大學行政公務員의 能力向上에 관한 硏究 : 진주지역의 국립대학을 중심으로

崔龍夫 慶尙大學校 行政大學院 2005 국내석사

地方政府의 行政組織文化에 관한 硏究

양정현 慶尙大學校 行政大學院 2005 국내석사

The purpose of this study is to understand the cultural characteristics of administrative organizations, empirically analyze the influences of organizational culture on job satisfaction and organizational committment and present the basic data and materials for successful establishment of a new management technique, system and the like. All these are based on the perception of local civil servants on the administrative organizational culture. To achieve the aforementioned purpose, the influences have been measured in terms of the following four types of organizational culture categorized by a competition value model: group culture, rational culture, developing culture and hierarchial culture. The target in this empirical study was 364 local civil servants from six local governments within South Gyeongsang Province (South Gyeongsang Province, Changwon City, Sacheon City, Kimhae City, Hadong-Gun and Hapcheon-Gun). The results obtained in this study are summarized as follows: First, the differences in the types of organizational culture perceived according to individual features were shown to exist partially, depending on civil servant's age and class of position. However, there were no differences depending on the period of service and job category. Secondly, as a result of applying the types of organizational culture that were classified by a competition value model to the administrative organizations of six local governments within South Gyeongsang Province, they showed slightly stronger culture than average overall. Meanwhile, hierarchial culture and developing culture were stronger. Thirdly, all the four culture types, namely, group culture, rational culture, developing culture and hierarchial culture showed differences among the local governments. In the comparison of broad area local governments and basic local governments, the organizational culture of the basic local governments can be slightly stronger culture than average. Above all, rational culture, developing culture and hierarchial culture were stronger. Fourthly, differences were shown in only developing culture with regard to the types of organizational culture among departments with different functions within a local government. Fifthly, in terms of the relationship between the types of organizational culture and job satisfaction and organizational committment, job satisfaction was highly related to group culture. Meanwhile, the relation between job satisfaction and hierarchial culture was the lowest. Organizational committment was the highest in relation with rational culture and showed the lowest relation with group culture. Concerning the influences of organizational culture on job satisfaction and organizational commitment, the job satisfaction was the highest, when perceived as group culture, followed by developing culture and hierarchial culture. In terms of organizational commitment, when the organizational committment was perceived as group culture, organizational commitment was the highest, followed by hierarchial culture, rational culture and developing culture. In generalization of the analytic results so far, the organizational culture of local governments is difficult to explain by only a single type of culture. Different types of culture was shown in a mixed way and the hierarchial culture and developing culture were shown to be stronger. As an individual human has his/her own unique individuality or character, the different types of organizational culture among the local governmental organizations are also shown. Organizational culture hugely influences the job satisfaction or organizational commitment of civil servants. Especially, the influence of group culture was indicated to be the greatest. Through such analytic results, the said four types of organizational culture should be developed symmetrically in order to improve the effectiveness of administrative organizations. In doing so, the improvement of group culture should be focused on. For desirable cultural changes, the rigidity of group culture needs to be relieved and the management direction should be converted from control-orientation to reliability-orientation. The execution of a new management technique and system, which are introduced for organizational development, will be successful, if the technique or system suitable for the features of concerned organizational culture is introduced. The reason is because the different types of organizational culture are created, according to organizations.

