This article intends to identify a set of factors affecting organizational innovation in central government. Based on Pascale and Athos (1981)’s 7S model, we conducted a survey focusing on consolidated agencies throughout recent history in government innovation. The results indicate that leadership appears to be the major factor affecting innovation and followed by strategy, system, and organizational staff. However, no significant impacts were found in organizational structure, shared values, and skills. These results would contribute to the practice of governmentinnovation by exploring its major determinants.
This study is focused on the fairness perception of personnel administration among the local public officials, and analyzes how it may influence their commitment to the organization. According to the results of the analysis, their fairness perception of personnel management in its distribution and procedure was below the average.
The results of the regression analysis on the fairness perception which may affect the organizational commitment revealed that only the perception of procedural fairness in the personnel administration had a serious impact on their commitment to the organization. And the analysis showed that there was no meaningful difference between the female officials and the male officials when it comes to their commitment to the organization.
Hence, this analysis implies that it is necessary for the local government to exert an effort to improve the procedural fairness in the personnel administration, and that it is desirable not to have a prejudice against female officials.
The purpose of this study is to provide an analytic framework for Korean government's Performance Budgeting Systems, to apply the framework to 5 agencies in government, and to provide policy implications. The performance plan is the most important part of the performance budgeting systems that influences the final performance report and Program Assessment Rating Tool (PART). The results of the case study suggest that: 1) agencies must provide organizational missions more clearly; 2) the strategic and performance goals should include the viewpoint of the interested parties; 3) performance index must be submitted to input, process, output, and outcome measures separately; 4) performance measuring and evaluating scheme, budget for each program, and other external factors that may influence the program's success must be considered in great detail; and 5) the performance plan should be a complete as well as a comprehensive report by itself.
The purpose of this study is to review the administrative systems for cultural relations of United Kingdom, France, and Japan, and to find some implications from them to vitalize 'hanryu' in Korea. New trends in cultural relations are: First, cultural relations are considered as more important agenda than before. In the era of globalization, nations put more importance in expanding cultural relations. They regard cultural relations as an important tool to promote their image, and consequently to help their industrial exports, particularly cultural products. Cultural relations have multiple facets. Governments spend more money for cultural relations. Second, many organizations are involved in supporting cultural relations. Partnership between government organizations and non-government organizations are formed. Third, the role of non-governmental is getting more important than before. Non-governmental organizations are taking a leading role in promoting cultural relations and in making cultural relations networks.
The purpose of this study is to propose the integrated organizational systems of information policy evaluation under the environmental change with the building "Framework Act on Government Performance Evaluation"
To maintain system rationality for information policy evaluation system and to be linked functionally to government performance evaluation system, it's necessary to link planning, evaluation and budget process in information policy system and to do like this, Information Promotion Committee has to control information policy evaluation. But to integrate with government performance evaluation, it's necessary to settle evaluation objects, evaluation indicators, evaluation method in information policy evaluation process. And final evaluation report is submitted to Government Performance Evaluation Committee.
The purpose of this study is to analyze the adequacy of rental fee through the estimation of demand and supply for funeral and cemetery facilities in Ulsan metropolitan city. This study discusses the peculiarities and problems of non-tax revenue, and makes use of regression analysis, ratio analysis and trend analysis as analysis tools. The results of the analysis summarize as follows: In case of funeral and cemetery facilities, it is necessary to determine reasonable rental fee on the basis of user-pay principle and public interest.; This financial policy is required of Ulsan metropolitan city for the highest quality of funeral services as well as the increasement of independent finances.
Recognizing cooperation between the police and community organizations is essential in securing local safety, this study explores the current state and ways of improving the cooperation by analyzing empirical data collected through survey on police officers serving in the city of Busan. Mean analyses and one-way ANOVA reveal that the current level of the cooperation is considerably low and police officers' perceptions on various aspects of it differ according to their background variables. Multiple regression results show that mutual trust, community organizations' capacity, and community characteristics significantly contribute to the cooperation. Based on these findings, this study suggests providing community organizations with more opportunities to reflect their opinions on police policies and to participate in implementing the police service. It also proposes implementing some policy means adopted in the PCR(Police-Community Relations) movement to improve mutual trust between the police and community organizations.
This article examines changing politics and its impacts on the interest conflict between policy actors and the policy-making dynamism in the process of health care reform in the 1980s Korea. A special focus is brought onto analysing the struggle for integrating health insurers, in order to examine the dynamic relations between politics, interest conflict and policy-making during the years of political turbulence. In detail, this article tries to answer the following research questions: in what ways had Korea’s political context and institutions changed in the 1980s and in what ways had these changes influenced the dynamics of interest conflict and policy-making of pursuing the merger of health insurers? To answer these research questions, this article compares the two case studies on the ensuing debates of the 1980s to establish a single health insurer system.
남북 분단 이후 남북관계는 동서간의 냉전과 이데올로기 등으로 인한 갈등과 경쟁이 지배하는 시대였다면, 21세기의 남북관계는 화해와 협력을 통한 상호 공감대의 형성과 통일시대를 이룩해야 하는 우리의 시대적 과제라고 볼 수 있다.
본 논문은 이를 위한 한 방안으로 통일 이후 남북한 협력 하에 북한 근로자들에 대한 직업능력을 향상시킬 수 있는 인적자원개발 정책에 관련한 내용을 논의한 것이다. 우선 목표 수단 이론을 근거로 타 분야와 연계된 인적자원개발 모델을 제시하였다. 또한 남북한 간의 인적자원개발 체제 차이를 극복하기 위해 상호 체제를 인정하면서 점진적으로 통합하는 모형을 설정하고, 이에 대한 구체적인 목표와 전략 및 원칙 등을 제시하였다.
구체적인 논의 내용은 통일 이후 북한 근로자들에 대한 인적자원개발의 주체에 대하여 논의하였다. 크게 기관과 단체 등으로 구분하여 주로 정부, 전문기관, 기업, 종교단체, NGOs, 국제기구 등을 제시하였다. 또한 북한 근로자에 대한 인적자원개발을 위해서 어느 장소를 사용하느냐하는 문제를 논의하고, 나아가 통일 이후 북한주민들의 직업훈련 대상에 대하여 논술하였다. 한편 남북한 학력 및 자격의 상호인정과 인적자원개발을 위한 표준화 구축 문제를 논의하고, 통일 이후 북한 근로자들에 대한 인적자원개발을 위한 재정 확보 문제를 제시하였다.
이와 같은 논의에 근거하여 마지막으로 제안한 정책은 우선 남북한 통일과정에서 일정기간 통합기를 두어 북한 지역 인적자원 개발을 위한 체제를 체계적으로 구축하는 것과 반관반민 형태의 전담기관 설치와 이를 자문하고 지원할 수 있는 협의체 구성 및 운영, 그리고 북한지역 인적자원개발의 구체화를 위한 재정 확보와 투명한 관리, 통일 이후 북한지역 인적자원개발을 담당할 수 있는 북한 전문 인력 양성 등을 제안하였다.