地方環境行政機能의 合理的 配分 方案에 관한 硏究 : 환경관리청과 지방자치단체간의 관계를 중심으로

김영근 전남대학교 행정대학원 1999 국내석사

Todays, due to the government's development-oriented policy starting from 1960s, we have become only to enjoy quantitive richness and convenience, but also to have a lot of problems in quality. 1995's election for local autonomy opened up the actual era of localization. After the election, the local government have built several systems to serve good administration service to their people. As the people's life has improved, the people's interest on environment and improved administration service has increased. In this situation, it is natural to emphasize the role of the government on environment. To complete the role successfully, I strongly believe that the government should make the consistent policies and execute them under the efficient system between government-related ministries, or central and local government. There are two subjects, local government and environmental management office, dealing with environmental problems in each region. So, here we should need to review totally the system of environmental administration with focusing on How efficiently they distribute the Environmental Administration Function. Currently, in our country, the administrative system on local environment has some problems systemically, or in the aspect of function distribution as follows; First, uncertainty and unreasonable distribution of administrative functions on local environment. They have caused work's overlapping, inconvenience and made it harder for the two organizations to act promptly against the environment accidents. Second, dualization of management system on emission company into local government and Environmental Management Office(EMO). So, it has made it happened overlapping of regulation organizations on the same company and made it difficulty to control environmental contaminents emission and management synthetically. Finally, shortage of the institutional device on local environment problems, although the local governments and Environmental Management Office (EMO) discuss together on the problems before doing a action, but the short legal power has given the agencies a limit to solve the problems related with two or more regions, and more, local government's ability of arbitration and control on environmental administration has been very weak. With the awareness of poor current address on local environmental-administration as showed, I want to suggest three ways to put local environmental-administration on the track. First, the organization of local environmental administration basically must be set up to come true the concept of autonomy and to strengthen the function of the local government, considering locality and spot of environmental administration. However, the road to get there is still too long, because the finance of the local government is too weak, besides, the environmental administration needs professional-techs and deals wide area, So, until time is ripe, you should redistribute the functions practically into two organizations with maintaining the current system. Second, you would know the need of unification into one of the two organizations on environmental administration for the more structural management on emission company, such as clearness of responsibility for environmental administration. However, taking it into consideration that the manpower, structure, financial problem, administerial speciality, and condition which two organization is having, you might think, functional distribution would be better. Finally, you should strengthen some functions related with arbitration and control of pending problems on local environment, and make them as rules. Water and air pollution are the main environmental problems in our country, and the problems are crossing the borders, so it could trigger the conflicts easily between related local governments. So, Environmental Management Office(EMO), which has been dealing the problems widely in the stance of the central ministry and office, should deal with them. Also, you should form a network(namely, Local Environment Promotion Association) and evolve the environmental administration variously, including EMO, environmental companies, private organizations, and experts,