災難管理行政의 問題點과 改善方案 : 西海훼리號, 大邱地下鐵, 三豊百貨店 事故事例를 中心으로

전영경 慶尙大學校 경영행정대학원 1996 국내석사

敎育行政職 公務員 昇進 및 轉補의 公正性:慶尙南道를 中心으로

이지동 경상대학교 행정대학원 2006 국내석사

As a nation's education system reflects its future, education is very important for national development. Human resources development through education would be the engine of national development in Korea or other nations with not much natural resources. Education is the long-term foundation of national development and educational administration plays a major role in education. To create contributive and successful educational administration and reformation, public education administrators must constantly be motivated and encouraged. However, public education administrators in Gyeongsangnam-do Office of Education are neither motivated nor encouraged because of their bad work environment in isolated regions and they distrust the fairness of promotion and reposition. This study carefully analyzed and diagnosed the problem with fair promotion and reposition of Gyeongsangnam-do's public educational administrators to present improvement measures that secure fair and reasonable promotion and reposition to contribute to the motivation and encouragement of public education administrators. In order to examine the factors influencing the fairness of promotion and reposition of public educational administrators, this study established a theoretical foundation using prior studies and documents and implemented a substantial analysis on public educational administrators at grade five or lower who are currently working for education organizations and administrations that are affiliate to Gyeongsangnam-do Office of Education. By doing so, this study examined factors influencing fairness of promotion and reposition and sought for practical measures to contribute to a healthier and more uplifting environment of educational administration. The following briefly summarizes the findings of this study: First, a frequency analysis was implemented on the fairness of promotion and reposition of public educational administrators and it was found that most of public educational administrators think that promotion and reposition system is generally fair, but is not practiced in fair ways. This means that a fair system has been established, but unfair factors, such as subjectivity and personal connections, apply to its practice. The frequency analysis of factors of fairness of promotion and reposition revealed that most administrators think that the decision-makers receive special requests and bribery from nominees for both promotion and reposition and let their subjective ideas intervene in making decisions. Most of them also believed that personal connections influence both promotion and reposition, although decision-makers generally consider nominees objective performances in the examination process, and understood that satisfying reposition does not happen most of the times. As for the accuracy of multilateral evaluation in examination, most of them thought that it is not accurate. In addition, they thought that all evaluation results must be opened up, that auditorial organizations and public officers' unions are not very influential, and that internal reporting rarely affects promotion and reposition decisions. Second, according to a regression analysis, special requests, excessive subjective intervention, personal connection, consideration of performance, satisfying arrangement, accuracy of multilateral evaluation, activities of auditorial organizations, and activities of public officers' union were influential to the fairness of public educational administrators' promotion and reposition. Internal reporting was also correlated to the fairness of promotion, but it was not correlated to the fairness of reposition. Most of them felt that promotion and reposition were more unfair when they thought that special requests are more influential, decision-makers' subjective intervention was more excessive, personal connections were stronger, and opening up of evaluation results was more important. They also felt that promotion and reposition were unfair when they thought auditorial organizations and public officers' unions were less effective. The idea that decision-makers do not consider objective performances, multilateral evaluation is inaccurate, and internal reporting exist made administrators feel that promotion was unfair, and the idea that satisfying arrangement rarely happens made them feel that reposition is unfair. Third, according to a regression analysis on demographical and social characteristics, more women thought that promotion and reposition were unfair and younger administrators showed lower averages of fairness values. All grades except for grade 7 showed lower averages for lower grades and those who work for lower divisions and local offices believed more strongly believed that promotion and reposition are unfair. Also, all experiences except for ‘5-10 years’ showed lower averages of fairness for shorter experiences. Factors that critically influence public officers' development and motivation were fair evaluation and promotion and reposition as rewards. In spite of many efforts to improve fairness of promotion and reposition, this has been the most inferior field of personnel administration and must be fixed as soon as possible. However, it would not be easy to reform promotion and reposition practice and it has been a local custom for a long time. Therefore, we must establish new improvement measures, set high legal standards, and encourage dignitaries to devote themselves to improvement measures.

