보안경찰 성과관리에 관한 연구: 성과측정(2007-2019)을 중심으로

이정철 ( Lee Jung Chul ),이정욱 ( Lee Jung Wook ) 한국경찰학회 2020 한국경찰학회보 Vol.22 No.3

This study analyzed the operational status of the performance management system for security police. Based on the results of this analysis, we critically reviewed the adequacy of the current performance management system, focusing on improving accountability and democratic control of security police activities. Since the 1990s, researchers have used the new public management theory to diagnose the owner-agent issue as a fundamental factor that makes it difficult to control bureaucracies and secure accountability, and the performance management system has emerged as an organizational innovation mechanism that can supplement and overcome this issue. The performance management system has been identified as an important means of overcoming the problems of inefficiency and lack of accountability in the public sector through results-oriented management practices, such as setting clear goals, systematic performance measurements, and the utilization of reliable performance information. These new public-management prescriptions are being applied throughout the nation's public sector. The security police, a subordinate organization of the National Police Agency, are also subject to performance management. This study analyzed the performance management system, focusing on effective management and accountability of security police. In our analysis, we considered the roles, work characteristics, and major issues facing the security police. We also examined the significance of the performance management system as a means of enhancing the responsibility of security police and fueling innovation in the organization. In addition, we investigated the principles for designing performance indicators for diagnosing the performance management of the security police. In other words, we focused on the design and measurement stages of performance indicators in the security police’s performance management system. Based on the results of our analysis, we identified the major tasks needed to effectively manage security police activities and improve accountability.

Management Styles of Women Managers: Its Effect on Job Performance as Prime Mover to the ASEAN Economic Community (AEC) Integration

Ma. Angela Josefa Gonzales Pioquinto People&Global Business Association 2016 Global Business and Finance Review Vol.21 No.2

This study aimed to explore the management styles of women managers and its effects on their job performance with the following objectives: to identify the management style of women managers in as determined by the subordinates and the women managers themselves; to know the level of performance of women managers as rated by the subordinates and the women managers themselves; to find significant differences in the ratings given by the two groups of respondents namely the women managers and subordinates; to know if there is a significant relationship between the level of performance of women managers and their management styles; and to formulate management strategies that may be proposed to enhance performance of women managers as a prime mover for the ASEAN Economic Community (AEC). To pursue the objectives of this study, a questionnaire was distributed to women managers and their subordinates. Moreover, descriptive statistics such as frequency and percentage was used for the profile of women managers. Weighted mean was also used to determine the level of performance of women managers as assessed by their subordinates and to identify the most used management style. T-test and Pearson R was also utilized for computing statistical data. This study intended to propose management strategies to enhance the job performance of women managers and their subordinates. It is hopeful that these management strategies be adapted by women managers in Daet, Camarines Norte, the Philippines, and the members of the ASEAN (Association of Southeast Asian Nations), which may be of help to their organizational successes. The following conclusions were obtained from the findings of the study: 1) The management style of the women managers as seen by majority of their subordinates is of the Autocratic style while the management style the women managers see themselves as possessing is the Laissez-Faire style of management. 2) The level of performance of women managers as rated by their subordinates is in the satisfactory evaluation level while as the women managers get to rate themselves in terms of their performance, they had given a straight Good result in the evaluation scale. 3) There is a significant difference on the ratings of women managers and their subordinates on the management styles of the women managers. There is also a significant difference on the ratings of women managers and their subordinates on the job performance of the women managers. 4) There is no significant relationship between the level of performance of women managers and their management styles. 5) The management strategies proposed by the researcher may substantiate and enhance the job performance of women managers in the Bicol Region, the Philippines and the ASEAN (Association of Southeast Asian Nations) Economic Community, into which our country is a member, and their subordinates, by being able to seek solutions to problems, foster group collaboration and camaraderie, implement strategic decisions and initiate organizational changes. Also, the focus of the proposed management strategies of the researcher that may be implemented to SME’s (Small Medium Enterprise) which is considered as the lifeblood of the economy of the member-nations of the ASEAN Economic Community.

