• Korean Security Journal
• /
• no.7
• /
• pp.213-231
• /
• 2004

This paper is concerned with the influence in the job satisfaction by the organization, the job specialty and the self-devotion in the special duty of private security. Today's society is required more intensive security in the diversity, the complexity and the uncertainty, but the public security service could not supply enough for what the society requires. In this circumstance more specialized and special trained security services are demanded from private security industry. With the concerns, this study is based on actual survey. The study is telling us that there is much relationship in job satisfaction between each element. Which means that 1) there is some different from personality, 2) there is much influence in self-devotion by job specialty, 3) there some effectiveness in job satisfaction by job specialty, 4) there is some influence in job satisfaction by self-devotion, and 5) job satisfaction is affected by job specialty and self-devotion.

• Journal of the Society of Disaster Information
• /
• v.4 no.2
• /
• pp.40-50
• /
• 2008

The purpose of this study is to analyze the job of the security and secretary, to offer useful basic data throughout human resources management by withdrawing the ability required from the security and secretary based on the analyzed results. In this regard, this study intended to look into the job of the security and secretary, the necessary ability for the job of the security and secretary. To achieve the research goals, the study selected the research participants, composed of 5 secretaries for security with more than 5-year careers after graduating from a security and secretarial service department in a college and conducted an in-depth interview with them concerning their jobs. The in-depth interview data from the 5 participants was applied with a classification analysis used by Spradley (1980). In order to enhance the dependability and validity of the research, the study held an expert meeting composed of 2 persons with a doctoral degree in securities service studies and 1 person with a master's degree in secretarial information studies, twice. Also, the study drew results concerning the job of the security and secretary and the necessary ability of the job. Though the above process, the following conclusions were drawn; the job of the security and secretary includes the areas of job safety, a housing residence job, a health care job, an interpersonal relationships job, an assistant' s job, document and office works, general affairs, and an education job. The necessary ability for the job of the security and secretary involves martial arts abilities, risk management ability, the strict keeping of secrets, decision-making ability, information processing ability, foreign language proficiency, understanding other cultures, communications skills and office work ability.

• Korean Security Journal
• /
• no.9
• /
• pp.155-176
• /
• 2005

This study is focused on the job condition, the morale and the job leave of the private security. The private security industry in korea has been grown rapidly in its quantity, but the quality is not followed with it. So The reality on the private security Industry is in the low income and the negative morale, and it leads to leave the job openly. The job leave and the morale of the private security depend on the given job condition. Therefore to improve their job satisfaction and job condition the related parties should have concerned the quality for them. Because the output of their job performance depends on the private security's job morale, In this point of view the morale in the job and job leave have very relationship. The survey on the job condition, the morale and the job leave of the private security has the followings; 1) The male is more unsatisfied than the female in their job condition, and the female is more satisfied than the male in their income. 2) The male is more higher than the female in job leave intention, especially 20s are most higher and 40s are most less. 3) The positive morale in the private security would be grown if the income and job satisfaction would be made in certain level and the fair promotion would be promised. 4) To improve the stability and effectiveness in the private security system the rate of job leave should be reduced and the proper job would be distributed.

• Journal of the Korean Society for Aviation and Aeronautics
• /
• v.25 no.4
• /
• pp.31-43
• /
• 2017

Airport security staff are outsourced workers, whose status is a special security agent under the security service law in Republic of Korea, who are subject to persuing both profitability and public concern at the same time. This paper has chosen the sample of security staff working at Incheon airport. This is because airport security staff is being outsourced, this paper had made an empirical research such areas as the perception of job identity, public service motivation and organizational commitment through job satisfaction. According to statistical research, it was found the perception on job identity by airport security staff had a significant negative effect on both job satisfaction and organizational commitment. The more they have perceived their status as non-permanent status, the less they had job satisfaction and commitment at the same time as a special security agent at airport. Their perception of job identity had a significant effect on such public service motivation factors as 'absorbing public concern' and 'a solicitude'. Lastly, their motivation factors had also significant positive effect on job satisfaction and organizational commitment.

• Journal of the Society of Disaster Information
• /
• v.5 no.1
• /
• pp.104-119
• /
• 2009

The purpose of this study is to examine the effects of job involvement and organization commitment on job form of security guard. The total 260 subjects are composed of 50 women and 210 men who work at security company for security guards in Seoul and Gyonggi province. First, according to the populational and social character, job involvement was higher in women security guards than men, higher in 'above 41' for age, higher in 'university' for educational level, and higher in '300-400' for incomes. Second, according to the populational and social character, organization commitment was higher in men security guards than women, higher in 'above 41 ' for age, higher in 'graduate school of university' for educational level, and higher in '300-400' for incomes. Third, according to the form of the job, the job involvement was higher in 'under 10' for their career, higher in 'manager' for their responsibilities of work, higher in 'afternoon working' for the time schedules, and higher in 'field service' for the kind of working. Fourth, according to the form of the job, the organization commitment was higher in 'under 10' for their career and higher in 'field service' for the kind of working. However, there was no difference between the responsibilities of work and the time schedules. Fifth, it increases the organization, when the job involvement of the security guards such as work attachment, active performance, and the pursuit of job achievement.

