• 안보군사학연구
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• 통권5호
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• pp.1-45
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• 2007

Reserved forces of ROKA are in charge of replacement of TOE in the wartime and mission of rear area operation. But there is institutional inertia in the law and organization oriented to fill human resources rather than take mission. We need to prepare for the investment and arrangement of reserved forces as military power that would be replaced standing forces. In this portion, to reinforce reserve forces elite, First, efficient mobilization regulations and systems are suggested. I covered a maintenance of relevant mobilization ordinances which need to legislated and approved by national assembly for wartime and development of mobilization system which might lose the appropriate time for mobilization due to complicated declaration procedures and measures to overcome the panic at the initial stage of the war and organization and employment of nationwide transportation system and mobilization center. To ensure efficient resource management and mobilization of reserve forces with a number of approximately 3 million, there's a necessity of organization for integration and conciliation. To make it real, I suggested establishing and employing the mobilization center, on first phase, employ the mobilization center focusing on homeland divisions, on second phase, it is advisable to convert to national level mobilization system and develop to central mobilization center focusing on national emergency planning committee. During peacetime, in conjunction with Mobilization Cell, mobilization center can conduct resource survey and integrate and manage mobilization resources and take charge of mobilization training of subordinate units, and during wartime, in conjunction with mobilization coordination team and Cell, can ensure the execution of mobilization. Second, Future oriented reserve forces management system such as service system of reserve forces and support system of homeland defense operations. Current service and trainings of reserve forces by the year have very low connection, as it is very complex to manage the resources and trainings, and service and training lack the equity, re-establishment of service system is required. Also in an aspect of CSS and cultivation support for reserve forces, as the scope and limitation of responsibility between the armed forces and autonomous organization is obscure, conditions to conduct actual-fighting exercises are limited. Concentrated budgetting is extremely difficult because reserve forces training fields are scattered nationwide, and facilities and equipments are rapidly getting older. To improve all these, I suggest the organization of homeland defense battalion with a unit of "City-Gun-District" and supporting the local reserve forces. Conduct unit replacement or personal replacement for those who have finished their 1 or 2 years and homeland defense operation duty for those with 3-5 years for consistency and simplification. Third, I suggest Future oriented Reserved Training(FRT) and Training Center oriented training management to establish a reliable reserve training. Reserves carry out expansion of unit, conventional combat mission, homeland defense and logistics support during wartime, and actual-fighting exercise, and disaster relief, peace keeping activities. Despite diverse activities and roles, their training condition still stays definitely poor. For these reasons, Modernization of weapons and facilities through gradual replacement and procurement is essential to enhance mobilization support system.

• 한국재난정보학회 논문집
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• 제9권2호
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• pp.153-163
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• 2013

최근 국내외적으로 자연 및 인적재난에 의한 피해는 매년 증가하고 있다. 이들 재난에 대한 피해는 완전히 방지할 수는 없으나 국가적으로 잘 준비된 예방 및 관리대책 수립에 의하여 막대한 인명 및 재산피해가 발생되는 경우에 이를 충분히 저감할 수 있다. 방재자원은 재난 발생 시 투입되는 인력, 물자, 장비, 시설자원을 의미한다. 실제 재난발생 시 이들 자원의 신속하고 적절한 투입은 실제 그 재난을 최소화하는데 매우 중요한 요소이다. 그러나 현재 국내 방재자원의 경우, 적절한 방재자원 동원을 위한 기준이나 분류가 체계적으로 구성되어 있지 못한 상황으로 이로 인한 효과적인 자원관리 및 투입이 효율적으로 운영되지 못하고 있는 실정이다. 본 연구는 현행 국내에서 불규칙적으로 적재, 활용되고 있은 방재자원의 효율적인 동원체계 구축을 위한 초기단계의 연구로서 보다 효율적인 방재자원의 관리 및 운영을 위한 방재자원의 기능별, 역할별 분류를 구축하고 이를 제시 보다 효과적인 방재자원 관리 및 동원시스템을 구축하는 토대를 마련하고자 한다.