교육행정직 공무원과 교사간의 갈등에 관한 연구

강민연 慶尙大學校 行政大學院 2005 국내석사

The educational administration staffs and elementary-school teachers in the school organization come to work in the same school with the different law to be applied to new appointment, training, promotion, transfer, retirement, job security, compensation, and the public-service regulations, and with difference in a role and in a legal position, thereby even leading to the conflicts caused by the difference in the understanding and in the interest from time to time. As the educational administration staffs with low career and job position are distributed to the front line of elementary school, it is further getting frequent in the conflict condition between the educational administration staffs and the elementary-school teachers. This study tried to theoretically consider about the conflicts between the educational administration staffs and the elementary-school teachers who are working for elementary school, and surveyed and researched through the questionnaire focusing on 5 spheres in conflict that can occur between the educational administration staffs and the elementary-school teachers. Based on these results in research and analysis, it is aimed to put forward a plan to be able to solve conflicts. With the independent variables that were established in this study, it did set up, first, the difference in compensation and the dualization in the public-service regulations, to the variables in relation to a school-institutional factor, second, the role ambiguity, the lack of duty consultation, and the lack of job understanding, to the variable in relation to a job-related factor, third, the lack of collecting the opinions in establishing a school plan and in executing the budget preparation, to the variable in relation to a decision-making factor, and fourth, the lack in the consciousness of mutual respect and in communication, to the variable in relation to a human-relation factor. Finally, as the socio-demographic factors, it did set up gender, age, working years, academic background, job position, job rank, job category, and others, to the variable. As for the range of questionnaire analysis, it widely distributed the questionnaire targeting 240 educational administration staffs and 240 elementary-school teachers who are working for elementary school under the influence of Gyeongsangnamdo Office of Education, and among them, used totally 362 copies with 175 sheets in educational administration staffs and 187 sheets in elementary-school teachers for the final analysis. The collected materials were analyzed by using spsswin package, and given summarizing the results of this study, those are as follows. First, in the analysis on the conflict frequency, it was indicated to be recognized that there is conflict at ordinary times in the process of handling duties in terms of the conflicts between educational administration staffs and elementary-school teachers. Second, as a result of examining the difference in the recognition of a factor influencing the conflicts between the educational administration staffs and elementary-school teachers, through the analysis of variance, there is difference of mutual recognition in the statistical dimension in all items except the lack of collecting opinions in executing the budget preparation, and the educational administration staffs are recognizing the comparative discrimination or seriousness more than elementary-school teachers. As a result of examining the difference in the conflict level depending on the socio-demographic variables through the analysis of variance, it was represented that there is significant difference in age, job category, the educational administration staffs' job position, working period, and job category. Third, as a result of analyzing the correlation between the variable causing conflicts and the conflict level, it was indicated that there is significant level in all items such as the difference in compensation, the dualization in public-service regulations, the role ambiguity, the lack of duty consultation, the lack of job understanding, the lack of collecting opinions in establishing a school plan, the lack of collecting opinions in executing budget preparation, the lack in the consciousness of mutual respect, and the lack of communication. Fourth, in consequence of the regression analysis on the factors influencing the conflicts between educational administration staffs and elementary-school teachers, it was indicated that the conflict is significantly influenced by the role ambiguity and the lack of job understanding in terms of the variables relevant to job, and by the lack in the consciousness of mutual respect and the lack of communication in terms of the human-relation variables. Aiming to mitigate this conflict, first, it is requested the standardization for the share of duties in a bid to solve the role ambiguity in the educational administration staffs and in elementary-school teachers. Second, aiming to solve the lack of job understanding between the educational administration staffs and the elementary-school teachers, it is being required the budget support for the majority of educational activities, which are performed in school, thus, in a bid to promote the smooth duties, it needs to be arranged the programs such as a training program that can help elementary-school teachers with understanding the procedure in accounting legislation and as the training that can help the educational administration staffs with understanding the educational activities. Third, it needs to be formed the climate in the respect for mutual personality between the educational administration staffs and the elementary-school teachers. Fourth, it needs to be endeavored to have an opportunity of communication between the educational administration staffs and the elementary-school teachers.

학교운영위원회 성과평가에 관한 연구

김혜미 경상대학교 행정대학원 2011 국내석사

In this study, the performance of the school steering committee which was introduced to our schools in 1996 to realize a varied and creative education according to the characteristics of each school, was evaluated and the factors influencing over the measured performance were identified; and then the policies were proposed, for the rebirth of a successful school council. For this, a study model was established, consisting of 8 independent variables: the representability in the aspect of the election of committee members, representability in the aspect of operation by committee members, the expertise of committee members, the attendance of committee members, the speech frequencies of committee members, principal's view on open school operation, the supports from educational agencies and local communities and 4 dependent variables : school's autonomy, school's democracy, school's uniqueness, the effectiveness of school education. To empirically verify the causal relationships among these variables, the teachers and the committee members of 6 elementary schools, 3 middle schools and 1 high school in two cities of Gyeongnam, and 6 elementary schools, 3 middle schools and 1 high school in 2 Guns, were sampled; 270 questionnaires were distributed; finally 202 questionnaires were collected and statistically processed by SPSS 17.0 statistical program. As a result of examining the effect and the significance of independent variables on the school steering committee performance; with respect to school's autonomy, the effect was big in the order of the support level of educational agencies and local communities, and the level of trust between committee members; with respect to school's democracy, the effect was big in the order of principal's view on open school operation, the attendance of committee members, the supports from educational agencies and local communities, and the representability in the aspect of operation by committee members. And, with respect to school's uniqueness, the effect was big in the order of the supports from educational agencies and local communities, principal's view on open school operation and the representability in the aspect of operation by committee members; with respect to the effectiveness of school education, the effect was big in the order of the supports from educational agencies and local communities, representability in the aspect of operation by committee members and the representability in the aspect of the election of committee members. Thus, being focused on the factors affecting school steering committee performance, the improvement plans for the school steering committee performance can be suggested as follows. First, it was identified that the supports level from educational agencies and local communities was the factor influencing in general over school's autonomy, school's democracy, school's uniqueness, the effectiveness of school education. In other words, the supports from educational agencies and local communities are required above all, to improve the school steering committee performance. The educational agencies and local communities should have keen interests in school steering committee and play a role of catalyst, through administrative and financial supports in every area of school steering committee and strengthened promotion and training programs. Second, school principals should invite many members from various fields through their view on open school operation and make the school steering committee a venue for the active exchange of many opinions. Third, committee members should collect the opinions of the group to which they belong and improve the representability in the aspect of operation of committee members. Fourth, the committee members themselves should continue to seek the plans to secure the representability in the aspect of the election of committee members in the process of configuration of school steering committee, so that they can represent the group to which they belong. Lastly, the efforts to enhance the trust between committee members and the attendance of committee members to the school steering committee are required.

