• Journal of the Korea Society of Computer and Information
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• v.22 no.12
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• pp.171-178
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• 2017

Investigations into family-friendly company culture have been carried out for various companies and conglomerates. But there has never been such investigation for police organization, so this investigation is intended to see the effect on organizational commitment and job performance of the organization culture that makes use of family-friendly program for the police organization. To this end, how the internal factors of family-friendly organization culture affects organization commitment and job performance is empirically analyzed with structural equation modeling. And it is found that family-friendly program has significant effect on organizational life and welfare, and the welfare, in return, is found to have significant effect on job performance.

• Convergence Security Journal
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• v.14 no.6_2
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• pp.63-72
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• 2014

The purpose of this study is to investigate the relationship between organizational culture, job characteristics and job continuance will among police officers. This study targets the police officers dispatched in the Seoul metropolitan area in 2012, and it uses judgment sampling method to analyze 187 samples. This study conducted the statistical analysis, including frequency analysis, factor analysis, reliability analysis and multiple regression analysis, by using SPSS WIN 18.0. The result is as follows. First, the organizational culture among police officers has effects on job characteristics. That is, the feedback increases as the organizational culture becomes more mutual development- or agreement-oriented, or as it becomes more hierarchical; on the other hand, the job importance increases as more hierarchical and rational a culture becomes. Also, self-determination increases as an organization becomes more mutual development- or agreement-oriented. Second, the organizational culture among police officers has effects on the job continuance will. That is, the expected satisfaction increases but intentional insincerity decreases as the organizational culture becomes more mutual development- or agreement-oriented. Also, risk-perceiving behavior increases as an organizational culture becomes more hierarchical. Third, police officers' job characteristics have effects on the job continuance will. That is, the feedback and job importance increases the expected satisfaction while reducing functional diversity. The feedback also reduces the contraction factor. The job importance increases intentional insincerity while reducing functional diversity. The functional diversity not only increase alternative expectation but also increases risk-perceiving factors.

• International Journal of Advanced Culture Technology
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• v.12 no.2
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• pp.270-280
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• 2024

This study aims to explore innovative measures for community policing activities of the Korean police in the context of the newly implemented autonomous police system and the increasing demand for community-oriented policing. By conducting an in-depth analysis of advanced community policing practices in the United States, Japan, and the United Kingdom, this research identifies key characteristics such as resident participation, communication, scientific crime analysis, and customized policing services. The study reveals the need for the Korean police to establish a collaborative governance system that actively involves residents, strengthen scientific policing capabilities utilizing advanced technologies, and provide policing services tailored to local characteristics. Organizational and personnel management reforms, including the substantiation of the local police officer system and the establishment of an institutional foundation for resident participation, are proposed. Furthermore, this study emphasizes the importance of developing a creative community policing model suitable for the Korean context, rather than directly transplanting overseas practices. Continuous research and efforts to build a new policing paradigm that reflects the changing social environment and policing demands are suggested. Ultimately, the success of community policing lies in the active participation and cooperation of all members of society, including the police, government, local communities, and residents.

• The Journal of the Korea Contents Association
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• v.16 no.11
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• pp.264-270
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• 2016

This study examined how the police officers use their annual leaves. While Korean police officers have burdens of heavy workload exceeding their regular office hours, they are passive to get leaves to keep in shape from long hours of work, to maintain the appropriate level of work productivity, and to secure time for leisure and cultural activities. It appeared that most of the police officers surveyed haven't used their annual leaves for less than half of the days designated by law. It also appeared tat female officers used more leaves than male officers, and married officers than single ones. Considering the characteristics of work environment, it showed that officers doing shift work had less days of leaves than officers in non-shift work. The reasons why the police take leaves passively lie on various factors that heavy workload, work-oriented life, work-oriented police organizational culture preceding family and so forth. Therefore, it needed to supplement the personnels to meet the needs of overwhelming workload of the police and to allocate the work properly in advance. In addition, it needed to raise the awareness of the police managers and proliferation of organizational culture to place emphasis on balance between work and family.

• Korean Security Journal
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• no.45
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• pp.129-159
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• 2015

The police do their best effort to make all security standards of competence and law enforcement suit the public's expectation, take precedence over the direction of the security policy to what the people want, and realize the Republic of Korea in which the people are happy with a strong police security. On the other hand. The people demand the fairly high level of moral integrity to the police who are in charge of law enforcement at the forefront than any other organization. Suggesting various measures for enhancing the organizational level of police ethics in police ethics awareness of police offices have been working on, yet the prevailing view that still insufficient. In this study, after analyzing the current moral status of the police, I suggest ways to improve as follows: First, strengthening the training and improving the program of police ethics. For this, securing professional teacher and implementation of customized ethics training are necessary. Second, the subject of human nature test should be expanded. The targets are limited to less than a supervisor. It should be expanded to all police officers. Third, the improvement of the organizational culture. For this, introduction of mentoring system and enlightening-oriented inspection is needed. Fourth, reducing the burden of manpower by reinforcing personnel. By defusing lack of police personnel, the police will be able to conduct intensive and effective ethics education. Finally, the provision of the stress relief measures for the police. To this end, the police requires constant efforts of the organization itself.