• 대한지리학회지
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• 제41권4호
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• pp.470-490
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• 2006

본 논문은 현대 사회운동 연구의 대표적인 접근법인 자원동원이론, 프레임이론, 신사회운동이론을 비판적인 관점에서 비교 고찰하며 이들의 한계를 극복할 수 있는 방안을 사회운동의 공간성에 대한 고찰을 통해 제시하고 있다. 현대 사회운동 연구의 주류 패러다임을 형성해 온 자원동원이론과 프레임 이론은 최근 논쟁정치 연구로 통합되고 있는데 이들은 사회운동의 동원과 전략, 정치적 과정에 초점을 맞추어 사회운동의 원리와 일반적인 법칙을 제시하고자 하였다. 그러나 사회운동의 전략적인 측면에 치우쳐 사회운동의 동인을 분석할 수 있는 틀을 개발하지 못하였고 이는 사회운동의 과정과 맥락에 대한 인식부족을 가져왔다. 신사회운동 이론은 새로운 사회운동의 발발을 거시적이고 구조적 관점에서 설명하고 있으나 추상적이고 대상지역이 한정되어 있다는 한계를 노 정해 왔다. 사회운동의 공간성에 대한 연구는 사회운동의 지역적 차이에 대한 심층적 이해를 도모하며 사회운동을 촉발시킨 갈등구조가 형성되고 집단행동이 조직되는 국지적 맥락에 대한 풍부한 통찰력을 제공해 준다. 또한 공간의 물리적 구조와 상징성은 운동의 규모와 방법을 제한하며 사회운동에 의해 활용되기도 하는 전략적 매개체이다. 사회운동의 공간성은 사회운동의 다양성과 역동성을 설명해주는 유용한 개념이 될 수 있다.

• 한국사회복지학
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• 제57권2호
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• pp.5-40
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• 2005

취약계층에게 사회서비스를 제공하는 사회복지시설은 자원의 결핍으로 클라이언트를 위한 서비스를 제공하는데 재정적인 한계에 직면한 상황이다. 그 근본적인 이유는 정부지원금의 부족에도 기인하지만 시설이 지역사회의 풍부한 민간자원을 개발하는 기술이 부족한 탓도 있다. 이에 본 연구에서는 후원에 초점을 두어 시설의 자원동원에 영향을 주는 요인을 규명함으로써 시설들이 효과적으로 자원을 동원할 수 있는 방안을 마련하였다. 본 연구를 위해서 사회복지시설의 후원업무를 담당하거나 관여를 하는 직원을 대상으로 우편조사를 실시하였다. 조사대상 시설은 이용시설 3유형(사회복지관, 노인복지관, 장애인복지관)시설과 생활시설 6유형(아동시설, 노인시설, 장애인시설, 여성시설, 정신요양시설, 부랑인시설)시설이었다. 총 1,510개소의 대상 중 조사에 응한 시설은 이용시설 293개소, 생활시설 632개소로 설문응답률은 62%에 이른다. 본 연구의 종속변수는 자원동원실태로써 후원자수(결연후원자와 시설후원자의 합), 후원액(결연후원액과 시설후원액의 합), 후원물품 현금환가액을 설정하였고, 이용시설과 생활시설에서 각각 세 모델을 구성하였다. 독립변수는 기존의 연구 결과를 참고로 하여 자원동원에 영향을 주는 세 유형인 지역환경요인, 조직요인, 후원개발요인을 선정하였다. 분석을 위해서 중다회귀분석(multiple regression analysis)을 실시하였다. 분석결과 본 연구에서 중점적으로 보았던 후원개발요인은 많은 모델에서 유의한 것으로 판명되었다. 후원자수, 후원액, 후원물품(이용시설 제외) 모델에서 모두 6변수로 구성된 자원개발요인은 최소한 1개의 변수는 유의한 것으로 밝혀졌다. 후원개발을 위해 후원을 위한 전담부서나 직원을 두며, 후원자 관리를 위한 전산 프로그램을 사용하는 시설, 그리고 후원자 모집 및 관리를 하는 시설이 그렇지 않은 시설보다 자원동원결과가 더 긍정적이었다. 특히 후원자관리를 위한 전산 프로그램 사용은 생활시설 모델에서는 유의한 것으로 나타났다. 이 밖에 생활시설의 후원자수 모델에서는 소재지(대도시)가 유의하였고, 후원액 모델에서는 생활시설의 경우 시설유형(여성시설), 운영기간, 직원 수가 유의하였다. 후원물품 모델에서는 이용시설의 경우 지역 생활환경(중상층), 생활시설의 경우 시설유형(노인, 아동, 정신요양시설), 운영기간이 유의하였다. 이러한 분석결과를 바탕으로 본 연구에서는 사회복지시설이 자원을 활발하게 동원하기 위해서는 후원개발을 위한 조직이나 인력을 배치해야 하고, 후원자 관리를 위한 전산 프로그램 및 후원자 모집 및 관리 프로그램을 활용해야 함을 제시하였다.

