• Journal of the military operations research society of Korea
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• v.32 no.1
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• pp.188-212
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• 2006

The purpose of this study is to extract relavant factors that affect military accidents. A survey was conducted for 227 officers and noncommissioned officers and 300 private soldiers. The survey results extracted 9 important factors that cause military accidents, including 3 troop factors, 3 social environment factors, and 3 personal character factors. Through a regression analysis using these 9 factors as independent variables and 4 types of military accidents as dependent variables, several factors were found to be very useful to explain military accidents. The findings of this study can be used to develop an early warning system for military accidents reduction.

• Journal of Korean Academy of Nursing Administration
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• v.11 no.2
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• pp.129-145
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• 2005

Purpose: This research was, by investigating the relations between the cultural types of a nursing organization in military hospital and performance, to ascertain the cultural types to be able to improve performance. Method: The date were gathered from 255 nurse officers who were in 19 military hospitals by using the self-report type of questionnaire. The period of data collection was from April 20, 2003 to July 15, 2003. For this research, the following tools were used: the tools for measuring the organizational characteristics, organizational culture, and job satisfaction, the tool for measuring organizational commitment. For data analysis the SPSS Win 12.0 program was used. Result: 1) Most of the cultural types of a nursing organization in military hospital is Relation-oriented. 2) In the relation between general the characteristics of subject and the organizational cultural type, there was a difference in the innovation-oriented, relation-oriented, hierarchy-oriented, and task-oriented culture according to nurse officers careers, hospital types, year in hospital, marital status, and unit(p<0.05). 3) In the relation between general characteristics of subject and organizational performance, there was a difference in the job satisfaction, affective commitment, transactional commitment, and normative commitment according to nurse officers careers, education, madrigal status and unit(p<0.05). 4) In the relationship between the of a military hospital were correlated with the type of each culture(p=0.00), 5) In the relation between the organizational culture type of military hospital and its performance, there was a positive correlation among job satisfaction and innovation-oriented culture, relation-oriented culture, task-oriented culture(p<0.05). And hierarchy-oriented culture showed that they had a weak negative correlation with job satisfaction(p<0.05). There was a positive correlation among affective commitment and innovation-oriented culture, relation-oriented culture, task-oriented culture(p<0.05). And hierarchy-oriented culture showed that they had a weak negative correlation with affective commitment(p<0.05). There was no culture type significantly related to continuance commitment and there was a weak positive correlation among normative commitment and innovation-oriented culture, relation-oriented culture, task-oriented culture. The types to have an influence upon nurse officers' job satisfaction were relation-oriented culture and innovation-oriented culture(p=0.00). And relation-oriented culture and innovation-oriented culture were major variances for affective commitment and only relation-oriented culture was influential variance for normative commitment(p=0.00). Conclusion: The organizational culture type was found which had an influence upon nurse officers' job satisfaction and organizational commitment. These result are very significant in having showed the persons in charge of nursing administration a basic data for creation of an effective organizational culture.

• Proceedings of the Korean Institute of Information and Commucation Sciences Conference
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• 2022.05a
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• pp.238-241
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• 2022

North Korea launched an ICBM and declared Moratorium for the September 19 military talks. The Armed Forces must protect military security for national defense and security. The Ministry of National Defense, which received a hacking attack from North Korea, must protect its military security even more. Recently, the leakage of military data through smartphones is occurring through smartphones. Officers and non-commissioned officers can use smartphones while working. Therefore, smartphone forensics is required to check information leakage of military data from smartphones. In this study, forensic leaks of military data from the Galaxy S20 model of S company. Research integrity verification for securing smartphone forensic evidence, securing metadata, and adopting evidence. This study will contribute to the development of military security and forensic technology.

• Women's Health Nursing
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• v.25 no.3
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• pp.329-344
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• 2019

Purpose: This study aimed to identify utilization of the work-family support policy (WFSP) and factors affecting retention intention among Korean female military officers. Methods: This cross-sectional survey recruited 103 married female officers from the Korean Army, Navy, and Air force with preschool-aged children through convenience and snowball sampling. Via online surveys from June to November, 2018, the participants self-reported retention intention, work-family conflict, job satisfaction, and utilization of the WFSP. The data were analyzed using descriptive statistics, independent t-tests, one-way analysis of variance, Pearson's correlation coefficient, and multiple linear regression. Results: Retention intention ($22.29{\pm}5.98$) was reported at the mid-level, lower than scores reported in the literature for female workers. Work-family conflict ($32.51{\pm}5.29$) and job satisfaction ($63.10{\pm}7.45$) were above the midpoint levels. Use of maternity leave (100.0%) and parental leave (92.2%) was high, especially compared to the rates of child-care day off (20.4%) and parenting time (20.4%). 'Noticeable increases in childcare services within the army' (22.8%) was reported as the supportive measure needed the most by female military officers. Job satisfaction (${\beta}=.43$, $p{\leq}.001$), the use of parenting time (${\beta}=-0.29$, p=.002), living type (${\beta}=-.18$, p=.043), and service type (${\beta}=-.16$, p=.035) significantly influenced retention intention. Conclusions: The findings highlight the priority areas of importance within the WFSP and suggest that a family-friendly culture can improve female officers' retention intention. Accordingly, policy changes at the Ministry of National Defense improving the system to enhance a family-friendly culture in the military is expected to strengthen the retention intention of female officers and contribute to excellence in the military workforce.

