• Convergence Security Journal
• /
• v.21 no.2
• /
• pp.81-88
• /
• 2021

Officers and noncommissioned officers are the leaders of the military. Every year, more than 5,000 first-time officers are commissioned and perform their duties in various parts of the country. There is a conflict between officers and noncommissioned officers over the efficiency of experience. First-time officers are experiencing experience and a loss of authority from older noncommissioned officers and a failure to obey orders. Noncommissioned officers have complaints about first-time officers who want to direct only by class.Conflicts between officers and noncommissioned officers have existed in the past, but some first-time officers were resolved when they gained experience. Recently, the chief executives protested against the Chief of Staff's words and actions. I would like to study the cause of conflict between officers and noncommissioned officers and suggest solutions.

• Journal of Digital Convergence
• /
• v.15 no.2
• /
• pp.375-383
• /
• 2017

The purpose of this study is to review whether the self-esteem of Republic of Korea army officers and noncommissioned officers affect cultural acceptability and at the same time to determine whether these relationships are mediated by adjustment to military life and job satisfaction. For this purpose, we conducted a survey by random sampling of 580 officers and noncommissioned officers serving in the army units located in Gyeonggi Province and Gangwon Province. The collected data was analyzed by a structural equation model, including statistical and correlation analysis. As a result of analysis, self-esteem of the military officers and noncommissioned officers appeared to be mediated only by military life adjustment, or to affect the cultural acceptability mediated by the military life and job satisfaction in turn. Therefore, in order to increase the cultural acceptability of military officers and noncommissioned officers, ROK Army should enhance the self-esteem, job satisfaction and adaptability of them.

• The Journal of the Korea institute of electronic communication sciences
• /
• v.9 no.5
• /
• pp.583-588
• /
• 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 Korean Public Health Nursing
• /
• v.9 no.1
• /
• pp.1-16
• /
• 1995

The purpose of this study was to find out and analyze the satisfaction degree related to job by general characteristics, satisfaction factors. This survey was based on the questionnaire method. The sample consisted of 51 noncommissioned officers, 72 administrative officers and 160 nurse officers from army hospitals. The data were collected from March 14 to April 18, 1994 and statistically analysed by percentage, mean and $x^2$ test. Factors of job satisfaction consist of 6 categories; job pristige, interaction, autonomy, task requirements, pay, and organizational requirements. The overall job satisfaction degree was $62.8\%$ in NCOs, $54.2\%$ in administrative officers and $33.3\%$ in nurse officers. The job satisfaction of NCCs increased in factors of job prestige (p<0.01), autonomy (p<0.05), task requirement (p<0.05), and was higher as age. There were statistically significant in the factors of pay in school background, Job prestige in rank (p<0.05). 'I'm OK and You're OK' type was $76.5\%$ which was the highest rate and A major personal traits also showed the highest job satisfaction $(63.7\%)$. There were significant difference between major personal traits and interaction (p<0.01), autonomy (p<0.05), organizational requirement (p<0.01), pay (p<0.05) and task requirement. The job satisfaction of administrative Officers was represented significant differences in factors of pay (p<0.05), task requirements (p<0.05) by school background. Long term Workers showed the highest job satisfaction and significant difference in factors of job prestige and organizational requirement (p<0.01). Job satisfaction in 'I'm OK but you're not OK' type was slightly high, and CP major personal traits also showed the highest job satisfaction. The job satisfaction of nurse officers was represented significant difference in factors of autonomy (p<0.01), job prestige (p<0.05), organizational requirement (p<0.05), and pay by age. In CP major personal traits. job satisfaction showed the highest rate (75.0)

• Journal of the Korea Academia-Industrial cooperation Society
• /
• v.19 no.3
• /
• pp.243-249
• /
• 2018

The purpose of this study was to investigate the relationship between job stress, coworker support, emotional stability and burnout, and to examine the mediating effect of coworker support and emotional stability. A total of 212 noncommissioned officers were interviewed and correlation and mediating effect analysis were applied to the resulting data. As a result, the job stress showed a positive correlation with coworker support, emotional stability and negative correlation with burnout, and coworker support and emotional stability showed a negative correlation with burnout. In addition, coworker support and emotional stability were partially mediated by job stress and burnout. However, in order to examine the relationship between these two, the double mediation between job stress and burnout showed that the emotional stability of job stress was partially mediated directly by burnout, and that coworker support was mediated by burnout only through emotional stability. Based on these results, the implications and limitations of this study were discussed.

