Journal of the Korea Society of Computer and Information
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v.24
no.10
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pp.175-182
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2019
The study was conducted to verify the effect of basic life support training on the skill ability of police officers. The subjects of this study were 10 experimental group and 10 comparative group with voluntary consent after explaining the theory and significance of the training experiment at the police station located in K. The education program used in this study consists of theoretical education and practical training, and the theoretical education is 60 minutes and the practical training is 30 minutes. The measurement tool for basic resuscitation performance was measured based on the 'CPR and ECG Guidelines for Cardiopulmonary Resuscitation and Emergency Cardiovascular Care' presented by the American Heart Association. The results are as follows. The experimental group showed higher performance skills than the traditional control group in field confirmation performance skills, primary evaluation performance skills (A, B, C, medical evaluation), and BLS performance skills (heart compression, artificial respiration, medical evaluation) which are the basic resuscitation performance skills. In conclusion, this study confirmed that the theory and practice education program is more effective in improving the clinical performance of police officers than the traditional lectures and practice education, so it is possible to apply this simulation education program to the cardiac arrest patient emergency treatment.
Journal of the Korean Society of Marine Environment & Safety
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v.22
no.4
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pp.328-334
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2016
The everyday life of police officers requires them to face a number of criminal acts and enter compromising crime scenes. In this case, officers may be compelled to make a personal expression of negative emotions. Negative emotions of members confidence for effective job processing and contributions duties and achievement of the job within the marine police force. Therefore, to control the emotive dissonance of organization members is a great help to the development of the organization. This study focuses on emotional dissonance among marine police officers to verify the impact of this dissonance on job burnout and consider the mediating effect of emotional intelligence. Research results are as follows: First, the relationship between emotional dissonance sub-factors and job burnout among marine police officers was studied. It was found that marine police did not feel emotionally jarred because they consciously tried to abstain from emotional engagement, but this was found to reduce emotional intelligence as related to desired emotions as well. Second, Emotional intelligence of the Marine Police was found on a significant impact on job burnout. Third, the impact of emotions in relation to emotional dissonance that job burnout of marine police intelligence officials confirmed that there is a statistically significant mediating effect. Finally, in a comparison of direct effects versus mediated effects, marine police were seen to be prone to emotional dissonance and experienced job burnout as a direct result of applying greater emotional intelligence.
Ma, Claudia C.;Andrew, Michael E.;Fekedulegn, Desta;Gu, Ja K.;Hartley, Tara A.;Charles, Luenda E.;Violanti, John M.;Burchfiel, Cecil M.
Safety and Health at Work
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v.6
no.1
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pp.25-29
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2015
Background: Shift work has been associated with occupational stress in health providers and in those working in some industrial companies. The association is not well established in the law enforcement workforce. Our objective was to examine the association between shift work and police work-related stress. Methods: The number of stressful events that occurred in the previous month and year was obtained using the Spielberger Police Stress Survey among 365 police officers aged 27-66 years. Work hours were derived from daily payroll records. A dominant shift (day, afternoon, or night) was defined for each participant as the shift with the largest percentage of total time a participant worked (starting time from 4:00 AM to 11:59 AM, from 12 PM to 7:59 PM, and from 8:00 PM to 3:59 AM for day, afternoon, and night shift, respectively) in the previous month or year. Analysis of variance and covariance were used to examine the number of total and subscale (administrative/professional pressure, physical/psychological danger, or organizational support) stressful events across the shift. Results: During the previous month and year, officers working the afternoon and night shifts reported more stressful events than day shift officers for total stress, administrative/professional pressure, and physical/psychological danger (p < 0.05). These differences were independent of age, sex, race/ethnicity, and police rank. The frequency of these stressful events did not differ significantly between officers working the afternoon and night shifts. Conclusion: Non-day shift workers may be exposed to more stressful events in this cohort. Interventions to reduce or manage police stress that are tailored by shift may be considered.