조직문화가 행정정보시스템의 성과에 미치는 영향에 관한 연구

홍윤희 숙명여자대학교 일반대학원 2001 국내석사

Our government has used Public Management Information System(PMIS) in the public sectors by the radical development of Information Technology and the change of the environments of our government. So then, the introduction of Management Information System(MIS) in our government organization reaches the remarkable performance. But there are few studies of the performance produced by the introduction of MIS in our government organizations and the studies on the effect of the organization culture on the performance of PMIS. So in this study, to investigate the composing factors of the organization culture affected on the performance of PMIS is significant for trying to find a solution to be a proper organization culture for the improving performance in our government. Independent variables using in this study are structures, systems and the leadership composing the organization culture and subordinate variables are the performances of PMIS. The variables to measure the structure of the organization are a degree of centralization, formalization and complexity. And the variables to measure the system of the organization are the smooth of communication systems, the participations in decision-making systems and the fairness of reward systems. And the variable to measure the leadership is the support of the leader in the organization. The variables to measure PMIS are the amount of PMIS used, the satisfaction of PMIS and the improvement of operating environments. This is a study to inspect hypothesis. So, this study set up 31 hypotheses. For this study, I accumulated data through the survey and used statistical analyses. Objects of surveying are organizations in our public and private sectors separated by the types of organization culture. At the results of this study, T-Test analysis of composing factors of the organization culture in public and private organizations shows a little difference. There is a difference only in the reward system. And there is a difference of the improvement of operating environments in the T-Test analysis of the performance of PMIS by the types of organization culture. This means that the types of organization culture do not affect on the amount of PMIS used and the satisfaction of PMIS. And from the results of multiple regression analysis, there are several meanings like below: First, composing factors of organization culture affected on the amount of PMIS used in public organizations are centralization and the communication system of the organization. Second, the variables affected on the satisfaction of PMIS are the communication system of the organization like the amount of PMIS used. Third, the variables affected on the improvement of operating environments produced by the using PMIS are the decision-making systems, the communication systems and the reward systems of the government organizations. From these empirical results, this study suggests some directions of policy like below: First, the performance of PMIS will make better when centralization of the public organizations will make low. Second, it needs to make the smooth communication systems. And it is essential to make the organization culture using this system positively. Third, it needs to make the organization culture that makes the participant decision-making systems of the organization and leads the positive participations. Forth, when constituents in the organization think that they reward fairly, they will try to do their best for the making progress of the performance of the organization. So, it is essential that makes the smooth communication systems, the participant decision-making systems and the fair reward systems for the advancement of performance of PMIS produced by the introduction of MIS in the public organizations. 현대 사회의 급격한 정보과학기술의 변화와, 이로 인한 행정 내ㆍ외부적인 변화로 인하여 행정 영역에 기존의 업무처리 방식 이외에 좀 더 효과적으로 운용될 수 있는 행정정보시스템을 도입하게 되었다. 이렇듯 우리 나라 정부조직에의 정보시스템 도입은 어느 정도 가시적인 성과를 보이는 단계에 이르고 있다. 그러나 이러한 정보시스템을 도입함으로써 발생하는 성과 측정 및 행정정보시스템의 성과에 영향을 미치는 조직 문화적인 요인에 대한 연구는 거의 이루어지지 않고 있다. 따라서, 본 연구에서 행정정보시스템의 성과에 영향을 미치는 조 직문화의 구성요소에 대해 살펴보는 것은 성과 향상에 적절한 공조 직의 조직문화를 모색해 본다는 점에서 의의가 있다. 본 논문에서 연구를 위해 사용한 독립변수는 조직문화의 구성요 소인 구조, 시스템 및 리더십이고, 종속변수는 행정정보시스템의 성 과이다. 구조를 측정하기 위한 측정변수는 집권화 정도, 공식화 정 도 및 복잡성 정도이고, 시스템의 측정변수는 의사소통시스템의 원 활성 정도, 의사결정시스템에의 참여정도 및 보상시스템의 공정성 정도이다. 그리고 리더십을 측정하기 위한 변수로는 리더의 지원정 도이다. 종속변수인 행정정보시스템을 측정하기 위한 변수로는 행정 정보시스템의 사용도, 만족도 및 업무환경개선정도를 선정하였다. 본 연구는 공조직의 행정정보시스템의 성과 향상에 영향을 미치 는 조직문화의 구성요소를 알아보기 위한 가설검증형 연구로써, 총 31개의 가설을 검증하기 위해 설문조사를 통해 자료를 수집하고, 이 자료를 통계처리 하는 방법을 사용하였다. 설문조사 대상은 공조직 과 비교집단인 사기업조직으로써, 이들은 사전에 조직문화 유형별로 구분하였다. 본 연구결과, 조직문화의 구성요소의 조직간 차이 검증에서는 보 상시스템만이 통계적으로 유의미한 차이를 보였다. 그리고 조직문화 유형에 따른 행정정보시스템의 성과는 단지 업무환경개선정도만이 차이가 있다고 나타났다. 이는 행정정보시스템의 사용도와 만족도는 조직문화 유형의 영향을 받지 않는 것을 알 수 있다. 공조직에서 행 정정보시스템의 사용도에 영향을 미치는 조직문화의 구성요소로는 조직의 집권화 정도와 조직의 의사소통시스템임을 알 수 있다. 그리 고, 행정정보시스템의 만족도에 영향을 미치는 변수는 역시 사용도 에서와 마찬가지로 조직의 의사소통시스템이며, 이와 더불어 보상시 스템 역시 유의적인 영향을 미침을 알 수 있다. 마지막으로, 행정정 보시스템을 사용함으로 인해 발생하는 업무환경개선정도에 영향을 미치는 변수로는 의사결정시스템과 의사소통시스템 및 보상시스템 임을 알 수 있다. 본 연구결과 제시할 수 있는 정책적 제언은 첫째, 공조직의 집권 화 정도를 낮추고 분권화된 조직을 구축할수록 행정정보시스템의 성과 향상을 도모할 수 있을 것이다. 둘째, 조직의 원활한 의사소통의 장 마련과, 이를 적극적으로 활 용할 수 있는 조직문화의 조성은 행정정보시스템의 성과 향상에 필 수적이라고 할 수 있다. 셋째, 조직 구성원들로 하여금 조직의 의사결정 과정에 참여할 수 있도록 해주는 참여적 의사소통시스템의 마련과, 적극적인 참여를 유도할 수 있는 조직문화의 형성이 필요하다. 넷째, 조직 구성원들이 자신들이 공정한 보상을 받는다고 느낄 때, 조직의 성과 향상에 기여하고자 함을 보여주는 것이므로, 조직 의 구성원들이 공식적이거나 혹은 비공식적이라고 공정하다고 느낄 수 있는 보상시스템의 마련이 필요하다. 따라서, 공조직에서의 정보시스템 도입ㆍ활용으로 인해 나타날 수 는 성과 향상을 위해서는 좀 더 분권화 되고, 원활한 의사소통의 통 로와 참여적 의사결정시스템 및 공정한 보상시스템 구축을 위한 노 력을 해야 할 것이다.

