경찰공무원의 비윤리적 행동 진단

권혜림(Hye-Rim Kwon),주재진(Jae-Jin Joo) 한국콘텐츠학회 2014 한국콘텐츠학회논문지 Vol.14 No.11

경찰조직을 비롯한 공조직은 구성원들의 비윤리성 평가 및 평가결과 외부공개에 소극적이며, 접근방식도 관료부패에 한정지으려는 경향이 강하다. 그러나 구성원들의 비윤리적 행동들에 대한 정확한 확인과 측정, 그리고 해결은 조직의 존속과 성장을 위해 필요하다. 이 연구에서는 경찰공무원들의 비윤리적 행동 차원을 범주화(직무태만, 사적 이용, 부정직, 직권남용)하고, 그 수준을 측정하였으며, 개인적ㆍ근무환경적 특성에 따른 차이를 살펴보았다. 연구결과, 경찰공무원들의 비윤리적 행동수준은 전반적으로 평균 이하였으며, 성별, 계급, 근무부서, 재직기간별로 비윤리적 행동의 수준에 유의한 차이를 보였다. 이는 개인적ㆍ근무환경적 특성차이에 따른 윤리교육, 윤리분위기, 시스템 수립 등의 필요성을 시사한다. 또한 낮은 비윤리적 행동수준이 곧 윤리적 행동으로 연결되지 않는다는 점과 다소 부정적인 자기진단에 얼마나 솔직하게 응답하였는가에 대한 방법론상의 문제점 등을 고려했을 때, 인적관리 차원에서의 지속적인 관심과 체계적인 연구가 필요할 것이다. The Police force and other public sector organizations do not like non-ethical evaluation of their members and disclosure of evaluation results. However, it is essential for survival and growth of the organization to identify, measure and resolve accurately the non-ethical behaviors of their members. In this study, the dimensions of police officers’ unethical behavior were categorized as negligence, personal use, dishonesty, and misconduct of police officers, and the level of those dimensions were measured. After that, the differences due to the individual and work environmental characteristics were explored. The result showed that the level of non-ethical behavior was lowerer than the average. And the differences was statistically significant according to gender, rank of organization, deployed department of the work, and the period of work duration. This implied the necessities of education of police ethics, ethical atmosphere, and establishment of ethical system per differences in individual and work environmental characteristics. Also, considering the fact that the low level of ethical behavior did not lead to ethical action in actual and the inherent problem in research method how frankly the respondents answered the negative self-evaluation, continuous interest in non-ethical behavior and further systemic research are needed in a dimension of personnel management.

자연친화 교육활동이 유아의 언어표현력과 감정이입에 미치는 영향

권혜림(Hye Rim Kwon),성소영(So Young Sung) 한국열린유아교육학회 2014 열린유아교육연구 Vol.19 No.2

본 연구의 목적은 자연친화 교육활동이 유아의 언어표현력과 감정이입에 어떠한 영향을 미치는지를 알아보는 데 있다. 본 연구는 D시에 소재한 두 유치원의 만 4세 유아 40명을 대상으로 하였다. 실험집단은 자연친화 교육활동을 10주간(주 2회, 총 50분) 진행하였다. 통제집단은 유치원 교육과정 중심의 생활주제와 관련된 활동들을 진행하였다. 언어표현력과 감정이입을 측정하기 위해서 언어 능력 검사와 정의적 상황검사(Affective Situation Test) 사용하였다. 본 연구에서 수집된 자료로 실험집단과 통제집단의 사전과 사후검사의 평균 및 표준편차를 구하였다. 그리고 사전검사를 공변인으로 하여 사후검사 점수에 대한 공분산분석(ANCOVA)을 실시하였다. 본 연구의 결과는 다음과 같다. 첫째, 자연친화 교육활동이 유아의 언어표현력 요소인 내용 일치, 단어 수, 문장 길이 등에서 증진이 되었다. 둘째, 자연친화 교육활동이 유아의 감정이입(분노, 공포를 제외한 기쁨, 슬픔)이 많이 향상되었다. 따라서 자연친화 교육활동은 자연과의 직접적인 만남이 유아들의 호기심과 상상력을 불러 일으켜 유아들의 언어표현력과 감정이입을 향상시키는데 효과적인 교수-학습 방법이 될 수 있음을 시사한다. This study examines the effects of nature-friendly education activities on young children`s language- expression ability and their empathy. The study involves 40 four-years-olds at two different kindergartens in D city. To assess the language expression ability and young children`s empathy, the study employed Language Ability Inventory and the Affective Situation Test. The experimental group engaged in nature-friendly education activities over a 10-week span (twice a week for a total of 50 minutes each week). The control group engaged in life-based theme activities that focused on the kindergarten curriculum. The collected data were analyzed to obtain statistical data on the mean and standard deviation of the pre-test and post-test data of the experimental and control groups. ANCOVA was utilized over the post-test scores by setting the pre-test scores as a covariable. The results of this study are as follows. First, regarding the language-expression ability of children, the nature-friendly education activities served to improve the consistency of contents, the number of words, and the length of sentences. Second, the nature-friendly education activities served to enhance children`s empathy (anger, joy except fear, sadness). Results indicate that the curiosity and imagination of children are stimulate by direct encounters with nature through the nature-friendly education activities. Nature-friendly education proves to be an effective teaching and learning method to promote the language-expression ability and empathy of children.

