The purpose of this paper analyzes developmental process of governmental bureaucracy by historical and evolutional perspectives. This work studies the characteristics and evolution process of Ministry of Information Communication(MIC) and Ministry of Construction & Transportation (MOCT) in Korean bureaucracy. Evolution is classified by variation, selection, steadiness. The major findings are that since organization's formation, the bureaucracy of MIC and MOCT has changed repeat by an environment and institutional context. Also, it searched a point that the each bureaucracy will be various to the evolution and institutional characteristics. Through the study, I argues that needs to consider both evolution and institutional characteristics of Korean bureaucracy in perspectives. In spite of such possibilities the discussion is hypothetical argument. Thus, this paper must follow the depths study to the justifiability of discussion.
This study analyzes how organizational culture affects employees’ reform tendency by employing Kimberly and Quinn’s Competing Values Model (1984). The organizational culture is categorized by type of group, hierarchical, development, and rational cultures. The effect of the ten central government agencies’ organizational cultures on public employees’ reform tendency is analyzed. The study shows that every type of the organizational culture positively affects public employees’ reform tendency. Development culture which emphasizes creativity, group culture which emphasizes participation, rational culture which focuses on performance, and hierarchical culture which emphasizes balanced organizational management all have a positive effect on public employees’ reform tendency. In addition, public employees have a higher reform tendency when their government agency has a strong and balanced organizational culture. The result of this analysis shows the pooled effect of the four types of organizational culture on the public employees’ reform tendency. Like the argument of the Competing Values Model, all the organizations have mutually exclusive values, and achieve higher performance when they have strong and balanced organizational cultures. Therefore, instead of supporting one individual type of organizational culture, every organizational culture should be developed in order to lessen public employee backlash against organizational reform.
This study aims at evaluating on financial efficiency of executive agencies during 5 years. Executive agency is a new government performance management system based on NPM(new public management). The agency CEO contracts his 3 years performance plan and is allowed enough autonomy and flexibility of management - personnel, financial management and so on.
For evaluation, DEA(Data Envelopment Analysis) is used at 10 selected executive agencies. This study shows that new management system had no serious effects on financial efficiency of executive agencies. Contrary to government self evaluation, financial efficiency is not improved in executive agencies. The reason is that enough management autonomy is not allowed in executive agency. Government management - especially financial aspect - is very restricted its utility. The most efficient agency - The Mokpo National Hospital, Public Procurement Service - is a benchmarking at other new starting agencies.
The Korean government developed a mobility program to dispatch government's civil servants to private companies in order to establish a good relationship between government and private companies and make a motivation to innovate government organizations. This article aims to evaluate the program based on an achievement level of an original goal of the system. This study evaluates the mobility program through five comparative values, including an effectiveness of the system, a fairness of the system, an achievement at work place, an attitude after returning to government, and a comprehensive program evaluation. This study shows the result that 98.1% of survey respondents supports continuance and necessity of the system, because they experienced getting the positive effect of individual development and therefore becoming a guidance of the innovation of government under this system.
This thesis compares types of leadership and its effectiveness (The level of organizational commitment in a group setting and the level of satisfaction on a leader of a group) that can be displayed by male and female leaders, and examines whether a gender of an assistant can have a controlling effect on leadership and its effectiveness. For the study analysis, a questionnaire regarding the leadership of male and female senior officers was given to 412 assistants in the central government. According to the result, not a significant difference was found in the types of leadership between male leaders and female leaders and the effectiveness of their leadership. Also the result of the controlling effect on a gender of assistant regarding types and effectiveness of leadership, there seemed to be a relatively significant controlling effect in case of organizational commitment nonetheless there was no controlling effect on the level of satisfaction for their leader.
This study aims to empirically analyze the police officer’ job satisfaction and its determinants of the patrol division system. At first, the study examined the police officer’ job satisfaction in the four factors. In relation to determinants, survey questionnaires were made on the basis of five principles of job satisfaction determinants, including private factors, job environment, job content, ability, and police environment.
The major findings of this study could be summarized as follows; Firstly, the level of the police officer’ job satisfaction of the patrol division system is normal. Secondly, In relation to determinants, job environment, human relation, and the term of one’s service are the influential factors on the general level of the job satisfaction, and job environment is the most influential factor on the general level of the job satisfaction.
This study based on the person-environment fit theory, giving a definition of job stress. Job stress is defined as unfit between person and environment and type of unfit is classified need-supplies unfit and abilities-demand unfit.
Using this concept as a basis, it is analysed that social support type moderates teachers' burnout according to job stressors. The results indicate that social supports have a buffering effects or reverse buffering effect according to interaction of job stressors and social support type. In addition, social supports are should be given suitable to job stressors.
This study explains that Korea suffered high level of state capture, which contributed to the economy’s rapid decline during the Asian financial crisis. State institutions had opaque relations with big business groups that prevent more efficient allocation of resources and weakened mechanisms for the accountability to the people. Korea’s governance conditions were good relatively, but recently released CPI and BPI scores explain the sustained seriousness of business practice in bribery paying and persistent collusion between political elites and business sector. Korea is working harder than ever before to prevent corruption. Not only are important systems, such as anti-corruption policy institutions network in place, but also preparations are under way to apply the most comprehensive policy measures including IT infrastructure, strengthened laws and codes, and active civil society participation. It is very encouraging that systems and foundations have been established to this extent in such a short period of time, and people expect to see many positive effects.