• Convergence Security Journal
• /
• v.21 no.1
• /
• pp.159-168
• /
• 2021

The battlefield environment of the Korean peninsula is rapidly changing due to the advancement of the weapon system brought by the political situation of adjacent countries and the 4th industrial revolution. The reduction of population also caused a sharp drop in the recruitment of military personnel, making it unavoidable to reform the military structure. This meaningful study is timely with recent news reports on the shortage of recruitment by 10,000 persons in the last five years. Universities are also seeing a decrease in the number of new students due to the reduced school-age population, and affiliated universities are responding to this issue with great seriousness. With a reduction in manpower, requirement-handling military units need to step up their efforts to secure competent noncommissioned officers while affiliated universities must also train capable noncommissioned officers. As a solution to the matter at hand, this study aims to suggest a method that may vitalize both the navy and the navy-affiliated universities based on the results of literature research.

• The Journal of Information Technology
• /
• v.1 no.2
• /
• pp.143-162
• /
• 1998

As a method of providing lifelong educational opportunities to working professionals, some legal provisions allowing for the establishment and management of an entrusted education system linked with college and corporation was duly approved in 1994. According to the recent trend in the military organization, to provide higher educational opportunities to noncommissioned officers and warrant officers with the purpose of inspiring their spirit and improving military capabilities has been much increased. Professional soldiers such as noncommissioned officers and warrant officers have a lot of problems to continue their attendance at school because of regular military maneuvers, constant alert status and long-term outdoor military training. Even more serious problem is that the current curriculums and some departments in college are not concurrent with the present job specifications and the military specialties of the individual soldier as well. The purpose of this paper is, therefore, to introduce a newly revised educational model that provides more viable academic courses and curriculums to military professionals along with a proposal for the establishment and management of long distance educational system within barracks, utilizing the latest information and telecommunication technology.

• Convergence Security Journal
• /
• v.22 no.4
• /
• pp.45-51
• /
• 2022

The interview for the selection of army officers had a lot of interview questions and topical content, so it was difficult to prepare for military officers applicants. Applicants who pass the written evaluation will be selected after passing the final interview. However, as the number of applicants is relatively decreasing due to the improvement of the treatment of the soldiers, it is expected that there will be a shortage of executives to operate advanced equipment in the future. To ensure that excellent applicants do not drop out of the final interview, we intend to provide interview-related data and suggest a unique interview direction for applicants.

• Journal of Information Science Theory and Practice
• /
• v.1 no.4
• /
• pp.12-37
• /
• 2013

Organizational climate and organization culture can be some of the leading factors in hindering knowledge sharing within the organization. It is generally accepted that successful knowledge management practice, including knowledge sharing, comes as a result of a conducive and knowledge sharing friendly environment. Organizations that promote and reward collective work generate a trustful and a more collaborative learning culture. The perception of fairness in an organization has been considered an important indicator of employee behavior, attitude, and motivation. This study investigates organizational justice perception and its impact on knowledge sharing practices among forensic experts in the Turkish National Police. The study findings revealed that senior officers, who are experts in the field, have the strongest organizational justice perception. Meanwhile, noncommissioned officers or technicians bear positive but comparatively weaker feelings about the existence of justice within the organization. The study argues that those who satisfy their career expectations tend to have a higher organizational justice perception.

• Journal of National Security and Military Science
• /
• s.4
• /
• pp.157-209
• /
• 2006

The kinds of traits and behaviors studied most frequently in the early leadership research included physical characteristics, personalities, abilities, skills, behaviors and so forth. Researchers who studied leadership emphasized the important role of cultural, counter-insurgent, stability operational and clinical leadership traits and behaviors to perform the special mission of Overseas Forces The purpose of this study was to examine effective leadership traits, behaviors and skills for special mission of ROK Overseas Forces and to find out the differences on leadership traits, skills and behaviors among officers, noncommissioned officers(NCO) and enlisted men of the army. In order to achieve this purpose, a number of literature reviews and survey researches were conducted. The data for the analysis were collected through the questionnaire which consisted of 94leadership traits, skills and behaviors items Subjects were composed of 43 officers, 144 NCOs and 109 enlisted men Although the ranking order of leadership traits, skills and behaviors items among the groups for each analysis did not show much difference, the results of one-way analysis of variance revealed that a few items had a significant statistical difference among the groups. Implications of comparative results were also discussed in this study. In conclusion, this study would be useful basis for further improvement on effective leadership traits, skills and behaviors of ROK Overseas Forces, and some further researches were recommended.