Evaluation of Performance Capability for Emergency Management in 31 Provinces of China in 2014-2015

An Chen,Chao Fan 위기관리 이론과 실천 2016 위기관리 이론과 실천 학술대회 Vol.2016 No.08

Performance capability of emergency management refers to the actual performance of the emergency management of an organization, individual or region. The improvement of the government's emergency management capacity is of great significance to the effective response of a country or local emergency. Performance capability evaluation of emergency management for an organization, individual or region can reflect their capability of emergency management, so as to help them make a more clear and comprehensive judgment to the ability of emergency response, enhance the ability of emergency response, promote China’s emergency response capability and reduce the loss of life and property caused by emergency. The report of Evaluation of performance capability for emergency management in 31 provinces of China in 2014-2015 is jointly issued by Public Management Professional Committee in Society of Management Science of China, Ouhua’ antai Risk and Crisis Emergency Research Institute, Emergency Management Institute of Henan Polytechnic University in 21th January, 2016. In the report, firstly, the 10 worst disaster incidents of each province in 2014-2015 are selected, and then every index of the accidents is graded through being analyzed with consulting American evaluation index system for emergency management and the reaction of the different kinds of accidents. At last, the weighted averages of the indexes are worked out. Meanwhile, the performance capability for emergency management in 31 provinces of China in 2014-2015, including precautions, responses and aftermath, is evaluated qualitatively and quantitatively from aspects of natural disasters, human disasters and comprehensive performance. Based on it, the relevant performance capability is ranked and classified according to four grades: excellent, good, medium and poor. The evaluation report shows that comprehensive performance of Beijing and other 5 provinces is excellent; comprehensive performance of Jiangxi and other 13 provinces is good; comprehensive performance of Chongqing and other 10 provinces is medium; comprehensive performance of Tianjin and some other provinces is poor. To sum up, the excellent evaluation depends on whether the reasonable measures have been taken and whether the better result have been seen; the good and medium evaluation implies that there is some situation discovered in those provinces, just like the worse results in several accidents and lack of risk consciousness; the others are evaluated for the poor performance capability because of their faults full from the precautions to the aftermath. The report also attracts some friends from domestic mainstream media, such as the Paper, Sohu, China News, Science Net and China Youth Online, who consider that the performance capability for emergency management of China’s provinces is cognized deeply and the feasible blueprint is drawn on improving capability for emergency management in China through the report.