行政理論의 確立方案에 관한 연구

김무상 경희대학교 행정대학원 1985 국내석사

課稅評價行政의 改善에 관한 硏究 : 不動産關聯地方稅를 中心으로

민규식 건국대학교 대학원 1994 국내석사

一線 行政公務員의 士氣에 관한 實證的 硏究 : 光州直轄市廳과 洞事務所를 中心으로

오길용 全南大學校 1993 국내석사

The purpose of this study is to reveal the weight of morale of civil public servants in a city hall and in dong public offices of Kwangju - a city under the direct control of the government. That is to say, this study is conducted to compare and analyze their organizations by empirically testing attitudes of public servants. This study intend to define the concept of morale to select the meaningful morale factors which have influences upon morale. This study intend to make a comparative analysis of morale factors by groups and classes of selected samples. We select eight morale factors as follows: ⓛ monetary rewards ② promotion ③ appraisal ④ self-actualization ⑤ working conditions ⑥ communication ⑦ sense of security. In this study, we define morale as willingness to strive enthusiastically and positively in achievement of organization goal and satisfaction as needs fulfillment, more concretely, contentment with fulfillment of morale factors. Thus we distinguish between morale and satisfaction on the conceptual level. To this end, two approaches were employed. One was a study of existing theories with reference to related literatures. For the other, we analyzed the realities of the civil public servants in a city hall and dong public offices by drawing up the questions of the eighteen items. The results of analysis of morale factors are as follows; ⓛ monetary rewards: A satisfaction level of civil public servants in a city hall is low and a satisfaction level of civil public servants in dong public offices is normal. ② promotion: A satisfaction level of civil public servants in a city hall is low and a satisfaction level of civil public servants in dong public office is low. ③ appraisal: A satisfaction level of civil public servants in a city hall is normal and satisfaction level of civil public servants in dong public office is normal. ④ self-actualization: A satisfaction level of civil public servants in a city hall normal and a satisfaction level of civil public servants in dong public office is normal. ⑤ working conditions: A satisfaction level of civil public servants of a city hall is normal and a satisfaction level of civil public servants in dong public office is low. ⑥ sense of security: A satisfaction level of civil public servants of a city hall is normal and a satisfaction level of civil public servants in dong public office is normal. ⑦ communication: A satisfaction level of civil public servants of a city hall is normal and a satisfaction level of city public servants in dong public office is normal. In sum, a morale level of civil public servants in a city hall is normal and a morale level of civil public servants in dong public office is normal. Eventually, difference of their organization is not great. A Morale level of each organization is normal. Therefore, two organizations must improve a morale level, because it is impossible that we expect civil public servants to play an important role in the national and provincial development under the condition of their normal morale.

