본 연구의 목적은 현재 외사경찰의 직무효과성에 영향을 미치는 요인들을 실증적으로 고찰해 보는 것이다. 이를 위해서 직무효과성에 관한 이론적 연구와 선행연구에 대한 검토를 하였고 이를 토대로 분석틀과 가설을 설정한 후 전국 외사경찰관의 30%에 해당하는 314명의 외사경찰관들을 대상으로 설문조사를 실시하였다. 회수된 설문지는 빈도분석, 상관관계분석, 계층적 회귀분석, ...
본 연구의 목적은 현재 외사경찰의 직무효과성에 영향을 미치는 요인들을 실증적으로 고찰해 보는 것이다. 이를 위해서 직무효과성에 관한 이론적 연구와 선행연구에 대한 검토를 하였고 이를 토대로 분석틀과 가설을 설정한 후 전국 외사경찰관의 30%에 해당하는 314명의 외사경찰관들을 대상으로 설문조사를 실시하였다. 회수된 설문지는 빈도분석, 상관관계분석, 계층적 회귀분석, t-test(검증) 등을 실시하였는데, 이를 분석한 결과를 요약하면 다음과 같다. 첫째, 외사경찰의 대부분이 순경 공채출신이고, 10년 이상 장기 근무자는 매우 적은 반면, 절반 이상이 3년 미만인 것으로 나타났다. 또한, 연구대상자의 ⅓ 가량이 외사전문교육을 전혀 받지 않은 것으로 나타났다. 둘째, 외사경찰은 늘어나는 외사치안 업무에 비해 근무인원이 크게 부족하여 주 평균 초과근무시간이 많은 것으로 나타났다. 그러나 외사경찰의 직무만족도는 높이 나타났고, 응답자의 대부분이 외사경찰로 계속 근무하고 싶은 것으로 나타났다. 셋째, 가설검증 결과, 국제공조수사와 국제교류협력 등 외사경찰의 업무환경은 외사경찰의 직무효과성에 영향을 미치고 있는 것으로 분석되었다. 외사경찰의 조직체계에 있어서 교육훈련과 인사제도․리더십․예산규모는 직무효과성에 영향을 미치고 있는 것으로 분석되었으나, 조직구조는 영향을 미치지 않는 것으로 나타났다. 외사경찰의 개인적 특성에서 근무경력과 외국어 구사능력은 직무효과성에 영향을 미치고 있는 것으로 분석되었으나, 학력수준과 개인업무량은 영향을 미치지 않는 것으로 나타났다. 넷째, 외사경찰들은 현재 국제공조수사와 국제교류협력이 원활하게 이루어지지 않고 있다고 인식하고 있으며, 많은 외사경찰이 외사경찰 조직구조가 독립적으로 이루어져 있지 않다고 인식하고 있었다. 또한 외사경찰의 직무교육이 충분하지 않다고 인식하고 있으며, 인사제도 역시 공정하고 합리적으로 운영되고 있지 않다고 인식하고 있었다. 한편 외사경찰들은 상관의 지휘․감독이 민주적이지 않고, 예산규모 또한 충분하지 않다고 인식하고 있는 것으로 나타났다. 다섯째, 외사경찰의 직무효과성 영향요인을 알아 본 결과, 외사경찰의 업무환경과 조직체계, 개인적 특성 요인만을 투입한 <모델 1>에서는, 리더십과 근무경력이 직무효과성에 가장 크게 영향을 미치는 것으로 나타났다. 또한 외사경찰의 업무환경과 조직체계 그리고 개인적 특성 요인과 통제요인이 투입된 <모델 2>을 분석한 결과, 리더십과 예산규모, 근무경력이 직무효과성에 가장 크게 영향을 미치는 요인인 것으로 파악되었다. 이러한 분석결과를 바탕으로 다음과 같은 정책제언을 하고자 한다. 첫째, 경찰 고위층 및 외사경찰 간부의 리더십 행태가 탈권위적이고 민주적으로의 변화가 시급하다. 