경영컨설턴트의 역량이 컨설팅 수진기업의 경영성과에 미치는 영향에 관한 연구: 수진기업 컨설팅 수용성의 매개효과를 중심으로

신재훈,동학림 한국벤처창업학회 2019 벤처창업연구 Vol.14 No.2

In order to accomplish a successful management consulting project, the client's receptivity to consulting as well as the management consultant's competency is very important. Even if a consultant with a high level of competence is put into a project, if the consulting receptivity of the company is low, a successful project can not be accomplished. On the other hand, even if consulting receptivity of the company is high, management consulting performance can not be expected if management consultant competency is lacking. This study analyzes the affect of consultant competency on management performance of client firms and the mediating effect of consulting receptivity of client company in terms of management performance. Management consultant competency is measured by task-related competency, managerial competency and common competency, and management performance is measured by financial performance and non-financial performance. The parameters are measured by consulting receptivity and management consulting performance. According to the results of the study, the management consultant's competency has a positive (+) influence on both of consulting receptivity and management consulting performance. Consulting receptivity has a positive (+) influence on both of management consulting performance and non-financial performance. Management consulting performance has a positive (+) influence on both of financial performance and non-financial performance. The mediating effect is that the consulting receptivity mediates directly or indirectly between management consultant competency and financial performance via management consulting performance and non-financial performance. The results of the empirical analysis of this study can contribute to the enhancement of management performance through management consulting in viewpoints of client firms and also contributing to more efficient and effective management consulting. 성공적인 경영컨설팅 프로젝트를 완수하기 위해서는 경영컨설턴트의 역량뿐만 아니라 수진기업의 컨설팅 수용성도 매우 중요하다. 높은 역량을 가진 경영컨설턴트가 프로젝트에 투입된다 하더라도 수진기업의 컨설팅 수용성이 낮다면 성공적인 프로젝트 완수는 기대할 수 없다. 반대로 수진기업의 컨설팅 수용성이 높더라도 경영컨설턴트역량이 부족하면 경영컨설팅성과는 기대할 수 없다. 본 연구에서는 경영컨설턴트역량이 컨설팅 수진기업의 경영성과에 미치는 영향과 경영성과에 미치는 데 있어서 수진기업의 컨설팅 수용성의 매개효과를 실증적으로 분석하였다. 경영컨설턴트역량은 직무역량, 관리역량 및 공통역량으로 측정하였으며, 경영성과는 재무성과와 비재무성과로 측정하였다. 또한, 매개변수로는 수진기업의 경영컨설팅 수용성과 경영컨설팅성과로 측정하였다. 연구결과에 따르면 경영컨설턴트역량은 수진기업 컨설팅 수용성과 경영컨설팅성과 모두에게 유의한 정(+)의 영향을 미치는 것으로 나타났다. 수진기업 컨설팅 수용성은 경영컨설팅성과와 비재무성과에 유의한 정(+)의 영향을 미치는 것으로 나타났다. 경영컨설팅성과는 재무성과와 비재무성과 모두 유의한 정(+)의 영향을 미치는 것으로 나타났다. 매개효과는 수진기업의 컨설팅 수용성은 경영컨설팅성과와 비재무성과를 경유하여 경영컨설턴트역량과 재무성과의 사이를 직간접적으로 매개하는 것으로 나타났다. 본 연구의 실증분석결과는 경영컨설팅을 의뢰하는 수진기업의 입장에서 경영컨설팅을 통한 경영성과를 증대하는 데 도움을 줄 수 있을 뿐만 아니라 경영컨설팅을 보다 효울적이고 효과적으로 경영컨설팅을 수진할 수 있도록 하는데 기여할 수 있을 것이다.

A Study on Management Competency Affecting Organizational Performance

Moon Jun Kim 국제문화기술진흥원 2019 International Journal of Advanced Culture Technolo Vol.7 No.2

This study is to examine the effects of business management competency, organizational management competency, relationship formation competency, marketing competency, and entrepreneurship, which are perceived by organizational members of social enterprise, on organizational performance, economic performance and social performance. The results of this study are as follows. First, the business management competency of the executives influencing the economic performance, which is the organization performance of the hypothetical social enterprise, was adopted. In other words, the organizational management competency (H1-1), the relationship formation competency (H1-2), the marketing competency (H1-3), and the entrepreneurship (H1-4), which are executive business management competency, have a positive effect on the organizational performance of the social enterprise respectively. Second, Hypothesis 2 indicates that the business management competency of social enterprise executives has a positive effect on organizational performance, social performance, and Hypothesis 2 has been adopted. In other words, the business management competency of the management on the social performance of the social enterprise is in the order of relationship forming competency (H2-2), marketing competency (H2-3), organizational management competency (H2-1), entrepreneurship (H2-4) Showed high influence. The higher the relationship formation competency, marketing competency, organizational competency, and entrepreneurship, which are the business management competency of the social enterprise management, the economic social performance of the social enterprise is more improved..

국내 산림조합의 경영성과에 영향을 미치는 요인에 관한 연구

이승현 ( Seung Hyun Lee ),이철규 ( Cheol Gyu Lee ),유왕진 ( Wang Jin Yoo ) 한국경영공학회 2013 한국경영공학회지 Vol.18 No.2

The purpose of the analysis is management activity, analysis of management efficiency and management performance, investigation into the plan for activation of forestry cooperatives in Korea. The factors of activity affecting the management performance set a organizational management factors, human resource management factors and performance management factors. Another the factors of the management performance set a financial performance, public outcome, membership real benefits and ethics management performance. The hypothesis presented in this study is the extent to which management activity factors affects financial performance, public outcome, membership real benefits and ethics management performance. The result of the multiple regression analysis in order to verify the hypothesis, financial management affects financial performance, public outcome, membership real benefits, and performance management affects financial performance, public outcome, membership real benefits, and organizational management affects membership real benefits.