徵兵制度에 關한 硏究 : 選兵을 中心으로

조삼형 嶺南大學校 1971 국내석사

韓國型 勞使 協議制의 模型에 關한 硏究

박학기 檀國大學校 1990 국내석사

勞使對等의 産業民主主義를 理念的 基盤으로 하고 있는 勞使協議制는 各國의 勞動運動 및 勞動政策에 따라서 勤勞者의 經營參如形式을 취하면서 다양한 形態로 制度化되어 왔는데, 우리나라의 경우는 1960年代부터 勞使協議의 重要性이 高唱되어 왔다. 하나의 獨立法으로서 1980 年에 制定된 勞使協議會法은 1987 年에 다시 改政을 보아 오늘에 이르르고 있는데 이法은 우리나라 勞使協議이 根幹을 이루고 있지만 아직까지 뚜렷한 實效를 거두지 못하고 있다. 따라서 本 論文에서는 勞使協議制를 成功的으로 運營하여 産業民主主義를 定着시킨 先進 여러나라의 制度的 特性을 考察하여 各國의 政治·經濟·社會·文化的인 側面에서 自國이 體質에 맞는 勞使協議制의 모형을 설정하려는데 目的을 두었다. 韓國經營者總協會에서는 1989年 1月에 發刊한 「勞使動向」에 따르면 1988年의 勞使紛糾는 1873 件이 發生하였다고 하는데 이러한 우리의 現實에서 勞使協議制의 效率的인 運은 시급한 當面課題인 것이다. 그러기 위해서는 우리의 産業界에 定着할 수 勞使協議制가 確立되어야 하는데 本 論文에서는 이에 대한 問題點과 改善方案을 提示하여 韓國型의 勞使協議制를 모색하여 보았다. 이러한 目的을 달성하기 위하여 本 論文은 理論的 背景으로서 우선 勞使協議制의 性格類型, 機能 等을 연구하여 살펴보고 第 3 章에서 우리나라 現行 勞使協議制의 法制와 實態를 分析하여 그 實效에 대한 評價를 하였다. 第4章과 5章에서는 外國의 勞使協議制를 비교연구하였으며 先進各國의 最近의 勞使協議會의 動向을 파악하고 우리의 現實에 맞는 韓國型 協議體制를 定立시키는데 있어서 나타나는 問題들을 分析하였고, 第6章에서는 韓國型 勞使協議制의 바람직한 模型의 開發을 위한 理論的 前提와 法制上, 勞動行政上의 方向을 提示하여 우리나라의 模型을 開發 定着시키기 위한 방안을 연구하였다. The joint labor management conference system, which is based on the democratic idea of equal terms between labor and management, has been systematized in various forms according to the labor movement and labor policy of each country. A typical form, for instance, is workmen's participation in management. In the case of our country, the importance of joint labor management conference has been accentuated since the 1960s. The Joint Labor Management Conference Act enacted as an independent law in 1980 was amended in 1987. Although this law forms the keynote of joint labor management conference in our country, it has not produced yet any satisfactory results. The present study is intended to investigate the institutional characteristics of our joint labor management conference system and analyze from a systematic point of view the experiences of foreign countries which established successfully a model of joint labor management conference system agreeable to their political, economic, social and cultural environments, thereby attempting to design a model of our own with emphasis placed on the improvement of the labor-management relations. As a matter of fact, the effective operation of joint labor management conference system is a pressing task with which we are faced today. It is also aimed at presenting problems involved in our joint labor management conference system and seeking a realistic scheme for its improvement. In the first place, the nature, type and functin of joint labor management conference system are discussed. Chapter 3 analyzes the legal background ad actual conditions of the present system for the evaluation of its effectiveness. Chapter 4 and 5 deal with the comparative discussion of joint labor management conference system of advanced countries to grasp the current trend of its operation and find out what problems are involved in our system. Chapter 6 presents a theoretical premise for the development of a desirable model of our own system and the direction of labor administration, thereby contributing to the improvement of the labor-management relations in our industrial world in the future.

서울시 일부 지역 노인의 건강증진행위와 삶의 만족도와의 관계 연구

엄재현 경희대학교 행정대학원 2003 국내석사

韓國公務員의 行政倫理 確立方案에 관한 硏究

전병규 建國大學校 1999 국내석사

行政上 損害賠償制度 硏究

고준영 경희대학교 행정대학원 1993 국내석사