• The Journal of Society for e-Business Studies
• /
• v.24 no.3
• /
• pp.143-161
• /
• 2019

The purpose of this study is to empirically verify the relationship of how job stress and job satisfaction of information security professionals affect turnover intention, a precursor of actual turnover. The moderation effect of organizational justice is also explored within these causal relationships. This empirical analysis used 150 responses from information security professionals within 4 different industries. The analysis result from survey responses shows that job stress increases turnover intention, and job satisfaction decreases turnover intention, and that interactional justice, a subordinate concept of organizational justice, has a negative moderating effect at the relationship between job stress and turnover intention. The moderating effect of interactional justice, which can reduce turnover intention with warm words from managers or colleagues even when information security professionals who respond to emergencies such massive incidents are with high job stress, is a piece of important knowledge for information security managers. To reduce voluntary turnover of information security professionals from the organizational perspective, making efforts to lower job stress and raise job satisfaction and interactional justice is necessary.

• Korean Security Journal
• /
• no.35
• /
• pp.63-86
• /
• 2013

Security officers' intent to leave their job would have devastating effects on national security related industries. That is because excessive turnover would result in wasting the money for recruiting and training for organizations as well as putting the level of national security at risk. Therefore, this study has a goal to investigate the factors influencing the intent of leave job among security staff working for one of public institution, airports(n=198). Specifically, this study has a focus on examining the effect of job satisfaction, job commitment and security staff's level of commitment on national security on their turnover intent. The results of the multivariate ordinary lest square regression analysis reveal that job satisfaction, job commitment, and the level of national security commitment directly influence turnover intent. Also, the job satisfaction and the level of national security commitment has indirect impact on the turnover intent via job commitment. However, the results indicate that gender, age, and educational level are not related with security staff's decision to leave their job. Policy implications and study contribution were discussed in this study.

• Korean Security Journal
• /
• no.51
• /
• pp.127-149
• /
• 2017

The purpose of this study was to investigate the relationship between psychological capital on job attitudes. For this purpose, the private security guards who were working at private security companies in Gyeonggi province from September to October, 2016 were selected as the population and the convenience sampling method was used for 310 persons. A total of 295 copies of the questionnaire were used for the final analysis, except for 15 questions that were answered in appropriately or were partially missing. Data were analyzed by frequency analysis, confirmatory factor analysis, correlation analysis and structural equation modeling using SPSS 21.0 and AMOS 21.0. The results are as follows. First, the positive psychological capital of the private security guard has a positive(+) effect on job satisfaction. Second, the positive psychological capital of the private security guard has a positive(+) effect on job commitment. Third, job satisfaction of the private security guards has a positive(+) effect on job commitment. Fourth, job satisfaction is partly mediated in the relationship between positive psychological capital and job commitment. In summary, the positive psychological capital of the private security guard is an important variable that positively affects job satisfaction and job commitment, and the higher the job satisfaction of the private security guard, the higher the commitment to the job.

• Convergence Security Journal
• /
• v.12 no.2
• /
• pp.3-12
• /
• 2012

This study is to investigate determinants of the private security agents' career choices. Random sampling of newly agents working at the private security firms in Gyeonggi-do and ChungChong-do was used. The period of under review was from May, 2010 to June, 2011 and the total number of interviews was 382. For this study using SPSSWIN 18.0, factor analysis(EFA/CFA), reliability analysis, discriminant analysis and descriptive statistics. The followings are conclusions. The first factor is' the value of job'. It consists of public security, contributions to our society and nation, protection public safety, spirit of sacrifice, crime prevention, and maintenance security. The second factor is 'ease of career choice'. Qualifying conditions are not particular and it is easy to get the job, as a result, this job is easy of access, they chose this job. The third factor is 'occupational stability'. They think this is a good job because the job is future-oriented so they chose this job. The fourth factor is' curiosity'. They became interested in this job, so they wanted to know about this job and then they chose this job.

• Korean Security Journal
• /
• no.45
• /
• pp.191-220
• /
• 2015

The purpose of this study is to analysis on status and trends of supply & demand and need of job level of security manpower from recognizing need for studies on supply and demand status of security manpower. The results were as follows. First, the shortage percentage of total security manpower was 1.2% ~ 1.6% from the first half of 2009 to the first half of 2015 as the result of analyzing status and trends of supply & demand of security manpower. Second, the need of job level of total security manpower was 785 ~ 2,557 people at the job level 1 from the second half of 2009 from the first half of 2013 as the result of analyzing status and trends of need of job level of security manpower. So, we should have interests such as (1) positivity of security manpower from trends and prediction of supply & demand of manpower, (2) Ensuring professionalism of security manpower considering the job level, (3) training of security manpower utilizing national competency standards(NCS), etc.