• Strategy21
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• s.36
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• pp.180-214
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• 2015

The Republic of Korea navy challenged from the unexpected surprise attacks by the North Korea navy, albeit, the developments of up-to-date naval forces' technology, and the ceaseless efforts for war preparedness. My study divided into two categories. Qualitative methods used for literature review of international relations theory related to the war onset and for investigating events occurred on the Peninsula and its surrounding seas from 1968 to 2007. Quantitative method used such as the analyses of national power index of the two Koreas, the United States, and China, the uses of equation model to calculate power index of alliance, COPDAB(Conflict and Peace Data Bank) index analysis. Like Choi's study on East Asia maritime conflict, as a conclusion, considering both AT theory and maritime national power as a tool for predicting maritime conflict in the Peninsula proved significant. Based on the study, ROK navy need to prepare for the maritime conflict because the results showed North Korea would initiate maritime disputes sooner or later using fatal asymmetric forces and methods. As a policy suggestion, we are required to maintain a concrete ROK-US alliance ties and to construct naval forces due to the deterring functions of maritime national power.

• Journal of Digital Convergence
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• v.15 no.7
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• pp.425-434
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• 2017

The purpose of this study was to explore the relationship of gender discrimination consciousness, work-family conflict and facilitation, and turnover intention of married female hospital nurses. The participants included 101 married female nurses at hospitals in S city. Gender discrimination consciousness was higher, benevolent sexism was higher than hostile sexism. The nurses under 40, had one child and worked within 5 years had higher work-family conflict. Turnover intension was significantly higher when the nurses were under 40 (t=3.66, p<.001), had no children (F=5.76, p=.004), and were staff and charge nurses (F=5.86, p=.004). Hostile sexism had correlated to family-to work conflict and facilitation. Turnover intention had a positive correlation to work-to family conflict and family-to work conflict. Through this study, we were understand the relationship of gender discrimination consciousness, work-family conflict and facilitation, turnover intension of married female hospital nurses, and for work-family balance, it was found that more study is needed.

• The Journal of the Convergence on Culture Technology
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• v.8 no.6
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• pp.251-260
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• 2022

This study analyzed the relationships between changes in family life due to COVID-19, daily stress, work-family balance conflict and the job satisfaction of married working women. The subjects of this study were 1,934 married women wage workers who were extracted from the data of the 8th year of the female family panel survey surveyed in 2020. Path analysis was conducted to analyze the hypothesis using AMOS 21.0. The study results revealed that family life change doesn't directly affect work-family balance conflict, but increases job satisfaction. But family life change indrectly affects increasing work-family balance conflict and decreasing job satisfaction through daily stress. And daily stress affects increasing work-family balance conflict and decreasing job satisfaction. Additionally work-family balance conflict has an effect on reducing job satisfaction. Based on the results, practice and policy suggestions were made to reduce work-family balance conflict and increase job satisfaction of married working women.

• Journal of Information Technology Services
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• v.6 no.2
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• pp.177-188
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• 2007

Policy-based Network Management (PBNM) has been presented as a paradigm for efficient and customizable management systems. The approach chosen is based on PBNM systems, which are a promising and novel approach to network management. These systems have the potential to improve the automation of network management processes. The Internet Engineering Task Force (IETF) has also used policy concepts and provided a framework to describe the concept as the Policy Core Information Model (PCIM) and its extensions. There are policy conflicts among the policies that are defined as the policy information model and they are not easily and effectively detected and resolved. In this paper, we present the brief description of PBNM and illustrate the concepts of policy core information model and its policy implementation for a network security. Especially we describe our framework for detecting and resolving the policy conflicts for network security.

• Journal of Digital Convergence
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• v.20 no.2
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• pp.1-8
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• 2022

Although the OTT industry is an area that needs urgent policy response as a priority area under the new industry regulatory reform master plan, various issues are occurring due to the lack of related institutional infrastructure. Therefore, this study aims to analyze the policy conflict structure in which regulatory obstacles and delays occur by listening to the opinions of major stakeholders and using the Q methodology to identify the regulatory innovation demand of the OTT industry. The analysis results are as follows. The analysis results are as follows. First, in the implementation of OTT-related policies, it is necessary to improve the standard system for the method of settlement of copyright fees. Second, it is required to improve the support method that can reduce the burden of OTT operators' fund. Third, it is necessary to supplement the system by changing the regulatory application method for potential regulatory issues related to zero-rating. This study can be utilized in the process of introducing a system in which various stakeholders are connected and developed in a complex manner in the process of regulatory innovation in new industries and services.

• Journal of Family Resource Management and Policy Review
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• v.6 no.2
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• pp.143-155
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• 2002

Nowadays, the conflict of work and family has become a common problem in families due to the increase of working parents. But in Korea, there is a little supporting system which can help them work. So, this study showed the necessity of family-friendly Policy and families' demands to it. Many capitalist countries which have insufficient welfare system effort to integrating work and family by offering a family-friendly policy for working parents. So, policies for family and women have to be family friendly, and all of the corporation, community, school, and government have to support the working families.

