄ ν•„μš”ν•˜λ‹€. 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.이 논문은 2007년도 μƒμ§€λŒ€ν•™κ΅ ꡐ내 연ꡬ비 지원에 μ˜ν•œ κ²ƒμž„

    A study of sexual discrimination in placement and career development programs for female public officials

    No full text
    λ³Έ μ—°κ΅¬λŠ” 점차 높은 λΉ„μœ¨μ„ μ°¨μ§€ν•˜κ³  μžˆλŠ” 여성곡무원에 λŒ€ν•œ 인사상 차별관행을 νƒ€νŒŒν•˜κ³  직무만쑱과 쑰직생산성을 ν•¨κ»˜ 증진할 수 μžˆλŠ” λ°©μ•ˆμΈ κ²½λ ₯κ°œλ°œμ œλ„λ₯Ό 이둠적, μ •μ±…μ μœΌλ‘œ μ—°κ΅¬ν•˜μ—¬, 정뢀뢀문에 λ„μž…λ°©μ•ˆμ„ μ œμ•ˆν•˜λŠ” 것을 λͺ©μ μœΌλ‘œ ν•œλ‹€. 연ꡬλ₯Ό 톡해 ꡬ체적인 여성곡무원을 λŒ€μƒν•˜λŠ” κ²½λ ₯개발 μ œλ„μ˜ λ„μž…μž₯μ•ˆμœΌλ‘œ λ‹€μŒκ³Ό 같은 것듀을 μ œμ•ˆν•˜μ˜€λ‹€. 첫째, 여성곡무원에 λŒ€ν•œ 합리적인 인사관리λ₯Ό ν™•λ³΄ν•˜κΈ° μœ„ν•΄ 여성곡무원을 λŒ€μƒμœΌλ‘œ ν•œ μ—­λŸ‰λͺ¨λΈλ§κ³Ό μ—­λŸ‰μ§„λ‹¨ λ„κ΅¬μ˜ 개발이 ν•„μš”ν•˜λ‹€. λ‘˜μ§Έ, 여성곡무원 생애주기에 λΆ€ν•©ν•˜λŠ” νŠΉν™”λœ κ²½λ ₯개발λͺ¨λΈμ˜ 개발이 ν•„μš”ν•˜λ‹€. 그리고 여성곡무원에 λŒ€ν•œ λ‹€μ–‘ν•œ κ²½λ ₯κ°œλ°œμ§€μ› ν”„λ‘œκ·Έλž¨μ΄ μ œμ‹œλ  ν•„μš”κ°€ μžˆλ‹€. μ—¬κΈ°μ—λŠ” κ²½λ ₯개발 μƒλ‹΄μ„Όν„°μ˜ μ„€μΉ˜, 후견인(mentoring)μ œλ„μ˜ ν™œμ„±ν™”, 리더십 κ΅μœ‘ν›ˆλ ¨μ˜ κ°•ν™” 등이 ν¬ν•¨λœλ‹€. μ…‹μ§Έ, μ€νλœ 여성곡무원 차별을 νƒ€νŒŒν•˜κΈ° μœ„ν•œ 기관별 Target-Based μ „λž΅μ˜ 수립이 ν•„μš”ν•˜λ‹€. λ§ˆμ§€λ§‰μœΌλ‘œ κ³΅μ§μ‚¬νšŒμ— λΏŒλ¦¬κΉŠμ€ 성별뢄리 μ°¨λ³„λ¬Έμ œμ˜ 해결을 μœ„ν•œ μ‘°μ§μ°¨μ›μ˜ μ‘°μΉ˜μ™€ ν•¨κ»˜ κ²½λ ₯κ°œλ°œμ„ μœ„ν•œ μ—¬μ„±κ³΅λ¬΄μ›μ˜ μžκΈ°λ…Έλ ₯이 ν•„μš”ν•˜λ‹€. 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.이 논문은 2005년도 μƒμ§€λŒ€ν•™κ΅ ꡐ내 연ꡬ비 지원에 μ˜ν•œ κ²ƒμž„