둘째, 외사경찰의 전문성 확보를 위해 직무교육․인사제도에 관한 획기적인 개선방안이 필요하다. 외사경찰 전문교육을 한 곳에서 체계적으로 교육을 할 수 있는 가칭 “외사경찰 교육센터”의 설치를 적극 검토하고, 외사경찰의 선발과 보직관리 등 인사절차의 명확한 기준을 설정하는 등 법과 제도를 정비할 필요가 있다. 셋째, 외사기능에서 오래 근무할 수 있는 여건 조성이 필요하다. 이를 위해 “외사경과” 신설 및 외사기획․정보․수사 등 “전문특기자 우대제도” 도입 등 제도적 장치 마련이 필요하다고 볼 수 있다. 넷째, 국제공조수사와 국제교류협력을 강화하고 이에 대한 범정부적인 차원의 뒷받침이 필요하다. 다섯째, 외사경찰의 인력증원과 외사경찰 조직의 확대 및 정비가 필요하다. 외사인력은 늘어나는 체류외국인과 외국인 범죄와 비례하여 연차적으로 전체 경찰관 정원의 2% 정도로 증원하는 것이 바람직하다고 본다. 또한 현재 외사과가 설치되지 않은 11개 지방경찰청에 외사과를 신설하고, 외사계가 없는 경찰서에도 체류외국인이 많거나 외국인 범죄가 급증하는 곳에는 우선적으로 외사계를 신설하여야 한다. 여섯째, 국내․외 유관기관과의 협력을 강화하고 국제 치안활동에 적극적으로 참여할 필요성이 있다. 외사경찰의 직무효과성을 높이기 위해서는 위에서 거론된 문제점이 해소되고 정책제안이 받아 들여져야 하겠지만, 무엇보다도 외사경찰들이 자발적으로 문제를 찾아서 해결하는 능력을 키우는 등 외사경찰 스스로 직무몰입도를 높이는데 노력하는 것이 더 중요하다고 생각한다.
본 연구의 목적은 현재 외사경찰의 직무효과성에 영향을 미치는 요인들을 실증적으로 고찰해 보는 것이다. 이를 위해서 직무효과성에 관한 이론적 연구와 선행연구에 대한 검토를 하였고 이를 토대로 분석틀과 가설을 설정한 후 전국 외사경찰관의 30%에 해당하는 314명의 외사경찰관들을 대상으로 설문조사를 실시하였다. 회수된 설문지는 빈도분석, 상관관계분석, 계층적 회귀분석, t-test(검증) 등을 실시하였는데, 이를 분석한 결과를 요약하면 다음과 같다. 첫째, 외사경찰의 대부분이 순경 공채출신이고, 10년 이상 장기 근무자는 매우 적은 반면, 절반 이상이 3년 미만인 것으로 나타났다. 또한, 연구대상자의 ⅓ 가량이 외사전문교육을 전혀 받지 않은 것으로 나타났다. 둘째, 외사경찰은 늘어나는 외사치안 업무에 비해 근무인원이 크게 부족하여 주 평균 초과근무시간이 많은 것으로 나타났다. 그러나 외사경찰의 직무만족도는 높이 나타났고, 응답자의 대부분이 외사경찰로 계속 근무하고 싶은 것으로 나타났다. 셋째, 가설검증 결과, 국제공조수사와 국제교류협력 등 외사경찰의 업무환경은 외사경찰의 직무효과성에 영향을 미치고 있는 것으로 분석되었다. 외사경찰의 조직체계에 있어서 교육훈련과 인사제도․리더십․예산규모는 직무효과성에 영향을 미치고 있는 것으로 분석되었으나, 조직구조는 영향을 미치지 않는 것으로 나타났다. 외사경찰의 개인적 특성에서 근무경력과 외국어 구사능력은 직무효과성에 영향을 미치고 있는 것으로 분석되었으나, 학력수준과 개인업무량은 영향을 미치지 않는 것으로 나타났다. 넷째, 외사경찰들은 현재 국제공조수사와 국제교류협력이 원활하게 이루어지지 않고 있다고 인식하고 있으며, 많은 외사경찰이 외사경찰 조직구조가 독립적으로 이루어져 있지 않다고 인식하고 있었다. 