• 한국사회복지학회:학술대회논문집
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• 한국사회복지학회 2004년도 춘계학술대회 자료집
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• pp.261-297
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• 2004

Social welfare facilities where provide the socially disadvantaged with proper social services, face financial difficulties. This is because not only of the lack of governmental support, but also of social welfare facilities' lack of skills in developing abundant resources from the private sector. In this context, this study tried to find factors affecting resource mobilization of the social welfare facilities to devise policies in resource development. Mail survey was conducted with the structured questionnaire. Employees in charge of community resource development were asked to answer the questionnaire. The study population were two types of welfare facilities: community welfare centers and residential care facilities. A total of 293 community welfare centers and 632 residential care facilities responded to the survey. The response rate was about 62%. The dependent variable of the study was the amount of resource mobilization in the year 2001 which was measured as the number of donors, the total amount of donation, and estimated amount of gift-in-kind. Three types models were constructed per each welfare facility. Independent variables were selected based on the previous research findings: community environment factor, structural factor, and resource development factor. Multiple regression was utilized to analyze the data. The resource development factor turned out to be significant variable in various models. In the models of donors, the amount of donation, and the amount of gift-in-kind, at least one out of four variables in the resource development factor was significant. Welfare centers which establish the resource development department or hire employees to take care of resource development, and adopt computer software in managing donors, receive more donations than their counterparts. Interestingly, the centers where employees take the responsibility of resource development as well as other responsibilities (dual duty), did not have more resources mobilized than those with no employees for resource development. Using computer software in managing donors turned out to be a significant variable in many models, except for the donor model. In addition, residential care facilities located in urban area have more donors and donations, and among residential facilities those for the elderly, children, and the mentally retarded and those hiring more employees, receive more donations than those for the disabled and those hiring less employees. As for the gift-in-kind model, the centers located in high income area and residential facilities for the elderly, women and mentally retarded receive less gift-in-kind than those for the disabled. Based on the above findings, this study suggested that to mobilize resources the welfare centers as well residential care facilities need to have community resource development department or resource development staffs, and adopt computer software to systematically organize donors.

• 한국재난정보학회 논문집
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• 제11권3호
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• pp.376-384
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• 2015

재난 발생 시 신속히 필요한 재난관리자원을 투입하여 피해를 최소화할 체계가 필요하다. 그러나 재난 발생 시 필요한 재난관리자원의 유형과 해당 필요량에 대하여 객관적 정보가 부족하여 현장 담당자의 주관적 판단에 의존하고 있으며, 또한 해당 자원에 대한 보유기관과 해당 기관과의 응원 요청, 동원과 보상에 대한 관리체계가 필요하다. 본 연구는 이러한 비축과 동원에 대한 기존 체계에 대한 분석과 이를 통하여 효과적인 방향에 대한 연구를 진행하였다. 연구는 비축과 동원에 대한 샘플 사례 분석과 가이드라인 수준의 방향성 제시로 한정하였으며, 궁극적으로 실제적인 비축 기준을 작성하는 것은 각 지자체의 특성을 반영하여 결정하여야 할 문제이다.

