김정인 Kim Jungin

DOI: Vol.24(No.2) 1-26, 2017

This research examined the balanced-human resource system and flexible work system in the public institutions, based on decoupling explained by Meyer & Rowan(1977). By using the panel data of 311 public institutions from 2011 to 2015 year, this article found out the increase in the number of public institutions which implemented balanced-human resource system and flexible work system, but public institutions actually decouple their practices from their formal structures and institutions. In addition, institutional decoupling was significantly influenced by external and internal environmental factors. More specifically, in terms of external factors, when there were stronger dependence of public institutions on government; public institutions delivered indirectly public service to people; they produce more highly marketable product; they had more powerful manpower substitutability, there was increase in probability of decoupling emergence in the balanced-human resource system and flexible work system. Additionally, the ratio of women manpower to total employees and the existence of union would be critical factors to affect the institutional decoupling as internal factors. Accordingly, this research will present us with some implications for successful implementation of human-resource management system.

디커플링, 균형인사제도, 유연근무제, Decoupling in the Public Institutions, Balanced-Human Resource System, Flexible Work System

윤수재 Yoon Sujae , 조태준 Cho Taejun

DOI: Vol.24(No.2) 27-60, 2017

This study has two objectives, including developing the items to measuring ODA`s self-evaluation in using meta-evaluation and suggesting some alternatives improving ODA activities. Based on the literature in the fields of ODA, meta-evaluation, and self-evaluation, this study develops some measurement items for the purpose of conducting meta-evaluation. In addition, this study conducts meta-evaluation to examines 27 ODA reports in using the self-evaluation. Conducting the evaluation, this study suggests some alternatives, including the development of performance monitoring system, evaluation experts, meta-evaluation items, and measure instruments for efficiency in the field of ODA.

공적개발원조, 국제개발협력, 메타평가, 자체평가, ODA(official development assistance), international development and cooperation, meta-evaluation, self-evaluation

박현주 Park Hyun-ju

DOI: Vol.24(No.2) 61-83, 2017

This paper aims at examining the types of perceptions on illegal dumping by using Q-methodology, and exploring the applicability of nudge approach as a complement of policy regulation. Nudge is a way of altering human behavior in a predictable direction without forbidding any options or significantly changing their economic incentives, by well-designed circumstance. As an aspect of market segmentation, dividing policy target groups, according to their interests and attention, could improve policy compliance and support to achieve policy goals ultimately. Q-methodology is a scientific method for identifying individual subjectivity. Three different types of perceptions were identified from the examination, which is analyzed by using PQ-Method. The types were labeled as `Shameless,` `attention-conscious,` `exemplary.` This paper suggests that nudge could be a way to overcome the limitations of coercive government intervention to solve illegal trash dumping problem, and be applied any other policy problems.

쓰레기 불법투기, 넛지, Q 방법론, 시장세분화, Illegal Dumping, Nudge, Q-methodology, Market Segmentation

홍병윤 Hong Byeong-yun

DOI: Vol.24(No.2) 85-110, 2017

The purpose of this study is to evaluate the value of the system and to present the desirable direction by analyzing the system of work - life balance support system which is rapidly spreading to public and private organizations. As a result, WLB support system has significant effect on organizational effectiveness. Especially, the influence of emotional and health support system and growth support system was relatively high among sub factors. Organizational members were more interested in health and personal development support systems beyond basic family-friendly systems in terms of preparing emotional stability, health and uncertain future. These results can be used as a way to optimize `input vs. output` in terms of organizational effectiveness when determining the priority of system introduction with limited resources. In addition, we can confirm that the utility of WLB support system is accepted positively by the organization and that the growth direction of the system is consistent with basic human desire path. However, because the system is still regarded as a cost in the private sector, it can not be said to have been settled throughout the organization, and it is evaluated as a system that should be continuously supplemented and fostered in the future.

일과 삶의 균형, 조직효과성, 직무만족, 조직몰입, work-life balance, organizational effectiveness, job satisfaction, organizational commitment

문영주 Moon Young-joo

DOI: Vol.24(No.2) 111-134, 2017

The purpose of this study was to compare experts from the public sector with those from the private sector in the perceptions of case management performance and outcomes. For that purpose, the investigator a mail survey with case management experts in the public and private sector in Busan and Gyeongnam Province on September 15~October 15, 2014. Total 1,108 questionnaires were distributed, and 871 were returned. After excluding the ones whose responses were insincere, the investigator used total 858 questionnaires in the final latent means analysis. The findings were as follows: First, the experts in the public sector had a higher perception of case management performance than their counterparts in the private sector in the aspects of identification of subjects, initial counseling, assessment survey of needs and risks, and service provision plans. Secondly, the experts in the private sector had a higher perception of case management outcomes than their counterparts in the public sector in the aspects of integration such as alleviating service overlapping and omission and reducing the blind spots of welfare. Based on those findings, the study provided implications for the successful performance of community-centered case management throughout public-private partnership.