군용항공기 소음피해의 구제방안에 관한 연구

구정회 경상대학교 행정대학원 2013 국내석사

최근 군용비행장의 소음문제가 사회적으로 이슈화 되고 있다. 군용항공기의 운용은 국가의 안보차원에서 필수적인 요소이지만 국민의 기본권으로의 환경권을 침해하고 있어 국민과 국가상호간의 이해관계가 상충하고 있는 실정이다. 이에 본 연구는 국가와 국민 상호적 관계에 대한 법적 고찰을 통해 사전적 사후적 구제방안을 모색하고 현행관련규정의 보완 요소를 탐색하고 구제방안을 제시하고자 한다. 먼저 사전적 구제방안으로는 소음 진동 관리법을 기준으로 각 조항 등을 통합하여 공항소음방지 및 소음대책지역 지원에 관한 법률에 관한 내용 중 소음의 측정 기준을 소음 진동 관리법의 측정기준으로 변환하고 통합하여 소음 진동 관리법에서 공항소음의 측정기준과 한도를 효율적으로 관리할 수 있도록 하고 소음절감 운항절차 등을 군용항공기에 운용 가능하도록 국방부장관 및 군용항공기 운용부대장 등과 협조하여 군용항공기 운용등에 관한 법률에 명시하고 각 피해지역 공항별 소음대책위원회를 구성하여 조정을 이끌어나가며 시설관리자 혹은 해당 군용항공기 운용부대장, 관계 행정기관의 장, 피해주민들이 참여하여 상호간의 이익의 절충점을 토의를 통해서 찾아가는 것이 소음피해의 합리적인 해결방안이 될 것이다. 또한 이런 절차를 통해 합의된 사항은 소음피해지역의 지원대책방안으로 운영되도록 하며, 피해가 확산되지 않도록 소음지도를 작성하여 자치단체에서의 개발 및 관리 계획을 입안 시 그 내용을 반영하여 소음피해가 최소화 되도록 해야 한다. 뿐만 아니라 소음 진동 관리법의 측정기준 통합은 소음관련 피해사례에서 새롭게 발생하는 분쟁에 대한 신속한 대응을 가능하게 하고 환경소음, 공항소음으로 나뉘어서 제한하는 각각의 소음 측정의 기준을 통합함으로 소음관련법의 복잡성을 줄이고 공정한 해결을 위한 방안이 될 것이다. 그리고 사후적 구제방안으로는 금지청구와 손해배상 그리고 환경분쟁조정법에 의한 구제 로 볼 수 있는데 금지청구에 의한 소음피해로부터의 완전한 구제와 손해배상이나 분쟁조정법에 의한 제한적 구제를 받을 수 있다. 그러나 이 논문에서 언급하고 있는 군용항공기의 경우 그 운용의 공익성과 필수성 때문에 금지청구가 다소 힘들다고 보여지며, 소음에 의한 피해 발생시 손해배상 혹은 분쟁조정법에 의해 구제 받아야 한다. Recently noise pollution caused by military aircraft has become a social issue. The deployment of military aircraft is essential in terms of national security but problems arise when it infringes the basic rights of nearby inhabitants. It causes a conflict of interest between the people and the nation. This study aims to explore preventive measures and ex post facto measures by considering the legal relationship between the people and the nation and investigating the current regulations and considering possible improvements. First, with regard to preventive measures, more efficient management of the measurement standards of airport noise pollution through the integration of the articles in the Noise and Vibration Control Act is needed as well as the elucidation of the noise pollution reducing flight regulation that is applicable to military aircraft. Additionally, noise pollution countermeasure committees should be composed with relation to every airport. The participation of the people harmed by noise pollution in these committees will help produce a reasonable solution to noise pollution by finding a point of compromise between the conflicting parties. Also, the points agreed through these procedures should be used as a guideline when aiding and assisting the areas suffering from noise pollution. An integrated noise polluton map should be made and it should be used as a reference when the local government makes development and management plans to reduce and limit noise pollution. Furthermore, the newly integrated measurement standards set out by the Noise and Vibration Control Act will allow a swift response and be a fair solution to newly arising problems with disputes with regard to noise pollution by reducing the complications of the noise pollution laws. Moreover, in terms of ex post facto measures, there are the request for prohibition, compensation and legal remedy based on the Environmental Dispute Mediation Act. The request for prohibition would be a complete remedy where as compensation and remedies from the Environmental Dispute Mediation Act would be only partial. However, in terms of the military aircrafts this study mentions, the request for prohibtion would not be a viable option and thus only the latter methods will be possible.