A Study on Management Competency Affecting Organizational Performance

김문준 국제문화기술진흥원 2019 International Journal of Advanced Culture Technolo Vol.7 No.2

This study is to examine the effects of business management competency, organizational management competency, relationship formation competency, marketing competency, and entrepreneurship, which are perceived by organizational members of social enterprise, on organizational performance, economic performance and social performance. The results of this study are as follows. First, the business management competency of the executives influencing the economic performance, which is the organization performance of the hypothetical social enterprise, was adopted. In other words, the organizational management competency (H1-1), the relationship formation competency (H1-2), the marketing competency (H1-3), and the entrepreneurship (H1-4), which are executive business management competency, have a positive effect on the organizational performance of the social enterprise respectively. Second, Hypothesis 2 indicates that the business management competency of social enterprise executives has a positive effect on organizational performance, social performance, and Hypothesis 2 has been adopted. In other words, the business management competency of the management on the social performance of the social enterprise is in the order of relationship forming competency (H2-2), marketing competency (H2-3), organizational management competency (H2-1), entrepreneurship (H2-4) Showed high influence. The higher the relationship formation competency, marketing competency, organizational competency, and entrepreneurship, which are the business management competency of the social enterprise management, the economic social performance of the social enterprise is more improved..

중소제조기업의 직무특성, 지식경영시스템, 직원성과 간의 관계 분석 : 회계정보시스템품질의 조절효과를 중심으로

서용욱,홍정화 한국공인회계사회 2014 회계·세무와 감사 연구 Vol.56 No.3

본 연구는 기술을 기반으로 제품을 생산, 판매하는 중소제조기업의 직원이 담당하는 직무특성, 지식경영시스템구축 및 직원성과의 관계를 분석하였으며, 조절변수로 회계정보시스템을 이용하였다. 회계정보시스템품질은 직무특성과 지식경영시스템구축, 지식경영시스템구축과 직원성과의 관계에서 조절효과를 보이고 있는가를 분석하고자 하였다. 본 연구에서 연구표본은 중소제조기업의 직원을 대상으로 하였으며, 수집한 350부의 설문서를 주로 다중회귀분석법을 이용하여 통계적으로 분석하였다. 실증분석결과로 나타난 주요 내용들을 정리하면 다음과 같다. 첫째, 직무특성 중 구조화를 제외한 적합성, 상호의존성, 자율성, 복잡성은 모두 지식축적에 유의적인 정(+)의 영향을 미치고 있음을 보여주었다. 즉 직무의 적합성이 높을수록, 상호의존성이 높을수록, 자율성이 높을수록 그리고 복잡성이 높을수록 지식축적활동도 높아지고 있었다. 반면에 직무의 구조화는 지식축적에 유의적이지 않았다. 둘째, 직무특성 중 적합성, 복잡성을 제외한 구조화, 상호의존성, 자율성은 모두 지식공유에 유의적인 정(+)의 영향을 미치고 있음을 보여주었다. 즉 직무의 구조화가 높을수록, 상호의존성이 높을수록, 그리고 자율성이 높을수록 지식공유 활동도 높아지고 있었다. 반면에 직무의 적합성과 복잡성은 지식공유에 유의적이지 않았다. 셋째, 지식경영시스템구축 요인인 지식축적과 지식공유 모두 직원의 혁신성과, 업무성과 그리고 업무외성과에 유의적인 정(+)의 영향을 미치고 있었다. 넷째, 직무특성 중 적합성, 상호의존성, 자율성, 복잡성은 혁신성과에 유의적인 정의 영향을 미치고 있었다. 또한 직무특성 중 구조화, 상호의존성, 자율성은 업무성과에 유의적인 정의 영향을 미치고 있었으나, 적합성과 복잡성은 유의적이지 않았다. 또한 구조화, 상호의존성, 자율성은 업무외성과에 유의적이나 적합성과 복잡성은 유의적이지 않아, 직무특성 중 업무성과와 업무외성과에 유의적인 요인은 동일하게 나타났다. 다섯째, 회계정보시스템품질은 지식경영구축요인인 지식축적과 지식공유에 유의적인 정의 영향을 미치고 있으며, 더불어 직원성과인 혁신성과, 업무성과 그리고 업무외성과에도 유의적인 정의 영향을 미치고 있다. 이에 따라 회계정보시스템의 체계적인 설계와 구축은 지식경영시스템이 기능하고 직원성과를 제고하는데 중요한 요소임을 확인하였다. 여섯째, 직무특성이 지식경영시스템 구축요인인 지식축적과 지식공유에 영향을 미칠 때, 회계정보시스템품질이 조절효과를 보이는가를 분석한 결과, 회계정보시스템품질은 전혀 조절효과를 보이지 않는 것으로 나타났다. 또한 지식경영시스템 구축요인이 직원성과인 혁신성과, 업무성과, 업무외성과에 영향을 미칠 때 회계정보시스템품질이 조절효과를 보이는가를 분석한 결과, 회계정보시스템품질은 전혀 조절효과를 보이지 않는 것으로 나타났다. 본 연구결과에 기초한 시사점을 요약하면 다음과 같다. 첫째, 직무특성에 따라 지식경영시스템구축에 미치는 영향정도가 다르기 때문에, 본 연구 결과는 이론적으로 의미 있는 연구로 사료된다. 