• Journal of the Korean Society of Costume
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• v.58 no.6
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• pp.12-23
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• 2008

This study reports the costume changes and the factors of the changes from stone status in joseon dynasty. It can be summarized as follows: First, the artisan for the statues is one of the most important factors for the costume changes. The artisans who were involved in building the King's tomb were also made the stone statues for scholars' tombs. This results in that the style of the King's tomb influenced the costumes of stone statues for scholars' tombs. Some craftsmen who were buddhist monks also influenced the introduction of buddhist arts. Second, the stone statues are classified into 3 types according to the dead's social position: the civil officer statues, the military official statues, and the servant statues are installed for the civil officer, the military officers, and others, respectively. This principle was applied well. However, the civil official statues are mainly installed in late joseon dynasty because the civil officers are socially preferred to the military officers in late joseon dynasty. Third, there are two types of civil officer statues; Gongbok type and jobok type. Civil officer statues of Gongbok type were mainly installed in early joseon dynasty and civil officer statues of jobok type were begun to be installed in the early 16th century. Civil officer statues of Gongbok type were fade out after the late 17th century. Fourth, there are three reasons why civil officer statues of jobok type were installed at the officers's tombs 270 years earlier than at the Kings' tombs: 1) Introduction of Daemyunghoejeon and its application, 2) an establishment of a system that requires to prepare jobok individually, and 3) self-confidence of scholars' class on political and cultural maturity.

• The Journal of the Korea institute of electronic communication sciences
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• v.9 no.5
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• pp.583-588
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• 2014

The purpose of this paper is to develop curriculum for the Department of Computer Application Based Army Contracts. Because the Army contract department is a retraining undergraduate degree program targeting noncommissioned officers in service, its curriculum has no choice but to differ from those of other departments. The curriculum of the Department of Computer Application focuses on the reeducation of noncommissioned officers in service and consumers of education. In addition to the subjects related to the scientific and informational movement of the military, the subjects needed to qualify for the second-degree military counsellor certificate are reflected in the curriculum, which is a first for regular universities. The appropriate curriculum of the Department of Computer Application will be proposed including subjects for noncommissioned officers to cultivate leadership skills for managing subordinates and various subjects road map of department specializations will be also developed.

• Journal of the Korea Institute of Military Science and Technology
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• v.23 no.2
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• pp.147-158
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• 2020

Korea Ministry of National Defense has directed the state-of-the-art technology Forces troops structures that can respond to security threats in all directions through the Defense Innovation 2.0, which aims to reorganize the personnel and organizations in response to population decline. An implement of effective analysis to maintain combat power is necessary due to possible restrictions on combat power, especially in division of mobilization where reserve manpower is operated frequently. In this study, the normal operations of the reserve officers were investigated, the direct effects of the combat forces of the reserve officers was analyzed using ARENA modeling, and the budget required to operate the innovation and indirect effects of employment of veterans were studied. The result of the simulation proved to be effective in demonstrating unit combat power when the reserve officer was in full-time operations and economic benefits were also significant in terms of efficiency of defense budget management.

• 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.

• Journal of Korean Academy of Nursing Administration
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• v.18 no.3
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• pp.290-300
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• 2012

Purpose: The purpose of this study was to investigate differences in professionalism, organizational citizenship behavior and psychological ownership between nurses and nurse officers. Method: A cross-sectional survey was conducted with 1017 hospital nurses and military nurse officers. The instruments used were the Korean Version of Hall's Professionalism Inventory' modified by Baek (2007), Organizational Citizenship Behavior Qquestionnaire(OCBQ) modified by Lee (2006), and the Psychological Ownership Inventory' developed by Van Dyne and Pierce (2004). Results: The average score for military nurse officers professionalism was 3.15, for organizational citizenship behavior, was 3.43 and for psychological ownership, 3.64. These scores were higher than the scores for hospital nurses. There were significant positive correlations between the variables(r=.47~.581, p<.001). Conclusion: The results of this study indicate an affirmable outcome and that the significant variables affected levels of Professionalism, Organizational citizenship behavior, and Psychological ownership. So in order to improve the level of variables, there is a need to consider strategies related to organization, work environment and conceptualization as related to the variables.

• Journal of the Korea Institute of Military Science and Technology
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• v.14 no.1
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• pp.74-83
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• 2011

In this paper, we propose an architecture design of military operation system utilizing cellular networks. The main contribution of this paper is to provide a cost-effective military operation solution for ground forces, which is based on IT(information technology). By employing the cellular phones of officers' and non-commissioned officers' as the tools of operational communication, the proposed system can be constructed in the minimum duration and be built on the four components: command and control system, gateway, security system, and terminal(cell phone). This system is most effective for the warfare of limited area, but the effectiveness does not decrease under the total war covering the whole land of Korea. For the environmental change of near future, expanded architecture is also provided to utilize the functionalities of smart phones.