• 한국컴퓨터정보학회논문지
• /
• 제24권11호
• /
• pp.135-142
• /
• 2019

본 논문에서는 블루투스 기반의 비콘을 활용하여 해군 함정의 인력들의 위치를 한눈에 파악할 수 있는 시스템을 제안한다. 이 논문에서 제안된 시스템은, 근거리 무선통신장치인 비콘을 수신할 수 있는 비콘 수신기를 선실마다 설치하고 인력들이 소지한 비콘에서 발신하는 정보를 수신한다. 수신된 정보는 처리 서버로 송신하고 처리서버에서는 객실별 인원 정보를 통합 처리하여 전시모듈로 송신한다. 전시모듈에서는 각 객실별로 위치하고 있는 인력정보를 전시한다. 설계한 시스템을 이용하여 모의시험을 실시한 결과 통합 처리된 객실별 인력 위치정보가 전시모듈로 전달되어 전시 되는 것을 확인하였다. 함정 내에서 구두로 인력 위치가 보고되는 기존 상황과 달리 실시간으로, 신속하게 인력 위치를 확인할 수 있는 본 시스템은 비전투 상황에서의 인원관리, 전투상황에서의 신속한 전투배치에 도움을 준다. 이는 전투력 향상에 큰 기여를 할 것으로 기대된다.

• Asia pacific journal of information systems
• /
• 제15권3호
• /
• pp.163-186
• /
• 2005

When firms are confronted with IT investment decision-makings, technical or financial factors are widely considered. However, based on sociotechnical systems theory, it is argued that in addition to the traditional factors, social issues must be considered in the IT investment decision-makings. Even though the strategic criteria of social issues within organization are important for IT investment decision-makings, the social or organizational issues are hardly considered in IT implementation and adoption(Ryan and Harrison, 2000). The objective of this study is to empirically verify how the comprehensive consideration of both of technical and organizational issues related with IT investment affects firm performance through its impact on IT technical capability and IT personnel skills. Senior managers of 153 Korean firms were surveyed, and the collected data were analyzed with PLS technique. The results of the PLS path analysis show that the comprehensive consideration of the technical and social issues affected indirectly firm performance through IT technical capability and IT personnel skills. It is found that the comprehensive consideration had a significant impact on IT technical capability and IT personnel skills, and that IT technical capability and IT personnel skills affected firm performance. IT personnel was also found to affect IT technical capability. Finally, this study found that the consideration of social factors had greater impacts on firm performance than that of technical factors.

• 정보보호학회논문지
• /
• 제19권6호
• /
• pp.153-160
• /
• 2009

본 논문은 인적자산 보안관리에 관한 프레임워크를 개발하였고 이를 기반으로 관리지표와 보안수준 제고 요인을 도출하고 이를 실증적으로 분석한 연구이다. 인적자산 보안관리 프레임워크는 인원보증(Personnel Assurance), 개인역량(Personnel Competence), 보안 통제(Security Control) 분야로 구성되어 있으며, 관리지표는 9개 항목의 26개 지표로 도출되었다. 또한 보안수준 제고 요인은 보안인지, 규칙준수, 실수억제 항목으로 도출되었다. 연구결과, 보안관리 지표와 관리수준 제고 항목의 실증분석 결과는 대부분 부합성과 유의성을 가지고 있었으며 조직의 인적자산 보안관리 시 유용하게 적용될 것으로 기대된다.

• 디지털산업정보학회논문지
• /
• 제4권3호
• /
• pp.45-53
• /
• 2008

As internet is wide spread, the number of internet service provider is increased. Internet service providers gather the personnel information with inhabitants registration identification number for the user management and the adult authentication. The personnel information is spreaded thorough the Internet by the system hacking, mismanagement and malicious resale. And the personnel information is used for spam email, phishing scams, etc. by malicious others. So the Ministry of Information and Communication Republic of Korea developments I-PIN system of the personnel identification. But, I-PIN has some problem the guideline for it and the method of 5 I-PIN services. In this paper, we analyze the problem about the guideline for I-PIN and the method of 5 I-PIN services. And we propose the countermeasure about the problem.

• 한국산업정보학회논문지
• /
• 제13권2호
• /
• pp.88-99
• /
• 2008

본 논문에서는 ERP를 도입하여 개발중인 국방인사정보체계에서 구현되어야 할 인사기록방법을 절차에 중점을 두고 제안한다. 국방부와 육 해 공군이 공동으로 인사업무에서 사용할 수 있는 인사기록절차는 현재 국방부와 각 군 인사기록절차의 문제점인 수작업과 전산작업의 혼용, 일부기관(국방부)의 전자적 기록관리 부재, 실시간 기록미흡, 기록사항의 확인 및 입력 중앙집중/업무과다를 해결할 수 있도록 제안되었다. 인사기록절차는 표준화된 인사기록 절차도와 인사기록절차 정의서로 표현되었다. 제안된 인사기록절차는 인사기록의 진본성, 무결성, 신뢰성, 이용가능성이 보장되도록 세 가지의 개선방향인 일원화된 전자기록관리, 실시간 기록관리, 검증권한의 효율적 집중과 분산을 적용하여 제안되었으며 제안된 인사기록절차가 개발중인 국방인사정보체계를 통해서 구현될 시 12개의 기록관리체계의 통합, 기록관리시간을 45일에서 3일로 감소, 검증권한을 국방부 및 각 군 본부와 소속기관 및 개인으로 분산, 일부 수작업문서의 감소효과를 가져올 수 있다.