    An Empirical Analysis of the Elements of Subjective Career Success among Korean Public Officers

    No full text
    λ³Έ μ—°κ΅¬λŠ” κ³΅λ¬΄μ›μ˜ 주관적 κ²½λ ₯성곡에 영ν–₯을 λ―ΈμΉ˜λŠ” μš”μΈμ„ νŒŒμ•…ν•˜κ³  이듀 μš”μΈμ΄ κ³΅λ¬΄μ›μ˜ κ²½λ ₯λ§Œμ‘±μ— μ–΄λ–€ 효과λ₯Ό λ‚˜νƒ€λ‚΄λŠ”μ§€λ₯Ό μ‹€μ¦μ μœΌλ‘œ λΆ„μ„ν•˜μ—¬ κ³΅λ¬΄μ›μ˜ κ²½λ ₯개발 과정에 정책적 μ‹œμ‚¬μ μ„ μ œμ‹œν•˜κ³ μž ν•œλ‹€. λ³Έ μ—°κ΅¬λŠ” κ²½λ ₯κ°œλ°œμ— 영ν–₯을 λ―ΈμΉ˜λŠ” λ…λ¦½λ³€μˆ˜λ‘œ 개인적 μ°¨μ›μ˜ μš”μΈκ³Ό 상황적 μ°¨μ›μ˜ μš”μΈμ„ κ΅¬λΆ„ν•˜μ—¬ μ„€μ •ν•˜μ˜€κ³ , μ’…μ†λ³€μˆ˜λ‘œ κ²½λ ₯λ§Œμ‘±λ„λ₯Ό μ„€μ •ν•˜μ˜€λ‹€. 뢄석 κ²°κ³Ό, κ³΅λ¬΄μ›μ˜ κ²½λ ₯λ§Œμ‘±λ„μ— ν†΅κ³„ν•™μ μœΌλ‘œ μœ μ˜λ―Έν•œ 영ν–₯을 λ―ΈμΉ˜λŠ” κ²½λ ₯κ°œλ°œλ³€μˆ˜λŠ” 개인-직무적합성, λ¦¬λ”μ˜ 지원, 리더십 μˆ˜μ€€, κ²½λ ₯κ³„νšμœΌλ‘œ λ‚˜νƒ€λ‚¬λ‹€. 이같은 뢄석을 톡해 λ‹€μŒκ³Ό 같은 정책적 ν•¨μ˜λ₯Ό μ œμ‹œν•˜μ˜€λ‹€. 첫째, 곡무원 적성과 μ—…λ¬΄μ˜ 적합성을 높일 수 μžˆλŠ” 보직관리 λ°©μ•ˆμ„ 적극적으둜 λͺ¨μƒ‰ν•  ν•„μš”κ°€ μžˆλ‹€. λ‘˜μ§Έ, 곡직 λ‚΄μ—μ„œ μ‘΄μž¬ν•˜λŠ” κ²½λ ₯μƒμ˜ 차별관행에 λŒ€ν•œ μ‹€μ§ˆμ μΈ κ°œμ„ λ°©μ•ˆμ΄ ν•„μš”ν•˜λ‹€. μ…‹μ§Έ, κ³΅λ¬΄μ›μ˜ μž„μš©μ΄ˆκΈ°μ— 업무와 적성 κ°„μ˜ 괴리 문제 등에 λŒ€μ‘ν•˜λŠ” λ°©μ•ˆμ΄ κ°•κ΅¬λ˜μ–΄μ•Ό ν•  것이닀. λ§ˆμ§€λ§‰μœΌλ‘œ κ°€μ‘±μΉœν™”μ  μ‘°μ§λ¬Έν™”μ˜ ν™•μ‚°λ°©μ•ˆμ΄ 적극적으둜 κ°•κ΅¬λ˜μ–΄μ•Ό ν•œλ‹€. 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 – 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.이 논문은 2008년도 μƒμ§€λŒ€ν•™κ΅ ꡐ내 연ꡬ비 지원에 μ˜ν•œ κ²ƒμž„

    A Study of Support Policies for Local Multicultural Families

    No full text
    corecore