• Journal of the Korean Home Economics Association
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• v.40 no.11
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• pp.107-118
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• 2002

Many women experience the conflicting demands of work and family life according to the increase of employed women. Their demand for balance of two spheres makes the companies have family friendly policy. Family friendly policy is win-win policy which gives benefits to the employers and the employees by helping the employees to balance of their lives. But this policy has been recognized as the one for women and which only companies have to carry out. This study aims to suggest and extend the applicable field of the family friendly policy, and press that the whole society have to be family friendly. So, this study examined the necessity of family friendly policy in the aspects of company and society. And it showed how the employers, policy makers, general public society and communities support the family by carrying out and applying the policy in USA.

• Journal of the Korean Regional Science Association
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• v.37 no.1
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• pp.45-61
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• 2021

This research purposes to design a methodological framework to suggest the optimal method to resolve the conflicts of stakeholders surrounding the water use charge of the Han River region, and to use the analysis results to provide the direction of policy. For this, it was preceded that the process of understanding the mechanisms of the multifaceted conflict between decision makers taking different positions over water use charge of the Han River region, and an optimal method to resolve the conflict of water use charge of the Han River region was derived by using a graph model for conflict resolution(GMCR). According to the analysis results, the optimal state to find a solution to the water use charge of the Han River is that the Seoul-Incheon-Gyeonggi region pays the charge according to the original rate while Seoul-Incheon requesting discount the water use rate. In addition, the Han River management committee should establish policies desired by Seoul-Incheon-Gyeonggi region including rationalization of the decision-making structure to determine the rate of water use charge, making the basis to support the Han River management fund system for the Seoul-Incheon region, and transparent management of the Han River management fund system considering the characteristics of beneficiary regions and residents. This study is expected to provide objective decision-making information in establishing environmental policy directions related to conflict resolution in the water use charge of the Han River region and to offer a methodological basis for similar follow-up studies related to conflicts derived from sharing nature environment.

• Health Policy and Management
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• v.8 no.1
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• pp.52-96
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• 1998

To find causal factors and improvement plans of organizational commitment of public servants in urban health centers, a hypothetical causal model, which included 2 endogenous variables(organizational commitment & organizational satisfaction) and 15 exogenous variables, was constructed. Exogenous variables consisted of individual factors (sex, age, education, job-grade, and annual salary), psychological variables(pride for organization, extrinsic motivation, intrinsic motivation and support of supervisor) ad structural variables(formalization, centralization, communication, job-conflict, job-decision, and workload). In the hypothetical causal model, organizational commitment was supposed to be effect variable, and organizational satisfaction was presumed to be intervening variable to mediate between organizational commitment and exogenous variables. For data collection, cross-sectional self-administered questionnaire survey was conducted to 1,295 public servants from 32 urban health centers nationwide. The survey responses were from 934, 72.1% of subjects. But 756 responses(58.4%) were analyzed because of excluding ones with missing values. The hypothetical causal model was fitted by covariance structural analysis with maximum likelihood method. Main results were as follows: (1) The fitted causal model accounted for 33 and 55 percent of total variance of organizational commitment and organizational satisfaction of public servants, respectively. (2) In order of effect size, pride for organization, supervisor support, communication, extrinsic motivation and centralization had an indirect effect effect on organizational commitment through organizational satisfaction. However, the effect of centralization was negative. (3) Pride for organiztion, intrinsic motivation, organizational satisfaction, job-conflict, supervisor support, communication, age, centralization, annual salar and extrinsic motivation had indirect or direct effects on organizational commitment in order of effect size. Among them, effects of job-conflict and centraldization were negative. In conclusion, these results suggested that organizational commitment of public servants in urban health centers could be enhanced by pride for organization, intrinsic and extrinsic motivations, prevention of job-conflict and excess centralization, supervisor support and active communication. Especially, pride for organization and intrinsic motivation were expected to play the most important role.

• Health Policy and Management
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• v.11 no.4
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• pp.109-128
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• 2001

This study was conducted to investigate the factors affecting on organizational commitment of military hospital nursing officers. For the purpose of this study, the self-administerd questionnaire survey was done with 440 military hospital nursing officers during february, 2001. The major results of the study were summarized as follows: By path analysis using LISREL 7.0, variables such as met expectations, work involvement, pay, work definiteness, positive affectivity, family support, peer support, promotion opportunity, expectations before entering a military hospital had significant positive effect on Job satisfaction in order of size, however, vertical conflict and horizontal conflict had significant negative effect in order of size. Variables such as job satisfaction, met expectations, promotion opportunity, positive affectivity, pay had significant positive direct effect on organizational commitment in order of size, however, job routinization, job opportunity had significant negative direct effect in order of size. It was found that the following variables, listed m order of size, had significant total effects on organizational commitment: job satisfaction, met expectations, positive affectivity, promotion opportunity, pay, vertical conflict, job routinization, family support, work involvement, work definiteness, job opportunity. In considering above findings, the program or plan for job satisfaction promotion, met expectations, fair promotion opportunity, adequate pay, work definiteness, solving conflict, positive affectivity promotion would be implemented to increase organizational commitment of military hospital nursing officers.