지역축제의 관광상품화 방안에 관한 연구 : 산청군 지리산한방약초축재를 중심으로

민정식 경상대학교 행정대학원 2004 국내석사

Since the age of local autonomy, local festivals serve as an important strategics for cultural development in various areas including the establishment of local identity, the enhancement of local solidarity and sense of community, the development of local culture and the improvement of local images. As the 21st century is an age of cultural commercialization, strategics for cultural development including local festivals will play an important role in the development of local community. Therefore, it is absolutely necessary that efforts should be made in terms of policies and academics with a view to making active use of local festivals under the bigger banner of local development. This study is designed to present measures for the commercialization of local festivals at Sancheong-gun aimed at improving the local community and present long-term developmental measures as one of the cultural tourist strategics. The following are the measures for commercializing local festivals at the local community. First, it is very important to come up with strategics to make the area into the city of Mt. Jiri and a Mecca of Donguibogam with the help of pushing ahead with the differentiated strategics of a festival with herbs as its theme, the composition and contents of festival, the resources of cultural tourism, the system of embracing tourism, economic, effects, social and cultural effects, environmental and technical effects, people's volition to open festivals, constant R&D, the introduction of a festival rating system for the cultivation of professional manpower, the consolidation of connections with tourist sites, restaurant, and lodging places in the vicinity of the area and the movement of making the areas a place of strong festival images for both tourists and residents. Second, tourist marketing activities should be strengthened by connecting local festivals with other tourist resources for the sake of the marketing and publicity of festivals. It is important to produce local festival souvenirs along with the development of packaged tourist products and the composition of programs differentiated from other festivals in addition to the development of festival themes reflecting locality. The researcher would like to suggest that the integrative system of controlling local festivals at Sancheong-gun should be worked out as a long-term improving measures and that drastic adjustment and integration should be needed to produce festival in tune with the trends of this age and that an institution in full charge of commercializing tourism should be established and that cultural infrastructure related with festivals should be expanded. Though a committee is organized in order to take charge of Mt. Jiri herb festival, the government is now in charge of the festival for lack of professional manpower. So it is necessary for people to take the lead in the performance of the festival and to establish an institution in full charge of the festival. Last but not least, local residents should play a pivotal role in a festival. Various and vivid culture should be realized through local festivals with the aid of the realization of cultural democracy guaranteeing the variety, subjectivity and creativity of local residents. Then local festivals can serve as meaningful strategics for developing local communities. Therefore cultural strategics should be ironed out by being linked to the life of the lcoal residents and improving it with a view to making Mt. Jiri herb festival a success.