Journal of the Korea Academia-Industrial cooperation Society
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v.16
no.12
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pp.8228-8233
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2015
This study was examined for perception of introduction and adaptation stages focused on the tourist police in Seoul Metropolitan Police Agency. Seoul Metropolitan tourist police operates that is installed the first in Korea. Through in-depth interviews, we collected and analyzed data on the purpose of the tourist police, operating direction, the areas of activity, job characteristics, working environment. Awareness about activities of the tourist police members can have a significant impact on tourist police installations in the future. The survey was conducted for tourist police officers 16 people in the Seoul Metropolitan Police Agency, and analysis of the data was carried out through a qualitative research analysis program NVivo 10.0. Recognition was divided that Start step, Trial-and-error step, Skilled step, Completion step from the work experience of the tourist police and it analyzed the difference between each step. Each stage found difference in the individuals, working periods, also it was confirmed that difference of opinion about the settlement and completeness in the tourist police.
When people think about stress, they usually consider it as negative. However, stress can be both positive and negative. Positive stress is referred to as eustress, while negative stress is called distress. Stress is derived from the change which can be either positive or negative. Change is an inevitable aspect of life; therefore, people cannot avoid stress. Police works create a lot of stress among officers because of job characteristics. Police works require both physical and emotional strains. These strains lead to stress of officers. Danger, frustration, excessive paperwork, the daily demands of the job, and a lack of understanding from family members, friends, and the public are major causes of stress among police officers. The American Institute of Stress in New York ranks police job among the top ten stress-producing jobs in the United States. In this study, the author proposes the ways of stress management among police officers based on the medical model and the organizational health model. In the medical model, the author introduces the elimination, coping, and counseling as a way of dealing stress as an individual level. In the organizational health model, the author proposes following recommendations from the administrative point of view: 1) rationalization of personnel management system, 2) improvement of the welfare, 3) democratic management of police organization, 4) maintenance of a good partnership with citizens, and 5) development of stress management program for police family members.
This study on the training of police officers job satisfaction and job performance is to identify the relationship. This study of 2012 Police Training Institute courses in related expenses 5 population in the process of initiation of a national police officer selection, and note that the sampling method used to extract a total of 300 samples, but the number of cases that were used in the final analysis, 268 people. Data processing by the SPSSWIN 18.0 factor analysis, reliability analysis, multiple regression, path analysis. Conclusions are as follows. First, the police officer's training affects job satisfaction. In other words, work-related, of course the more positive the evaluation of job training job satisfaction is high, education, the stronger the motivation and job satisfaction also higher education can be. Second, the education and training of police officers affects job performance. In other words, work-related, educational motivation, job training curriculum for the more positive job performance rating is also high. Third, the police officer's job satisfaction affects job performance. In other words, education can be a higher job performance and job satisfaction also high. Fourth, the training of police officers on the job satisfaction and job performance directly or indirectly affected. That is, the internal job satisfaction and job performance, job training parameters are the important variables.
Recruitment and selection are separate but mutually reinforcing processes. The goal of recruitment is to attract the largest number of applicants possible to apply to the agency, and selection is the process of weeding out unqualified candidates and identifying qualified candidates. In this context, the recruitment and selection system of police officials is an important issue because it affects their future performance as police officers on the job, especially their policing skills, perception of society, occupational ethics. This study suggested the characteristics of U. S. recruitment and selection system of police officials. In the U. S, each police agency sets up its own recruitment and selection standards and procedures. However, recruitment and selection process follows a certain sequence : receiving application, psychological examination, background check, polygraph test, drug screening, interview, physical agility, and medical test. Special characteristic of American police system regarding recruitment and selection is that many law enforcement agencies use a polygraph test to ensure the integrity of the candidates. Another interesting screening process is a drug test because many Americans abuse illegal drugs. A candidate officer must submit urine or a hair sample for screening test. Police human resources specialists should continually identify the most innovative tests and approaches recruit and select police officers. Recruitment and selection strategies should increasingly attract and retain those officers who have the attributes to work in a community-oriented policing environment.