또한 외사경찰의 직무교육이 충분하지 않다고 인식하고 있으며, 인사제도 역시 공정하고 합리적으로 운영되고 있지 않다고 인식하고 있었다. 한편 외사경찰들은 상관의 지휘․감독이 민주적이지 않고, 예산규모 또한 충분하지 않다고 인식하고 있는 것으로 나타났다. 다섯째, 외사경찰의 직무효과성 영향요인을 알아 본 결과, 외사경찰의 업무환경과 조직체계, 개인적 특성 요인만을 투입한 <모델 1>에서는, 리더십과 근무경력이 직무효과성에 가장 크게 영향을 미치는 것으로 나타났다. 또한 외사경찰의 업무환경과 조직체계 그리고 개인적 특성 요인과 통제요인이 투입된 <모델 2>을 분석한 결과, 리더십과 예산규모, 근무경력이 직무효과성에 가장 크게 영향을 미치는 요인인 것으로 파악되었다. 이러한 분석결과를 바탕으로 다음과 같은 정책제언을 하고자 한다. 첫째, 경찰 고위층 및 외사경찰 간부의 리더십 행태가 탈권위적이고 민주적으로의 변화가 시급하다. 둘째, 외사경찰의 전문성 확보를 위해 직무교육․인사제도에 관한 획기적인 개선방안이 필요하다. 외사경찰 전문교육을 한 곳에서 체계적으로 교육을 할 수 있는 가칭 “외사경찰 교육센터”의 설치를 적극 검토하고, 외사경찰의 선발과 보직관리 등 인사절차의 명확한 기준을 설정하는 등 법과 제도를 정비할 필요가 있다. 셋째, 외사기능에서 오래 근무할 수 있는 여건 조성이 필요하다. 이를 위해 “외사경과” 신설 및 외사기획․정보․수사 등 “전문특기자 우대제도” 도입 등 제도적 장치 마련이 필요하다고 볼 수 있다. 넷째, 국제공조수사와 국제교류협력을 강화하고 이에 대한 범정부적인 차원의 뒷받침이 필요하다. 다섯째, 외사경찰의 인력증원과 외사경찰 조직의 확대 및 정비가 필요하다. 외사인력은 늘어나는 체류외국인과 외국인 범죄와 비례하여 연차적으로 전체 경찰관 정원의 2% 정도로 증원하는 것이 바람직하다고 본다. 또한 현재 외사과가 설치되지 않은 11개 지방경찰청에 외사과를 신설하고, 외사계가 없는 경찰서에도 체류외국인이 많거나 외국인 범죄가 급증하는 곳에는 우선적으로 외사계를 신설하여야 한다. 여섯째, 국내․외 유관기관과의 협력을 강화하고 국제 치안활동에 적극적으로 참여할 필요성이 있다. 외사경찰의 직무효과성을 높이기 위해서는 위에서 거론된 문제점이 해소되고 정책제안이 받아 들여져야 하겠지만, 무엇보다도 외사경찰들이 자발적으로 문제를 찾아서 해결하는 능력을 키우는 등 외사경찰 스스로 직무몰입도를 높이는데 노력하는 것이 더 중요하다고 생각한다.
The objective of this study is to figure out the factors which influence the job effectiveness of the current foreign-affairs police officers through a positive study. For such a purpose, the theoretical and precedent studies related to the job effectiveness have been reviewed. An analytical model a...
