• Journal of the Korean Geographical Society
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• v.44 no.6
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• pp.761-778
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• 2009

This study investigates and proves the historical facts about the confidential land survey on Korean peninsula made by Japanese intelligence officers at the end of Chosun Dynasty. Under the command of general staff office of Japanese army, the military officers produced several maps through road map measurements and visual measurements. Although previous literature indicated road map measurements on Korea were originally implemented from 1885, this study confirms that road map measurements were initiated in 1882 by a lieutenant Isobayashi. Reflecting secret map making procedures, the individual military intelligence officers had specialized roles for swift information collection and map production.

• Convergence Security Journal
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• v.23 no.2
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• pp.95-102
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• 2023

The purpose of this paper was to confirm the operational level of the military department of universities, which plays a key role in the officer training process, through empirical research and confirm meaningful results for improvement. There are 11 university military departments operated through the Army, agreements, and semi-agreement, and the Data Envelopment Analysis (DEA) was applied from the perspective of resource input and performance for each university's military department operation to analyze relative efficiency and confirm specific directions for improvement. As a result of operational efficiency analysis, 6 DMUs (Decsision Making Unit) were found to be efficient in the BCC model out of 11 DMUs, and the evaluation results could be confirmed through classification of efficient and inefficient groups through data capture analysis. This paper may be of practical value in that it checks the efficiency of the comparative university military departments and confirms specific information for development through the DEA-Additive model that reflects several evaluation factors at once. Through this, the operators of each university's military department are admitted.

• 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.

• Information Systems Review
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• v.22 no.3
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• pp.31-58
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• 2020

Based on the social control theory, this study intends to find out the influential factors of organizational members' information security policy compliance (ISPC). Survey data from 195 military officers were analyzed to examine the effect of ethical disposition (morality, responsibility, the perceived value of ethical education) and perceived work environment (relationships with supervisors, overwork, and pay satisfaction) on ISPC attitude, ISPC intention, and turnover intention. The results of partial least squares structural equation modeling (PLS-SEM) show that ethical dispositions affect ISPC attitude and that work environments (except for pay satisfaction) affect turnover intention. In addition, ISPC attitude significantly mediates relations between ethical disposition and ISPC intention, between relationships with supervisors and ISPC intention, and between turnover intention and ISPC intention. These findings suggest that ethical disposition factors can predict an individual's security awareness level, and the ISPC attitude is a significant variable in the organizational security context.

• Convergence Security Journal
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• v.15 no.3_1
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• pp.31-39
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• 2015

The Female workforces opened the combatants which was not allowed so far including the artillery in the army, air defense, and etc. to the woman soldier in 2014. I exceeded 10,000 people in 2015 and it is in the plan to be expanded to 4,450 officers, 6,374 noncommissioned officers in 2017. A navy is the plan which selects the woman officer to board a submarine since 2017 and which I board over 3,000 t level in a submarine. But the institutional supplementation about this is insufficient although the woman soldier increased depending on the policy's decision. The role of the woman soldier was expanded and it was the time when the system developmental about the woman soldier management which is consistent with the future war aspect will have to be guaranteed, and the clear standard including the post circulation to the starting in advance of the woman soldier and human resource expansion and treatment, and etc. is required. I supplement the current regulation which I am applying as man soldier Army and the same standard although the woman soldier and man soldier Army has a difference and I analyze the phenomenon and the developmental solution should be suggested about the woman soldier people management.

• Convergence Security Journal
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• v.13 no.2
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• pp.121-131
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• 2013

It has been almost 10 years since the department of military studies was opened at the civilian universities. One of the important elements for the success of these new departments would be the curriculum. This paper tries to give an realistic answer to the question of curriculum. The factors influencing the design of curriculum of military studies are analyzed, such as the curricular of the military institutes that confer the B.S. in military studies, the domain of military studies and research areas, documentation classification of military studies and military engineering, scientific knowledge versus vocational capabilities in university education, relations between the B.S. courses and the master or doctorate courses, requirements asked by the Army, and moral education needed for the military officers. As a result of the analysis, the mandatory core courses should be total of 19, including 5 general courses and 14 major courses.

• The Journal of the Convergence on Culture Technology
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• v.9 no.5
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• pp.415-419
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• 2023

The New Zealand Defence Force (NZDF) began using female manpower from World War II. After making various efforts to secure excellent manpower, the proportion of female manpower has risen to 24%, higher than that of Britain, the United States, Canada and Australia, which have a longer history of female military personnel than New Zealand. This is the result of NZDF efforts to open combat roles to women and allow female personnel to advance to high-ranking military positions such as generals and consular officers. In addition, policy alternatives to address women's realistic concerns such as pregnancy and childbirth, childcare, and vertical organizational culture were presented. In particular, Operation "Respect" was implemented to overcome the problem of not leaving or joining the army due to inappropriate sexual behavior and bullying. The operation respect established the role of the leader, emphasized the support of the victim, and accumulated data of the accident to prevent similar accidents. In addition, through the "Wāhine Toa" program, excellent female manpower could be introduced into the military through customized support considering the military life cycle (attract-recruit-retain-advance) of female personnel. South Korea is also considering expanding the ratio and role of female manpower as one of the ways to overcome the shortage of troops and leap into an advanced science and technology group. Implications were derived from the use of female manpower in the NZDF and the direction in which the Korean military should proceed was considered.

• 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 the Korea Academia-Industrial cooperation Society
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• v.12 no.10
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• pp.4502-4512
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• 2011

This study was performed to determine the job satisfaction and its association with sociodemographic and health related characteristics, job-related factors, perception on socioeconomic status, professional job perception, job stress and social support among nursing officers. The survey was administered to 542 nursing officers working at military hospitals of the ROK Armed Forces, from Oct. 1 to Nov. 30. The structured self-administered questionnaires were delivered and they were collected without respondents' personal information. As a results, The job satisfaction of respondents turned out to be significantly higher in the following groups: an elder, married, subjective sleep quality is good, feels they are healthy, higher positional status, a longer job career, satisfied with their work, without consider quitting the job, their physical burden of work is adequate. The survey results showed that respondents' job satisfaction is positively correlated with the professional job perception and social support. while it is negatively correlated with job stress. When analyzed by Covariance Structure, it turned out that the professional job perception is more influential on job satisfaction than job stress and social support. The study found the professional job perception, high social support, and low job stress tends to improve job satisfaction. Meanwhile, the study also found that the professional job perception and high social support reduces job stress.

• Convergence Security Journal
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• v.22 no.1
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• pp.141-148
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• 2022

Korea's ROTC system was introduced from the United States in 1961 to recruit competent primary grade officers and secure reserve forces in peacetime. However, entering the 2000s, it was faced with a serious crisis, which was a decrease of the application rate due to the change in the acquisition environment including the decrease in school-age population and military service resources due to the low fertility, and the shortened period of military service. Therefore, this study tried to suggest a ROTC system improvement plan focusing on the organizational structure and operation system by analyzing the change in the acquisition environment and the cause of decrease in the application rate. As a research method, a comparative method between the cases of the ROTC systems in the US and Korea was applied through domestic and foreign literature studies. In terms of theory, Strategic Human Resource Management, which is applied to corporate management to achieve organizational performance and secure comparative competitive advantage in a knowledge-based society, was used as a theoretical criterion.