• International Journal of Knowledge Content Development & Technology
• /
• 제13권4호
• /
• pp.51-79
• /
• 2023

A person's job performance is the result of their efforts, influenced by their skills, personality, and perceptions of their role. Job performance is the execution of statutory obligations or functions based on the area of expertise of library personnel that are directed toward achieving the library's goals. The purpose of this study was to investigate the impact of staff motivation and self-efficacy on the job performance of library personnel in Kwara State, Nigeria. The descriptive survey approach of correlational type was used in this investigation. To cover all the library personnel at the participating public libraries in Kwara State, Nigeria, total enumeration or census survey methodologies were used. Eight objectives are used to steer this investigation. The findings demonstrated a significant correlation between staff motivation and job performance, while self-efficacy and job performance have a significant negative relationship. The authors recommend that library personnel who receive training, particularly training focused on providing them with development chances, may perceive that the organization values them as individuals, which increases their sense of self-worth and, as a result, helps them create stronger job performance.

• 기록학연구
• /
• 제77호
• /
• pp.5-36
• /
• 2023

강력한 대통령중심제를 채택하고 있는 대한민국에서 대통령이 인사권을 가진 직위에 대하여 업무 능력, 평판, 비위 여부 등을 종합적으로 인사검증하는 것은 국가운영의 기본일 뿐만 아니라 민주주의 체계의 유지를 위해서도 매우 중요하다. 그 과정에서 생산된 인사검증 관련 기록물 또한 국가의 중요 인물들에 대한 광범위한 자료를 담고 있어, 그 자체로 매우 중요한 국가적 차원의 정보이며, 후세에 현재의 국가운영을 연구하는 데 유용한 사료로 활용될 가능성이 매우 높다. 그렇기 때문에 2007년 「대통령기록물 관리에 관한 법률」 제정 이후, 인사검증 업무를 담당한 대통령비서실 민정수석비서관실은 광범위한 인사검증기록물을 대통령지정기록물로 지정하여 대통령기록관으로 이관하였을 것으로 추정된다. 그런데 제20대 정부가 출범하면서 2022년 6월부터 인사검증 담당기관이 대통령비서실 민정수석비서관실에서 법무부 '인사정보관리단'으로 변경됨에 따라 그간 유지된 인사검증 프로세스와 관련된 기록물의 보존에 커다란 변화가 생겼다. 이에 이 연구에서는 우선 인사검증기록물이 무엇이며 그간 어떻게 보존되고 관리되어 왔는지를 살펴 보았다. 그리고 이번 인사검증 담당기관의 변화로 인해 기록관리 차원에서 어떠한 쟁점이 생겨났는지, 그 쟁점들을 어떤 방식으로 해결해야 하는지에 대하여 실무적· 제도적 차원에서 개선 방안을 제안하였다.

• Journal of Information Science Theory and Practice
• /
• 제4권2호
• /
• pp.34-52
• /
• 2016

This study was designed to investigate organizational culture and emotional intelligence as predictors of job performance among library personnel in Edo state, Nigeria. The survey research design was employed for the study with a population size of 181 library personnel in the 15 academic libraries under study, and due to the manageable population size, total enumeration was adopted as the sampling technique. The questionnaire was used to elicit data from the respondents. Of the 181 copies of the questionnaire administered, 163 copies were retrieved and found valid for analysis constituting a 90% response rate. Four research questions and four null hypotheses (tested at 0.05 level of significance) were formulated to guide the study. The tool used to analyze the research question was descriptive statistics (percentage, mean, and standard deviation) and inferential statistics (correlation and multiple regression) for testing the hypotheses. The findings of the study revealed that there is a high level of job performance, good organizational culture, and high level of emotional intelligence among the personnel. Organizational culture and emotional intelligence jointly and significantly predict job performance of personnel. There is significant positive correlation between organizational culture and job performance. The linear combination of emotional intelligence and organizational culture predict job performance of library personnel in the academic libraries under study. The research concludes that there is a need for high job performance in libraries which is predicted by the organizational culture of the library and the level of emotional intelligence of the library personnel.

• 디지털산업정보학회논문지
• /
• 제15권1호
• /
• pp.43-51
• /
• 2019

This research proposed the necessary capability of cyber security professional personnel for cyber security education and training. Cyber security professional personnel were required specialized capability because the curriculum of cyber security education and training is structured around practice and training. Based on the knowledge, skills, and attitudes of professors, we derive candidate capabilities and index through the results of precedent research. As a result, we derived capability such the candidate capability group as teaching qualification, expert knowledge, practical ability, lecture ability, and research ability, and detailed capability index was derived accordingly. Finally, based on the questionnaire results of the professors related to the information security, it was determined that the capability required for the cyber security education and training professional personnel were expert knowledge, practical ability, and lecture ability. Among the capabilities, executive ability means that they have to fulfil abundant executive experience due to the high proportion of practical training due to the characteristics of cyber security education and training.

• Asia pacific journal of information systems
• /
• 제7권1호
• /
• pp.49-66
• /
• 1997

Matching individual career desire and career path is desirable for individual motivation and organizational effectiveness. Some studies reported that major career orientations of MIS personnel are technical and managerial orientation. Furthermore, dual ladder system is based on the same notion above. However, subsequent research conclusions of this issues have been contradictory. Mnwhile, past studies on the work value of MIS personnel are mainly concentrated on the differences between MIS personnel and other occupations. To date, the study on the differences in the values of job factors between major career orientations is rare. The purpose of this study is to find out major career orientation of Korean MIS personnel and the differences of values of job factors between major orientations. The research result is two conclusions. First, major career orientations of Korean MIS personnel are technical and managerial orientation. Second, both group do not have different values about job property related factors, but managerial orientation group gives high values to the some organization related factors such as company policy, responsibility, authority, salary level and opportunity of promotion.