The objective of this study is to figure out the factors which influence the job effectiveness of the current foreign-affairs police officers through a positive study. For such a purpose, the theoretical and precedent studies related to the job effectiveness have been reviewed. An analytical model and hypotheses have been established based on literature reviews. Also, a survey has been executed for 314 foreign-affairs police officers who are ⅓ of the total throughout the country. The returned questionnaires have been analyzed by using the frequency analysis, the correlation analysis, the hierarchical regression analysis and the t-test. The results of such analyses and tests can be summarized as follows. Firstly, most of the foreign-affairs police officers were recruited through the open recruitment for police constables. Also, it has been found that only a few of them have worked for more than ten years, while more than a half of them have worked for less than three years. It has been found that about ⅓ of them have never received any kind of education for their works related to the foreign affairs. Secondly, the number of foreign-affairs police officers are far below than the increasing amount of foreign affairs. It has been found that even though the average amount of excessive working hours for each week has been increased, the level of job satisfaction of the foreign-affairs police officers has actually increased. Most of the respondents have replied that they want to keep working as foreign-affairs police officers. Thirdly, the results of the hypotheses test, it have shown analyzed that the working environment of the foreign-affairs police officers for international cooperative investigation and exchange programs influence the job effectiveness of the foreign-affairs police officers. For the organizational system of the foreign-affairs police officers, it has been analyzed that training, personnel system, leadership and budget estimation influence the job effectiveness of foreign-affairs police officers. However, it has been found that the organizational structure has no such an influence on the job effectiveness. It has been analyzed that individual careers path and foreign language skills influence his or her job effectiveness among the characteristics of the foreign-affairs police officers. However, it has been found that one's academic background and personal amount of works do not influence his or her job effectiveness. Fourthly, the foreign-affairs police officers believe that such factors as international cooperative investigation and exchange programs are not actively executed at present. Many foreign-affairs police officers think that their organizational structure has not been independently established. Also, they think that the level of educational training for the foreign-affairs police officers is not enough. It has been found that the personnel system is not being operated fairly and reasonably. In addition, the foreign-affairs police officers believe that the direction and supervision of their superiors are not democratic and also believe that the size of their budget is not enough. Fifthly, regarding the influencing factors for the job effectiveness of the foreign-affairs police officers, it has been found that such factors as leadership and career path influence the job effectiveness the most after analyzing which consists of the working environment, the organizational structure and the personal characteristics of the foreign-affairs police officers. Also, it has been identified that such factors as leadership, budget size and career path influence the job effectiveness the most after analyzing which consists of the working environment, the organizational structure and the personal characteristics of the foreign-affairs police officers together with the controling factors. Based on such results of analysis, the following polices could be suggested. Firstly, it is necessary for the leadership of the high-ranking police officers and the executives to become more democratic. Secondly, in order to secure expertise for the foreign-affairs police officers, it is necessary to establish an innovative method of improvement for the job training and the personnel system. It is necessary to actively consider the establishment of the "Training Center for Foreign-Affairs Police Officers" (tentatively named) in order to execute the training programs for the foreign-affairs police officers systematically in one place. It is necessary to organize the related laws and systems by establishing a clear standard for the personnel procedure regarding the selection, assignment and promotion management of the foreign-affairs police officers. Thirdly, it is necessary to establish the conditions which enable the foreign-affairs police officers to keep their jobs for a long time. For such a purpose, it is necessary to provide certain systematic tools including the new establishment of the "foreign-affairs Section" and the introduction of the "Preference System for Specialists" which is for such fields as planning, information and investigation in regard to the foreign affairs. Fourthly, it is necessary to reinforce the level of international cooperative investigation and exchange cooperation. For such a purpose, it is necessary for the government to fully support the process and also, it is necessary to continuously sign MOUs with the foreign police institutions. It is important to help reinforce the police system in such regions as Middle East and Eastern Europe where there are no resident police officers. It is necessary for the government to actively increase the number of necessary employees and the budget required for the process. Fifthly, it is necessary to increase the number of foreign-affairs police officers. It is also necessary to expand and organize the foreign-affairs section. I believe that it is appropriate to increase the number of foreign-affairs police officers annually by 2% compared to the total number of police officers throughout the country in proportion to the increasing number of resident foreigners and crimes done by foreigners. Sixthly, it is necessary to reinforce the level of cooperation with foreign and domestic competent authorities. Also, it is necessary for the police authorities to actively participate in the international activities for security. In order to increase the job effectiveness of the foreign-affairs police officers, all the problems which have been mentioned above has to be solved and the proposals for necessary policies has to be considered. However, the most important thing which must be done first is that the foreign-affairs police officers try to increase their level of concentration at work by identifying and solving problems voluntarily.