Police officers have an obligation to their profession to continuously strive for fairness for all the people they serve. However, some police officers are believed to have developed prejudicial attitudes towards some groups of the society and exercised police power unfairly against them. Especially, when the actions of the police are prejudicial during criminal investigation, this can affect outcomes of the investigation. Therefore, the police need to tackle this problem effectively. In order to develop a preventive strategy, the police must have a clear understanding of prejudice. However, there has been little research on this topic in Korea. Thus, this study attempted to fill the gap. The purpose of the current study was to examine if prejudice of police officers are statistically valid. In order to answer this research question, the present study utilized the results of 173 polygraph examinations that had been employed to investigate traffic accidents in a provincial police agency in 2006. From the polygraph examination reports, information relating to the subjects could be identified and this information was analyzed, using a logistic regression. The results of the logistic regression revealed that most of the variables relating to the subjects did not affect the credibility of the subjects' statements. This means the police officers' belief that some groups of people make false statements more often than others during criminal investigation is an unfounded prejudice.
The purpose of this study is to reveal the process of enactment and revision, the contents of the police uniform system by the Government-General of Joseon, and to examine the relationship between the uniform system and the ruling policies of Imperialist Japan. The research methodology involved document research of official gazettes that published legislation on the police uniform system. Political background was referenced from various preceding studies. The research results are as follows. The Japanese invasion of Korea, in regards to the police, appeared as infiltrations through the three routes of consular police, temporary military police, and inside the Korean police. Each organization had different uniform systems, and after the installation of the Japanese police in 1907, the uniform system of high level officers of the Korea police was changed to the Japanese-style. After the installation of the Government-General of Joseon in 1910, a police uniform system was not enacted until 1918, with the exception being made for police officers due to the military police system. The 'Police Officer Uniform System of the Government-General of Joseon' enacted in 1918 stood out for its golden insignia on solidly colored fabric, which effectively indicated rank, as well as the Japanese flag pattern and the cherry blossom pattern, which symbolized imperialist Japan, on the cap badge and insignia. The 1918 uniform system had many differences from the Japanese system of the time in terms of design, perhaps due to the political autonomy of the governor-general. The 1918 uniform system was completely revised in 1932. This uniform system was modified in various ways. The system was almost identical to the Japanese system at that time. This is the result of Japan's intent to dominate Korea, which involved assimilating Korea into Japan with the purpose of conducting a full-fledged invasion of the continent after the Manchurian Incident.
School Violence is one of the most serious problems faced by Korean. As this serious problem becomes social issue in nation, many researchers have tried to find out the most effective solution of that problem and the reasons for why prevention of school violence are failed in such mind-hurting activities. The government and NGO proposed many the alternative to prevent the school violence. But the effectiveness of the alternatives art questionable. Last year Busan Metropolitan Police Agency and Busan Education Administration proposed new alternative in united cooperation which is namely Administration proposed new alternative in united cooperation which is namely 'school police' for school violence. School Police is composed of the retired teachers and ex-police officer, to do a prevention activity of school violence, which is expected to effectively curtail school violence in the assigned school. It is first networking try to prevent of school violence as a team of police and teachers in Korea. But the type of Korean school police system is different from American's school police, like as LASPD which is of sworn police officers. Korean school police is to employ a kind of school liaison officers. Though 'School Police System' got good reaction from students and citizen in Busan, It has some defects to be solved in future. So it hard to note that their efforts have been successful in curtailing the prevalence of school violence. In this paper, I present the new type of new 'Social Security Network Model' for school violence by repairing of 'korean school police system'. The problem of the school violence is not the problem of the school but the problem of society. In such viewpoints, It is important to plan a security network model which is participate in police officers, teachers, community and government. To prevent school violence effectively, I propose this new social security network model which based on theory of Community Oriented Policing, aggressive policing and CPTED technique.
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