• Journal of vocational education research
• /
• v.30 no.4
• /
• pp.113-127
• /
• 2011

The study investigates the type of organizational culture, using the organizational culture assessment instrument(OCAI) developed by Cameron and Quinn based on the competing value model(CVM), and analyzed the gap between current and desirable organizational culture empirically. The analytic results show that while the organizational members prefer the relational organizational culture as a dominant organizational culture on the current level. Also they prefer the relational organizational culture as a desirable organizational culture on the future level. In addition, the diagnosis of organizational culture by the type of status reveals that while the public educational personnel and staff recognized the relational organizational culture as a strong culture, the local public service employee identified the hierarchical culture as a dominant culture on the current level. Those findings suggest the following implications. First, the sustainable management of organizational culture requires the suitable strategic tools. That is to say, they need to introduce and carry out practical strategies to sustain change and control for each type of organizational culture. Second, despite the fact that the balance among four types of organizational culture is needed the strategy to reinforce the dominant culture, considering the types of status and affiliation.

• Proceedings of the Korean Society of Health Policy and Administration Conference
• /
• 2004.05a
• /
• pp.105-125
• /
• 2004

제17대 총선에서 여대야소 국회가 구성되고 대통령 탄핵안이 헌번재판소에서 기각됨에 따라 참여정부의 본격적인 행보가 시작되고 있다. 보통 정권이 바뀌면 가장먼저 시작하는 분야가 정부조직 개편이다. 새로운 각오로 시작하는 참여정부에서도 벌써 정부조직개편안이 나오기 시작하였다. 보건의료부분도 '사회부총리신설안, 보건복지부, 식약청, 노동부를 통폐합하여 '복지노동부'와 '보건식약청'으로의 개편안과 대통령 사회정책수석의 신설 등이 거론되고 있다. (중략)

• The Journal of the Korea Contents Association
• /
• v.19 no.7
• /
• pp.67-81
• /
• 2019

The aim of this research was to examine that the essence of university administrative staff's job stress and relevant characteristics that could influence their stress at work. For this research, we collected 250 samples of university administrative staffs in Seoul from March to April, 2017 and used 227 ones for final analyses. The results indicated that organizational characteristics (organizational commitment, organizational culture, perceived organizational support) and job characteristics (job satisfaction, job control, emotional labor) tended to be significantly associated to Job stress. These findings suggested that Employee Assistant Program (EAP) should be launched in order to provide integrated services for university staff. Second, diverse psycho-social services, such as consultation, leisure activities, and empowerment, should be provided by utilizing the resources of university. Lastly, the Korean Ministry of Education needs to support for enhancing the staff's work environments.

• Proceedings of the Korean Society of Health Policy and Administration Conference
• /
• 2005.12a
• /
• pp.358-359
• /
• 2005

• The Korean Nurse
• /
• v.19 no.4 s.107
• /
• pp.14-18
• /
• 1980

• Journal of Digital Convergence
• /
• v.16 no.3
• /
• pp.345-351
• /
• 2018

We study convergent influence on job burnout(MBI-GS: Maslach Bunout Inventory-General Survey) and its association with Organizational Commitment Questionnaire(OCQ), Type A Behavior Pattern(TABP) and depression(CES-D: Center for Epidemiologic Studies Depression scale) among Hospital Administrative Staff(HAS). The survey was administered to 201 staff from 9 general hospitals located in J area from Jul. 3rd, 2017 to Jul. 29th, 2017. The structured self-administered questionaries were used. MBI-GS was positively correlated with TABP and CES-D, and it was negatively correlated with OCQ. With the analysis of covariance structure, CES-D was more influential on MBI-GS than OCQ and TABP. The study found the higher TABP and CES-D, and the lower OCQ tend to increase MBI-GS. The results indicate that the efforts, to decrease TABP and CES-D, and to increase OCQ, are required to decrease the MBI-GS of HAS. The results are expected to be useful for organization personnel management to decrease the MBI-GS of HAS. In the following study, the analysis about additional factors of influence on MBI-GS will be needed.