통합사례관리 수행, 공공 부문, 민간 부문, 민관협력, 잠재평균분석, case management performance, public sector, private sector, public-private partnership, latent means analysis

김병수 Kim Byeongsu

DOI: Vol.24(No.2) 135-155, 2017

This article analyzes the impact of a career background of the CEO of state-owned companies on the level of policy contribution and work efficiency. The background of the CEOs is classified into an insider, a politician, a public administrative officer, and a private worker according to their career. The level of policy contribution is measured by the score of `Policy enforced by the government` in the management performance assessment of the state-owned companies for 2011 - 2014. The level of work efficiency is measured by the score of `Work Efficiency` in the in the management performance assessment of the state-owned companies for 2011 - 2014. This article takes CEO`s term, history of the state-owned company, debt-to-asset ratio, the number of employees, the amount of the asset into consideration for control variables. Year and companies are also considered for the fixed effect. The research subjects of this article are 27 state-owned companies in Korea for 4 years(the total number of observation is 108). The conclusion of the analysis is as following. The score of `Policy enforced by the government` from the CEOs having political or private work experience is inferior to that of it from the CEOs who are promoted in the inside. The CEOs from the politic background have the lowest performances on policy contribution. Especially, the score of `Policy enforced by the government` from the CEOs who have political background is getting worse as the CEOs` term increases. Similarly, The score of `Work Efficiency` from the CEOs who were politicians or public administrative officers work experience is inferior to that of it from the CEOs who are promoted in the inside. The CEOs from the politic background also have the lowest performances on work efficiency.

공기업, CEO, 출신배경, 재임기간, 책임성, 정부권장정책, 효율성, 업무효율, State-owned Company, Background, Term, Policy Contribution, Work, Efficiency

전미선 Jeon Mi Sun , 전영준 Jun Yeongjun

DOI: Vol.24(No.2) 157-188, 2017

Even after 17 years since the introduction of the pay-for-performance system, the government has faced continually lots of problems such as the opposition of civil servants and the so-called “sharing type distribution.” In order to mitigate the negative effects of the incentive system, it is necessary to make an approach to the cognitive the cognitive dimension of the members. The self-efficacy is one of the factors related to the cognition of organizational members, which is an important concept that can improve the productivity of any organization by linking individual ability to his desirable behavior. Taking the articles published until now into consideration, the studies that set the self-efficacy as a moderating variable or as a mediating variable are relatively common, but there are not many studies that have set the self-efficacy as a independent variable. In particular, there are little empirical studies of the public sector members. Therefore, it is needed to focus on whether any positive interaction effects between the self-efficacy and the pay-for-performance system would be or not. This research utilizes mainly the results of the analysis of the questionnaires distributed to korean civil servants to ascertain whether self-efficacy affects positively on job satisfaction and personal performance, and whether pay-for-performance system positively moderates such relationships. As the results of the analysis, It is revealed that self-efficacy positively affects job satisfaction and personal performance. On the other hand, the moderating effect of pay-for-performance is revealed to increase the positive influence on the relationship between self-efficacy and job satisfaction only when the degree of the appropriateness of pay-for-performance scale is high. In conclusion, This study shows that the organizational productivity can change positively according to how to make the self-efficacy create synergy effects with the incentive system.

자기효능감, 성과급, 직무만족, 개인성과, self-efficacy, pay-for-performance, job satisfaction, personal performance

권향원 Kwon Hyangwon , 김성민 Kim Sung-min , 한수정 Han Soojeong

DOI: Vol.24(No.2) 189-216, 2017

This study explored whether `deliberative governance` is undergoing friction by some `impeding factors` in Korea. Specifically, the researchers attempted an exploratory categorization by analyzing the meta-analysis of the impeding factors from about 66 cases of `deliberative governance` that were considered to be ineffective in Korea. For this purpose, various data such as existing research papers, newspaper articles, and policy reports surrounding the cases were collected as `textual data`, and the factors of inhibition were extracted through the qualitative coding, and categorized for theorization. As a result of the analysis, it can be concluded that (a) the nature of the problem to be addressed by governance, (b) the structure and composition of governance, (c) the process of governance operation and communication (D) Four categories of derived decisions and feedback were derived, and the lower inhibitory factors in each category were also identified.

숙의 거버넌스/숙의민주주의, 저해요인/실패요인, 질적 메타분석, 질적연구방법론, Deliberative Governance, Impediments, Qualitative Meta-analysis, Qualitative Analysis

송정안 Song Jeong An , 이혜영 Lee Hye Young

DOI: Vol.24(No.2) 217-242, 2017

We examined how volunteering institutions had been evolved and changed in UK in the period of 1998 to 2013. Volunteering institution was formalized in 1998 under the Compact between the government and the third sector. However, it started to be dismantled when Big Society was introduced by the Conservatives as they took office in 2010. When analyzed in a lens of `institutional layering` from historical institutionalism, it was found out that the volunteering institutional changes had come out as a result of unequal growing among two different layered volunteering institutions. In addition, changes in ideas regarding the relationship between the government and civil society, and a typical structure of civil society as of public welfare retrenchment made volunteering institutions far more availing itself to this change. Finally, policy implications for Korea were discussed.

자원봉사, 복지국가, 거버넌스, 제도층화, Volunteering, Welfare State, Governance, Institutional Layering