지방교육행정공무원 교육훈련 개선 방안 : 상시학습을 중심으로

서보현 경상대학교 행정대학원 2011 국내석사

In recent Administrative Environment, residents’ expectation on regional development and administrative service toward local governments becomes complicated and varied. This change requires local governments not only to establish visions and strategies for regional development by themselves, but also to make their regions to be more competitive and good to live in through a competition with regions and cities overseas. Competitiveness of regions are composed of various factors but the most important factor among all is the competitiveness of local public officials who plan and implement local policies. Therefore, as the ability of public officials is the core factor that directly affects the productivity of public sector, one of the realistic measures to develop them would be to systemize and enhance the education for public officials. It is because the direct goal of education and training for public officials is to upgrade knowledge and skill of public officials necessary for implementing their duties and to let them have proper values and behaviors so that their ability and knowledge be continuously developed. Thus, this is the point where the existing system of education and training should be revaluated premised upon public officials’ qualification and role based on new times and circumstances, in particular, the importance of human resource development is highlighted domestically and it is necessary to seek for a direction that an education and training system can be reformed so that public officials prepare ability to manage changes which can respond to digitalization of knowledge-base and to new spirit of the times such as creativity. Always learning system was fully introduced in 2008 and has been implemented ever since in order to actualize not only individuals but also organization that learn through bringing new perception on education and training, so as to obtain not the formal training, but creative and practical knowledge that can be used in the actual duties and to extend regular self-development. This study examines overall contents of always learning which is one of the education and training for public officials, and the goal of this study is to suggest a policy measure to enhance the always learning based on a survey conducted to educational administrative public officials about their overall satisfaction on always learning. Based on shortcomings of this research, followings are the limitations of a study on education and training for local educational administrative public officials as well as advices for follow-up studies. First, the target of this research is local educational administrative public officials of Kyongsangnamdo Office of Education, so the target is extremely limited and it is difficult to generalize the result of this research for all local public officials. Thus, in order to generalize a study result more, it is necessary to conduct a research with a target expanded to public officials of many local governments. Second, in order to establish always learning system perfectly and to genuinely organize learning for public offices, public officials and managers should change their perceptions by themselves and the introduction of always learning system can be truly effective when genuine ability development is made through the change of perception. Third, though central education and training department suggests guidelines of education and training costs every year and education and training costs compared to personnel expenses increase every year, more excellent instructors should be secured and change of lecturing method should also be tried such as introduction of extending cyber education with a substantive budget. Fourth, in order to nurture public officials who respond to globalization era, foreign experience should be in reach. Therefore, many short term overseas training courses are needed to be developed. Short term courses might easily end up with a waste of budget but when education and training institutions are well selected and certain evaluation is required for education result, it will enable many public officials to acknowledge experience overseas and expertises. Fifth, the ultimate purpose of education and training is the enhancement of performance. An internally stable education and training needs systematic study on post evaluation system on education and training, and a measure to assess substantive job performance not by exam scores. For example, after finishing education and training, follow-up education is made for office employees or reassessment after certain period of time. In order to establish fruitful future and developed nation and 21st century style government that nation and the people are in harmony, public officials, as human resources, can be said as the core competitiveness and driving force of the nation. Since the starting point is education and training of public officials, continuous interests, investment, and study with budget should be continued for education and training that can develop and enhance the ability of human resource. Lastly, in order to settle always learning education fitted for its genuine aim, all the members of organization should be sincere in their own duties and should give a hundred percent of their attention and energy.