• 한국디지털정책학회:학술대회논문집
• /
• 2006.06a
• /
• pp.183-190
• /
• 2006

본 논문에서는 지방행정혁신의 모델이 될 만한 외국기업 GE의 혁신 사례를 살펴보고, 충북도청에서 추진하는 브랜드사업에 GE 혁신 사례의 적용가능성을 제시하고자 한다. 기업과는 달리 행정기관은 비영리적 기관임에도 불구하고 운영 면에서 두 유형의 조직은 점차 비슷한 성격을 띄어가고 있는 데, 이러한 현상은 공히 고객 중심적 사고방식을 지향하고, 요즈음 CEO형 단체장이 각광을 받으며, 행정기관들도 점차 효과성/효율성을 중시하는 점 등에서 살펴볼 수 있겠다. 이러한 현상들이 행정혁신의 배경이 됨을 고려해 볼 때, 행정기관들은 이미 수백 년간 혁신을 추구해온 기업들로부터 많은 것을 배우고 참고할 수 있을 것으로 보인다.

• Proceedings of the Korea Society for Industrial Systems Conference
• /
• 1999.05a
• /
• pp.259-267
• /
• 1999

정부의 대민 서비스의 대부분을 차지하는 민원행정조직의 근본적인 문제점을 지적하고, 민원행정프로세스를 재구축하기 위한 전략을 제시함으로서 작금 정부가 추구하는 전자정부의 구현에 일조 하고자 함에 본 연구의 목적이 있다. 본 소고에서는 민원행정의 중요성 및 우리나라 민원행정의 문제점을 살펴보고, 정보기술(IT)을 기반으로 한 프로세스 재설계 방안에 관해 개념적인 차원에서 제시한다. 아울러 민원창구의 혁신을 위한 방안으로 케이스 관리(Case Management) 개념을 제안하고, 궁극적으로 민원행정이 지향하는 원-스톱, 논-스톱 서비스를 실현하기 위한 요건을 언급한다.

• The Journal of the Korea Contents Association
• /
• v.8 no.7
• /
• pp.243-251
• /
• 2008

The purpose of this study is to give some suggestions by examining what kind of effects the cynicism about the organizational change of the administrative staff in private colleges have on their job involvement and organizational commitment and by analyzing the difference between the colleges having experienced labor-management disputes and those without such experiences. The results of this study obtained by actual analyses and the suggestions provided based on the results are as follows. In the colleges having experienced disputes on campus, the cynicism about the organizational change reduces the job involvement and the organizational commitment of the members of the organizations. On the other hand, there are no significant effects of the cynicism about the organizational change on the job involvement and the organizational commitment of the members in the case of the colleges not having experienced disputes on campus.

• Journal of Legislation Research
• /
• no.44
• /
• pp.241-281
• /
• 2013

First and foremost, a discussion concerning government structure has to be done in connection with the state form and the governmental form. For practical reasons, there is a need to balance the principle of legality and its exceptions under the Government Organization Act. To ensure the flexibility of government structure with respect to the principle of legality, the National Assembly should accept the government structure requested by the newly elected government. This mitigates the rigidity of the principle of the legality within the government organizations. However, excessive changes by each government could violate the principle of legality asked by Constitution. In this sense, arbitrary modification with respect to the government structure by the newly elected government is not desirable. The long term stability of the government organization is required in any case. Secondly, general administrative agencies, other than Executive Ministries, should not be established under the direct order of the President without the control of the Prime Minister. A hierarchy of the executive branch (President->Prime Minister-> Executive Ministries) is stipulated in the Constitution. Establishing a hierarchy of President -> executive institution should be considered unconstitutional. Therefore, only the Presidential Secretariat and institutions with special functions can be established in the Presidential Office. Establishing general administrative agencies in the Presidential Office for convenience purposes is against the spirit of the current Constitution. Consequently, only the office of staffs and special agencies can be placed in the presidential office. It is against the spirit of the current Constitution to found administrative agencies under the presidential office for convenience. Thirdly, the office of the Prime Minister should be the backbone of internal affairs. In that sense, the President, as the head of state, should focus on the big picture such as the direction of the State, while the Cabinet headed by the Prime Minister should be responsible for the daily affairs of the State. The cabinet surrounding the Prime Minister must control all the ordinary affairs of the State, while the President, as the head of the State, should focus on the big picture of blueprinting the aim of the State. Lastly, the Office of the Prime Minister and Executive Ministries are the two main bodies of the executive branch. It is important to reduce the confusion caused by repeated changes in the names of Executive Ministries, to restore the traditional names and authorities of these institutions, and to rehabilitate the legitimacy of the State. For the Korean democracy to take its roots, a systematic way of stabilizing a law-governed democratic country is needed. There is also the need not only to reform security and economic agencies, but also to rationally solve the integration of technique and policy, according to the changes of time.