• International Journal of Advanced Culture Technology
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• v.8 no.2
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• pp.68-75
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• 2020

The purpose of this study was to investigate the effect of police officers' participatory decision-making, supervisory quality and attitude, organizational justice on job satisfaction focused on mediating effect of work-life conflict. As a result of analysis of 185 police officers, the results were as follows. The causal relationships between participatory decision-making, organizational justice and work-life conflict, the ones between supervisory qualities and attitude, organizational justice, work-life conflict and job satisfaction, all of them reached the significance levels, not the causal relationship between supervisory qualityand attitude work-life conflict. Thus, the results for the interaction have shown, participatory decision-making and organizational justice and work-life conflict have negative influences on work-life conflict respectively, and supervisory qualities and attitude conflict, organizational justice conflict, work-life conflict have effect on job satisfaction with positive and negative effect. The Sobel-test showed that the Sobel-test statistic of the mediating effect of work-life conflict on causal relationships between organizational justice and job satisfaction is significant, but not in the mediating effect of work-life conflict on causal relationships between supervisory qualities and attitude and job satisfaction. According to the analytical results, work-life conflict is an important factor that can improve police officers' job satisfaction in the public organizational context with an open-oriented- system and culture for employees' participation in the process of decision making and equality and fairness for organizational management. It is also noted that work-life harmony for employees may be incompatible with the supervisor's perception of the work-oriented or prioritized-way in hierarchical organizations like police agencies.

• The Journal of the Korea Contents Association
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• v.9 no.8
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• pp.376-383
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• 2009

Individual values exert strong influence on attitudes, behaviors and lifestyles of a person. Furthermore, Individual values predict personal world views and can predict behavior and behavioral predispositions in the organization. So, individual values influence the organization strongly. And, organizational culture in police is affected by the values of police officers. The aim of this study is to make use of the theory of human values developed by Rokeach as a theoretical framework to evaluate value preferences among police officers in Korea and have a thorough grasp of the point of sameness and difference with two studies. In this study, I analyze data and make a comparative study of values with preceding studies I find that police officers regard personal values as more important than social values. A noticeable finding of this study is the middle ranking of the value of equality among police officers. It's different result with other studies. And, the value of national security is the low ranking among police officers. It's the same result with preceding studies.

• The Journal of the Convergence on Culture Technology
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• v.10 no.3
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• pp.359-370
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• 2024

Special judicial police officer are exercising their right to investigate areas that require expertise that is difficult for ordinary police to investigate. The fire special judicial policer are also like this, and since they investigate the specialized field of fire offenders, they require not only expertise in the firefighting field but also professional capabilities in the investigation. To achieve this, there must be improvements in the selection process for fire and special judicial police officers to secure excellent investigative personnel. There is a lack of educational facilities and training content that can systematically educate selected investigative personnel and strengthen their expertise, so improvements are needed. must also be done. Laws on controversial areas surrounding the fire and special judicial police must be reorganized and poor investigative conditions must be improved so that the fire and special judicial policer can properly perform their role.

• International Journal of Advanced Culture Technology
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• v.10 no.4
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• pp.1-7
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• 2022

The purpose of this study is to review the appropriateness of deploying private security guards using SMS emotional language analysis at the current assembly and demonstration sites, which rely only on the police force, and to suggest a plan. Therefore, it is intended to contribute to suppressing the problems at the assembly and demonstration sites and present a new paradigm for responding to the assembly and demonstration sites based on the study's results. First, it is necessary to prepare a legal basis for the deployment of private security guards in the 'Security Services Industry Act' and 'Assembly and a Demonstration Act'. Second, there is a need for a 'security company selection criteria' for selecting security companies with a lot of experience, such as collective civil petition sites and security for national critical facilities (special security services). Third, it is necessary to prepare financial resources for the deployment of private security guards. This study is expected to serve as a new cornerstone for effective management of assembly and demonstration sites through mutual complementation of the police and private security.

• The Journal of the Korea Contents Association
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• v.15 no.1
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• pp.132-139
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• 2015

The tourism police force has been established on 16th October 2013 for foreign tourists' safety and security. The major roles of tourism police officers were provided a crime prevention patrol and maintenance of order in tourist destination, a clampdown on illegal activities for foreign tourists, a controlling for overcharging of restaurants accommodations taxi, an administrative guidance and controls on tourism industry and worker in union relative organ like the Ministry of Culture, Sports and Tourism local government. However, the roles of tourism police officers overlap the work of general police officers and work of tourism police officers need a cooperative business with relative organs. It is caused a role ambiguity conflict between tourism police officers and general police officers. The object of this study is to improve the tourism police system through investigate a perceived gap of role ambiguity conflict between tourism police officers and general police officers and influencing relationship of role ambiguity conflict between job Satisfaction and job Performance.