韓國 天主敎會 本堂 事務職員 人事 管理에 關한 硏究 = (A) study on personnel management of the Parish office worker in the Korean Catholic Church

다국어 초록 (Multilingual Abstract)

The purpose of this study is to inquire about and analyze the present day situation of the administration of office workers in the universal church the local diocesean chrurch and in each parish; and to search for ways to improve the efficiency of the church in areas where improvement is necessary.
Decumented studies of modern society have analyzed and sythesised the role of the church office worker and his functions and how they are administered. For additional proof a survey was taken from january 5 to February 3, 1992 in which a questionaire was mailed to every office worker in the country.
Analysis of the results of this questionaire follow, 1st. Even though parish administration varies according to the different types of office work, the office woker is responsible for, his character and capability, various important parish works are entrusted to him, and because important points are overlooked a systematic administration of the office worker in not achieved.
2nd: There are no rules for the selection and administration of the office worker and this is done at the temporary expedience of the pastor. The office worker is appointed by the pastor and he is over worked and constantly harrassed by the pastor and he duties and is filled with discontent.
3rd: The office worker feels keenly the need for education to develop his skills, and feel that and a diocesean level the content, method and opoortunity for practical education is deficient. His varied and overburdening duties are not taken into account and not reflected in promotions.
4th: Because there is no basic rule regarding salaries there is no equity, and a system of low salaries, insufficient benefits, no guaranteed living wage, inadequate retirement benefits, and deprivation of days off and vacation is the cause of anxiety and discontent and leads to their quiting.
5th: The authoritarian and self rightous direction of the pastor, the selfishness, incompetence and lack of understanding of the parish sister and the relationship with parish council members who disregard their faith and demand only sucessful results be accomplished, leads to disagreements and causes the office worker to feel insecure, thus he is looking for a position that has a guarenteed severence policy, and he wishes to organize a labor union.
In the final analysis, the aim of this study of the parish is to examine the problem and to boldly try to make improvements. The direction in order to do this are presented ad follows.
1st: The parish adiministration must recognize the importance of the office worker, it must pay the office worker, not as a day laborer but as a church diocesean emplouyee, achieving effective administration by the full use of its human resourses.
2nd: The diocse should set up rules and job descriptions for the selection of office workers, the parish should select the necessary personel to handle the business affairs of the parish in an opoen manner, employ them as diocesean empoloyees, guarantee their plsition and provide for the necessary ongoing education needed to carry out their apporpriate duties.
3rd: The parish shall arrange for the onoging education of the parish office worker in practical business affairs, and for spiritual retreats to develop their spiritual life thus giving a lift to their spirits and a raise in their status.
4th: The baqsic ssalary should be according to that of a Government official and welfare benefits should enable him to support himself and his family comfortably. After he retires a system of retirement benefits should be set up that would enable him to live without worry and because he is not a machine a thim for rest must be probided to him.
5th: The pastor, the parish sister and the parish council must cooperate in th formation of human relations that treat each office worker as an individual. Even after retirement age is reached, if the individual wants, consideation should be given to him that would enable him to engage in small matters, and office workers must take the lead in the establishment and formation of spiritual meetings. By accepting the ideas presented above for the improvement of the parish office worker, the better use of human resourses and their administration, the status of the office worker will improve and the more prefect performance of his duties will resulot in the development of the parish.
In addition the study shows that in the korean church, even though each parish differed in its administration of the office worker, those that replied in a negative way and gave inaccurate replies were influenced by regional differences. This syudy is unable to express diverse and complex variable factors. Therfor this study of the church's administration of it's human resourse is merely an attempt to make a diognastic study of the administration of the parish office worker that will have some significence. This is the opportune time for more convincing research to be achieved in this field of study.

목차 (Table of Contents)

• 목차
• 第1章 序 論 = 1
• 第1節 硏究의 目的 = 1
• 1. 硏究의 必要性 = 1
• 2. 硏究의 目的 = 3
• 第2節 硏究의 方法및 範圍 = 4
• 第2章 敎會와 本堂 = 5
• 第1節 敎會 = 5
• 1. 敎會의 本質 = 5
• 2. 敎會의 建設要素 = 6
• 3. 敎會의 構造原理와 補助原理 = 7
• 第2節 本 堂 = 10
• 1. 本堂의 槪念 = 10
• 2. 本堂의 由來(起原) = 11
• 3. 本堂의 性格 = 16
• 4. 本堂의 機能 = 17
• 5. 本堂의 構造 = 18
• 第3節 本堂의 運營 = 25
• 1. 本堂 運營의 重要性 = 25
• 2. 效率的인 本堂 運營 管理 = 27
• 3. 本堂 運營의 諸規程 = 29
• 4. 本堂의 人事管理 및 財政管理 = 31
• 第3章 本堂 事務職員의 人事管理 分析 = 34
• 第1節 人的資源 管理의 理論 = 34
• 1. 人的資源의 確保管理 = 36
• 2. 人的資源의 開發管理 = 37
• 3. 人的資源의 報償管理 = 40
• 4. 人的資源의 維持管理 = 42
• 第2節 本堂 人事職員의 人事管理 = 45
• 1. 事務職員(事務長)의 業務 = 45
• 2. 本堂의 事務管理 = 46
• 3. 本堂의 聖務管理 = 50
• 4. 本堂 財務管理 = 51
• 5. 敎區報告 管理 = 52
• 第3節 本堂 事務職員의 人事管理 現況 分析 = 54
• 1. 標本의 選定과 特性 = 54
• 2. 本堂 事務職員의 人事管理 分析 = 60
• 第4章 本堂 事務職員의 人事管理의 問題点 및 改善方向 = 107
• 第1節 本堂 事務職員 人事管理上의 問題點 = 107
• 第2節 本堂 事務職員 人事管理上의 改善方向 = 109
• 第5章 要約 및 結論 = 113
• 參考文獻 = 116
• 본당 내의 사무직원에 관한 설문서 = 119
• ABSTRACT = 121