즉, 직무특성 중 지식경영시스템구축에 중요한 직무특성과 그렇지 않은 직무특성을 확인하였다는 점이다. 둘째, 지식경영시스템구축 요인인 지식축적과 지식공유는 직원의 혁신성과, 업무성과... Corporations have invested in knowledge management systems since knowledge is today’s capital and knowledge capital is one of the most important assets. Today, knowledge management systems are based on information system which is the key in gaining an advantage in decision making and evaluating performance. This study developed and tested on the relationships among job characteristics, knowledge management and employee performance. In particular, moderating effects of accounting information system quality between job traits and knowledge management, and between knowledge management and employee performance have been analyzed. The factors for research variables used in this research are as follows. Structuring, suitability, interdependence, autonomy and difficulty were used for job characteristics’s factors. Knowledge accumulation and sharing were used for factors of knowledge management building. Innovation performance, in-role performance and extra-role performance were used for employee performance’s factors. This study used questionnaires that were collected from 350 employees of 28 relatively small manufacturing companies. Findings of the study are summarized as follows. First, job characteristics such as suitability, interdependence, autonomy and difficulty had exerted significant positive influences on knowledge accumulation. Second, structuring, interdependence, and autonomy had exerted significant positive influences on knowledge sharing, but suitability and difficulty had not exerted significant influences on knowledge sharing. Third, knowledge management factors such as knowledge accumulation and sharing were positively related to employee performance such as innovation, in-role and extra-role performance. Fourth, suitability, interdependence, autonomy and difficulty had exerted significant positive influences on innovation performance. Structuring, interdependence, and autonomy had exerted significant positive influences on in-role performance as well as on extra-role performance. Fifth, accounting information system quality had no moderating effects on the relationship between job characteristics and knowledge management and also between knowledge management and employee performance. Based on these findings, some suggestions are provided. First, we can find out different meaningful job characteristics for knowledge accumulation and knowledge sharing. Second, knowledge management building is a very important factor for an employee’s performance, so companies should try to create new organizational knowledge and to share it with all members in the company. Third, accounting information systems should be changed and be adapted in the corporation’s existing and desired processes and systems. For business success, companies should utilize information resources. Knowledge management system (especially knowledge accumulation and sharing) should be used for information resources such as workforce, time (organizational slack), information and communications technology infrastructure. However, there is no single knowledge management method uniquely suited for all the companies. Therefore, the first important step is to be aware of the need for process and system in creasing the performance of the employees.