The objective of this study is to figure out the factors which influence the job effectiveness of the current foreign-affairs police officers through a positive study. For such a purpose, the theoretical and precedent studies related to the job effectiveness have been reviewed. An analytical model and hypotheses have been established based on literature reviews. Also, a survey has been executed for 314 foreign-affairs police officers who are ⅓ of the total throughout the country. The returned questionnaires have been analyzed by using the frequency analysis, the correlation analysis, the hierarchical regression analysis and the t-test. The results of such analyses and tests can be summarized as follows. Firstly, most of the foreign-affairs police officers were recruited through the open recruitment for police constables. Also, it has been found that only a few of them have worked for more than ten years, while more than a half of them have worked for less than three years. It has been found that about ⅓ of them have never received any kind of education for their works related to the foreign affairs. Secondly, the number of foreign-affairs police officers are far below than the increasing amount of foreign affairs. It has been found that even though the average amount of excessive working hours for each week has been increased, the level of job satisfaction of the foreign-affairs police officers has actually increased. Most of the respondents have replied that they want to keep working as foreign-affairs police officers. Thirdly, the results of the hypotheses test, it have shown analyzed that the working environment of the foreign-affairs police officers for international cooperative investigation and exchange programs influence the job effectiveness of the foreign-affairs police officers. For the organizational system of the foreign-affairs police officers, it has been analyzed that training, personnel system, leadership and budget estimation influence the job effectiveness of foreign-affairs police officers. However, it has been found that the organizational structure has no such an influence on the job effectiveness. It has been analyzed that individual careers path and foreign language skills influence his or her job effectiveness among the characteristics of the foreign-affairs police officers. However, it has been found that one's academic background and personal amount of works do not influence his or her job effectiveness. Fourthly, the foreign-affairs police officers believe that such factors as international cooperative investigation and exchange programs are not actively executed at present. Many foreign-affairs police officers think that their organizational structure has not been independently established. Also, they think that the level of educational training for the foreign-affairs police officers is not enough. It has been found that the personnel system is not being operated fairly and reasonably. In addition, the foreign-affairs police officers believe that the direction and supervision of their superiors are not democratic and also believe that the size of their budget is not enough. Fifthly, regarding the influencing factors for the job effectiveness of the foreign-affairs police officers, it has been found that such factors as leadership and career path influence the job effectiveness the most after analyzing which consists of the working environment, the organizational structure and the personal characteristics of the foreign-affairs police officers. Also, it has been identified that such factors as leadership, budget size and career path influence the job effectiveness the most after analyzing which consists of the working environment, the organizational structure and the personal characteristics of the foreign-affairs police officers together with the controling factors. Based on such results of analysis, the following polices could be suggested. Firstly, it is necessary for the leadership of the high-ranking police officers and the executives to become more democratic. Secondly, in order to secure expertise for the foreign-affairs police officers, it is necessary to establish an innovative method of improvement for the job training and the personnel system. It is necessary to actively consider the establishment of the "Training Center for Foreign-Affairs Police Officers" (tentatively named) in order to execute the training programs for the foreign-affairs police officers systematically in one place. It is necessary to organize the related laws and systems by establishing a clear standard for the personnel procedure regarding the selection, assignment and promotion management of the foreign-affairs police officers. Thirdly, it is necessary to establish the conditions which enable the foreign-affairs police officers to keep their jobs for a long time. For such a purpose, it is necessary to provide certain systematic tools including the new establishment of the "foreign-affairs Section" and the introduction of the "Preference System for Specialists" which is for such fields as planning, information and investigation in regard to the foreign affairs. Fourthly, it is necessary to reinforce the level of international cooperative investigation and exchange cooperation. For such a purpose, it is necessary for the government to fully support the process and also, it is necessary to continuously sign MOUs with the foreign police institutions. It is important to help reinforce the police system in such regions as Middle East and Eastern Europe where there are no resident police officers. It is necessary for the government to actively increase the number of necessary employees and the budget required for the process. Fifthly, it is necessary to increase the number of foreign-affairs police officers. It is also necessary to expand and organize the foreign-affairs section. I believe that it is appropriate to increase the number of foreign-affairs police officers annually by 2% compared to the total number of police officers throughout the country in proportion to the increasing number of resident foreigners and crimes done by foreigners. Sixthly, it is necessary to reinforce the level of cooperation with foreign and domestic competent authorities. Also, it is necessary for the police authorities to actively participate in the international activities for security. In order to increase the job effectiveness of the foreign-affairs police officers, all the problems which have been mentioned above has to be solved and the proposals for necessary policies has to be considered. However, the most important thing which must be done first is that the foreign-affairs police officers try to increase their level of concentration at work by identifying and solving problems voluntarily.
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