火災調査의 運營實態와 改善方案에 관한 硏究

이창화 慶尙大學校 行政大學院 2005 국내석사

We live in the modern society built on high technology that gives us not only convenience and dangerousness. Fires are increasing annually and it is even more difficult that we anticipate where a fire would be started than ever. A fire is too often disposed to increase casualties to men and properties because flammable material is used in the interior decorations and toxic gases are giving off in a fire scene. Even though the offices of fire government have been increased in terms of an external shape except 1988, the occurrence of fires has been increasing for recent 10 years by 5.6% annually. The reasons of this rising tendency of fires could be the increase of the fire target building, hazardous material and the usage of fires, but we must take look at these trends in terms of another point of view, that is, we should wonder whether the fire authorities set up the right fire prevention plan. We can make a proper plan right in case we know why fires break out. In addition, as the product liability law has become effective from 7. 1. 2002, it is important to tell whether a product is defective or not and more important to carry out careful and scientific fire investigation to find out the cause of fires. The purpose of Fire Investigation is to define how a fire is, that is, how a fire breaks out and spreads and how much the fire give damage to properties. Fire Investigation need to detect and probe extensively the cause of fire, the origin, the area of the origin, the process, the ignition, the actual condition of damage and the factor of the fire spreading and the killed and injured and so on. By giving the public these fire investigation results with patterns that emerge from the analysis of incident data, the fire authorities not only prevent similar fires from breaking out and enlarging damage, but also fire department focus on current problems and predict future problems and measure their programs' successes and consequently use the data for revising laws, ordinances and guides. Even though fire investigation is very important as it is, the fire authorities have dealt with it so carelessly that the infra structure of fire investigation has not been constructed adequately. Therefore, the fire authorities must improve several fire environments such as establishing fire investigation team in each fire department and National Research Institute for fire investigation and securing professional human resources and revising related laws and ensuring a criminal investigation authority over a fire. With these measures accomplished, professional fire investigators could carry out scientific probing and analyze their findings and give a influence on fire policy-making and ultimately reduce casualties to men and properties. It takes time to make the alternative proposal presented in this study come true, but it is ironically urgent to upgrade the level of fire investigation, to restore people's reliance and build up the status of professional fire investigation authority 현대사회는 첨단과학의 발달로 우리에게 편리함도 주지만 위험성도 상존하는 시대에 살고 있다. 그 중에서도 화재는 매년 증가하고 있고, 언제 어디에서 발생할지 예측하기도 어렵고, 화재가 발생하면 각종 가연성 내장재의 사용으로 유독가스가 발생하여 다수의 인명피해와 재산피해도 많이 발생하는 경향이다. 우리나라 소방기관은 1988년을 제외하고는 최근 수년간 외적성장을 해오고 있으나 이럼에도 불구하고 화재발생상황은 최근 10년간 매년 5.6%씩 증가하고 있다. 이렇게 화재가 증가하는 이유는 소방대상물의 증가, 각종 위험물질의 증가, 화기취급의 증가 등 여러 가지 외적요인을 들 수도 있겠지만, 소방기관에서 화재예방대책을 제대로 세우는가도 생각해 볼 필요가 있다. 적절한 화재예방대책은 왜 화재가 발생하는가를 정확하게 알아야 가능하며 더구나 2002년 7월 1일부터 PL법의 시행으로 제품의 결함여부 판단이 매우 중요함에 따라 화재원인을 밝히는데 신중하고 과학적인 화재조사를 실시하는 것이 매우 중요하게 되었다. 화재조사는 “화재가 어떤 것이었던가, 어떻게 발생해서 확대하여 어느정도의 피해를 발생시켰는가를 분명히 밝히는 것이다. 즉, 발화원, 경과, 착화물, 발화지점에 의해 나타나는 화재의 원인, 화재에 의한 피해의 실태 및 연소확대요인, 사상자의 발생원인 등 폭넓은 조사를 필요로 한다. 이들의 화재조사결과를 폭넓게 국민에게 홍보함으로써 유사화재의 방지와 피해의 확대방지에 기여함과 동시에 또한 여러 가지 조사결과가 검토, 분석되어 소방행정 추진을 위한 자료나 안전기준 등 법령개정의 자료로서 활용하게 된다. 이렇게 화재조사가 중요함에도 지금까지 소방에서는 너무나 소홀히 해 옴에 따라 아직까지 화재조사를 실시하기 위한 인프라가 제대로 갖추어져 있지 않는 것이 현실이다. 이에 대하여 앞으로 소방기관에서 해야 할 일은 화재조사를 둘러싼 여러 가지 환경요소들, 즉 화재전담부서 설치, 전문인력 확보, 관계법령 개정, 화재조사전문연구소 설치, 방·실화에 대한 수사권 확보 등 정책적 문제들을 개선하여야 한다. 그렇게 함으로써 화재현장에는 화재조사 전문인력이 첨단장비를 사용하여 과학적인 조사를 할 수 있게 되고 조사한 결과도 정확히 분석할 수 있을 것이며 또한 분석한 결과가 소방행정 시책에 반영되어 결국에는 화재건수 감소로 이어져 귀중한 생명과 재산피해도 줄일 수 있을 것이라고 본다.. 본고에서 제시한 대안이 현실적으로 실현되기까지는 다소 시간과 노력이 필요할 것이나 국민으로부터 화재조사의 정확성에 대한 신뢰회복과 화재조사 전문기관으로써 입지를 구축하기 위해서는 시급히 개선되어야 할 것이다.