경영컨설팅이 직업재활시설 경영성과에 미치는 영향

이임규,나운환,류정진 한국장애인재활협회 2013 재활복지 Vol.17 No.4

본 연구는 경영컨설팅에 대한 인식 및 성과가 균형성과 지표(BSC)에 따라 구성된 직업재활시설의 경영성과와의 관계를 규명하여 직업재활시설의 경영합리화를 지원하는데 있다. 이 연구를 위해 한국장애인직업재활시설협회에 등록된 전국 직업재활시설 456개소(2011년 12월 말 기준)를 대상으로 임의표집방법을 사용하여 선정된 200여개의 시설에 설문조사를 실시하였으며, 실제 조사에 응답한 91개 시설을 대상으로 하였다. 본 연구를 통해 나타는 결과를 요약하면, 첫째, 직업재활시설 경영자의 경영컨설팅에 대한 기대는 마케팅, 회계/재무, 경영관리, 생산/운영, 경영컨설팅 성과 순이며, 둘째, 직업재활시설 경영자의 경영성과에 대한 기대는 내부프로세스성과, 고객만족성과, 재무성과 순으로 나타나며, 내부프로세스성과에 가장 높은 기대를 갖고 있으며, 셋째, 직업재활시설 경영자의 경영컨설팅 인식요인은 고객만족성과에 영향을 미치며 그 중 특히, 경영관리분야에 가장 큰 영향을 미친다. 넷째, 직업재활시설 경영자의 경영컨설팅 인식요인은 내부프로세스성과에 영향을 미치며 그 중 특히, 경영관리분야와 생산/운영분야에서 가장 큰 영향을 미치며, 다섯째, 직업재활시설 경영자의 경영컨설팅 인식요인은 재무성과에 영향을 미치며 그 중 특히, 경영관리분야와 생산/운영분야에서 가장 큰 영향을 미치며, 여섯째, 직업재활시설의 경영 컨설팅 성과는 고객만족성과, 내부프로세스성과, 재무성과에 영향을 미치며, 고객만족성과, 내부 프로세스성과, 재무성과 순이다. The main purpose of this study is to investigate influence of sheltered workshop management consulting on management performance and reflect its outcome in order to improve the rationalization of management at sheltered workshop. The major results of this study that are summarized as follows: First of all, executive of sheltered workshop has expected management consulting. Management performance consist of business management, marketing, accounting/finance, production/operations. Marketing appears to have the highest expectations of these. Second, executive of sheltered workshop has expected management performance. Management performance consists of customer satisfaction Performance, internal process performance, financial performance. Internal process performance appears to have the highest expectations of these. Third, executive of sheltered workshop recognize management consulting that affects customer satisfaction performance. In particular, appears to have the greatest impact on the field of business management. Fourth, management consulting performance of sheltered workshop affects management consulting that affects internal process Performance. In particular, business management, production/operations appear to have the highest affectability better than others of these. Fifth, executive of sheltered workshop recognize management consulting that affects financial performance. In particular, business management, production/operations appear to have the highest affectability better than others of these. Sixth, executive of sheltered workshop recognize management consulting that affects customer satisfaction performance, internal process performance, financial performance. customer satisfaction performance appear to have the highest, financial performance appear to have the lowest.

통합성과관리를 위한 평가결과활용방안에 관한 연구

이윤식(Yoon-Shik Lee),제갈돈(Don Jaegal),김주환(Joo-Hwan Kim),김흥률(Heung-Lyool Kim),윤기석(Ki-Suk Yoon),심광호(Kwang-Ho Sim),박재신(Jae-Shin Park) 한국정책분석평가학회 2005 政策分析評價學會報 Vol.15 No.4

  In Korea, the performance management system has been introduced in the late 1990s. However, due to the lack of the agreement on the concept of performance management, the absence of performance management system and culture in the public sector and the insufficient power and status of the government performance management agency, the performance management system has not been yet firmly established. Therefore, the Participatory Administration is currently preparing the establishment of the integrated performance management system that strengthens the public sector performance management and focuses on the management by evaluation. Under these circumstances, this study attempts to reestablish the concept of performance management that has been used rather confusingly and to discuss about the performance management and the methods of performance evaluation and to suggest specific ways of performance management under the integrated performance management system.   Performance management within the framework of the integrated performance management system is defined to be a series of activities that plan, review, assess and feedback for the purpose of improving the performance of the public sector. Accordingly, all the organization including central agencies should set up a systematic and consistent hierarchy of goals and objectives. The results of evaluation using self evaluation indicators will be reflected on personnel management and budget allocation on the individual as well as organizational level. Since individual and organizational evaluations are conducted based on the principle of relative assessment, the result of divisional and individual evaluation within the department may serve as the objective data for differentiated reward in terms of personnel management and budget allocation. Once the integrated performance management system is implemented, transparency and accountability of government work will be increased and the way the public employees work will change greatly in accordance with an explicit incentive system based upon performance.