• Journal of Applied Biological Chemistry
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• 제65권4호
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• pp.463-469
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• 2022

Cudrania tricuspidata (C. tricuspidata), a medicinal plant widely employed throughout Asia in ethnomedicine, has various bioactive properties, including antidiabetic, antiobesity, antitumor, and anti-inflammatory activities. In addition, the C. tricuspidata root extract reportedly inhibits platelet aggregation. Therefore, we focused on the active substances present in the C. tricuspidata extract. Sanggenon N (SN) is a flavonoid found in the root bark of C. tricuspidata. In the present study, we examined the inhibitory effects of SN on platelet aggregation, phosphoproteins, thromboxane A₂ generation, and integrin αIIbβ3 activity. SN inhibited collagen-induced human platelet aggregation in a dose-dependent manner without cytotoxicity. Furthermore, SN suppressed Ca²⁺ mobilization and influx through associated signaling molecules, such as inositol 1, 4, 5-triphosphate receptor I (Ser¹⁷⁵⁶), and extracellular signal-regulated kinase. In addition, SN inhibited thromboxane A₂ generation and associated signaling molecules, including cytosolic phospholipase A₂ and mitogen-activated protein kinase p38. Finally, SN could inhibit integrin (αIIb/β₃) activity by regulating vasodilator-stimulated phosphoprotein and Akt. Collectively, SN possesses potent antiplatelet effects and is a potential therapeutic drug candidate to prevent platelet-related thrombosis and cardiovascular disease.

• 통상정보연구
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• 제8권3호
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• pp.385-396
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• 2006

The successful knowledge and information based companies facilitate to restructure the industry and strengthen the national competitiveness in the future. The advent of information age provides us new challenge because the information breakthrough can play a pivotal role in terms of knowledge transfer in the human resource management. Executive officer must present long term vision in order to expand enterprise continuously and establish long term management goal and strategy which are appropriate for key organizational skills of future management environment (Pfeffer, 1998). Also, long term talent management based on vision, goal and strategy and talent development strategy and employment management must be established (小池, 1994)). American HRM system's reformation cannot be defined without scientific management policy. However, currently widely discussed Japanese HRM system's reformation cannot be defined without organizational commitment focused Japanese employment system. (津田, 1992 ; 太田, 1994). Japan's development of the following policies are behind comparing to Europe : (1)Skill based talent management regardless of age, sex, nationality, race and academic background (2)Consideration of retirement age of 64 (3)Creativity and freedom promoting talent management policy. Also, there are problems to be solved. Solutions will be searched for by establishing new wage policy based on tasks and individuals in the basis of lifetime employment system.

• 기술혁신학회지
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• 제2권2호
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• pp.201-218
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• 1999

The article contains an introduction of possibility of applying Multi-Attribute Utility Theory(MAUT) for priority setting of R&D projects. MAUT is compared with AHP, which is widely used recently. These two techuiques are applied to set priorities of R&D projects In a Government-funded Research Institute. Six criteria are chosen from consultation with decision makers. They are composed of 1) validity as representative projects, 2) possibility of resource mobilization, 3) spillover effect of developed technologies, 4) possibility of success, 5) scope of participation and 6) clarity of research goal. To set priorities of R&D projects, SMART(Simple MultiAttribute Rating Technique) and DVM(Difference Value Measurement) out of many MAUT methods are used to design the utility function and to determine the weights among criteria. The aggregation model is additive on the assumption the criteria are independent. AHP executes pairwise comparisons for criteria and alternatives. From the results of the case study, the results and theoretical characteristics are compared.

• 기술혁신연구
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• 제4권1호
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• pp.185-207
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• 1996

It is frequently pointed out that the Korean economy, with its scarce natural resources, would never have been able to achieve current levels of economic development without the massive provision of well-educated, hardworking human resources. Throughout the industrialization process ,full-fledged deployment and mobilization of qualified human resources have been the foundation to industrial policy and S&T policy. This paper describes the development of S&T human resources in Korea using various statistics including educational enrollment rates, unemployment rates, the allocation of researchers and R&D expenditures among sectors of performance, educational composition of employment within and across industries, technical human resource shortage rates, relative wage levels of SMEs, and composition of labor force by age-group and gender. While analyzing S&T human resources development, this paper discusses issues such as the mismatched demand and supply of skill and knowledge levels of the highly educated, the unbalanced distribution of S&T human resources between sectors, and the low utilization of the female and aged labor force. This paper suggests that the policy maker applies a hybrid of quantitative and qualitative policies to reduce the mismatches of supply and demand of skill and knowledge levels for each labor market categorized according to supply side.