도시범죄 감소 및 상업지역의 범죄예방기법으로서의 BID(Business Improvement Districts) 연구

권혜림(Kwon, Hye-Rim) 한국민간경비학회 2015 한국민간경비학회보 Vol.14 No.4

이 연구는 도시화와 산업화가 범죄에 미치는 영향을 다각도로 살펴보고자 한다. 도시범죄의 원인을 구조공간적, 사회심리적, 경제·사회적측면에서 진단해보고, 관련 주요 이론에 대한 고찰도 함께 이루어졌다. 특히, 상업지역에서의 범죄문제 심각성에 주목하고, 도시의 안전과 질서유지를 위한 새로운 치안형태 모색을 고민하였다. 그 중에서도 도시재생에 적용된 BID의 범죄예방측면에 관심을 가지고, 실제 미국의 BID에서 도입된 범죄예방 프로그램과 그 효과로써 도시의 안전과 범죄감소에 미친 영향에 대한 내용을 살펴보았다. 외국의 BID에서 운영하는 다양한 범죄예방 프로그램과 운영전략의 효과적인 성과는 한국의 상업지역 내 적용가능성을 시사한다고 본다. 특히, BID 운영에 있어서 경찰과의 긴밀한 협력체제 형성·유지나 적극적인 주민참여, CPTED기법의 적용 등은 도시의 상업지역 내 새로운치안거버넌스의 구체적인 사례가 될 수 있을 것이다. This study aimed at exploring how urbanization and industrialization influenced the crime in urban areas from various aspects. The causes of the urban crime were diagnosed in space-structural, social-psychological, and socioeconomic aspects, and related theories were also considered. In addition, this study focused on the severity of crime matters in business districts. Thus, it tried to find a solution for providing the city with a new type of public security service to secure the safety and the order maintenance in cities. As a result, business improvement district, also known as BID, was subjected to being explored, and crime prevention programs introduced in BID, most of BIDs were located in the United States, and their effect on safety matters and reduction in crime were discussed. All the evidence suggested that various kinds of crime prevention programs and their effective results could be applied to business areas in Korea. Especially, partnership with the police in operating BID, proactive participation from local residents, and application of CPTED techniques would be the best and the most effective practice in new security governance in business areas in cities.

부부경찰공무원의 직무태도에 관한 연구

권혜림(Kwon, Hye-Rim) 한국민간경비학회 2019 한국민간경비학회보 Vol.18 No.4

경찰조직 내 부부경찰공무원의 비율이 증가하고 있다. 이들은 부부 각자의 직무태도 뿐만 아니라 몸담고 있는 조직과 동료들에게 어떠한 형태로든지 영향을 주고받을 것이다. 따라서 부부경찰공무원들의 직무태도에 영향을 미치는 변수들은 어떤 것이 있으며, 관련된 변수들이 이들에게 어떻게 영향을 미칠 것인가를 학문적 관점에서 분석하는 것은 큰 의미가 있는 작업일 것이다. 이 연구의 주요 목적은 실증분석을 통하여 부부경찰공무원의 직무태도 영향요인 탐색에 있으며, 크게 개인적 차원(① 배우자 지원, ② 역할갈등, ③ 일-가정 양립인식)과 조직적 차원(① 조직적 지원-상관의 지원, ② 가족친화적 조직문화를 포함한 조직문화, ③ 조직의 양성평등 인식)으로 구분하여 살펴보았다. 분석결과, 부부경찰관들은 배우자가 일에 대한 존중을 해주는 경우(β=.354, p<.01)와 조직의 양성평등 인식이 높은 경우(β=.234, p<.05)에 감정몰입에 영향을 미치는 것으로 나타났으며, 배우자의 가사분담(β=.363, p<.01)과 상관의 지원((β=.250, p<.05)이 지속적 몰입에 정(+)적 영향을 미치는 것으로 조사되었다. 또한 배우자가 내 일을 존중(β=.351, p<.01)해줄수록, 가족친화적 조직문화(β=.302, p<.01)에 대한 인식이 강할수록 규범적 몰입이 높은 것으로 조사되었다. 경찰조직 내 부부경찰의 비율은 최근 급격히 증가추세이며 향후에도 증가가 예상된다. 따라서 조직 내 인사 배치 상 고려가 필요하고, 이들이 조직의 생산성을 높일 수 있도록 하는 정책의 필요성도 나날이 부각되고 있다. 앞으로도 부부경찰공무원의 직무태도 영향변수와 결과변수에 대한 다양한 논의와 지속적인 검증을 통하여 종합적인 인적관리방안이 모색되어야 할 것이다. The job relationship of married police officer couples who have already attained a considerable level of involvement in the police organization will affect their spouse’s job attitude, and will eventually influence their colleagues and the organization in any way. For these reasons, it would be very meaningful to analyze what variables affect the job attitude of the married police officer couples and how the related variables affect them academically. The main purpose of this study was to investigate the influencing factors of the job attitude of the married police officers. For this purpose, it applied two levels of approach: individual and organizational. Individual level was categorized by three parts: support by their spouse, role conflict, and perception on work-family balance. Organizational balance consisted of three parts: support by organization or supervisors, organizational culture including family-friendly culture, and organizational perception on gender equality. The result showed that emotional commitment was influenced by spouse s respect for work (β=.354, p<.01) and higher perception of gender equality in organization (β=.234, p<.05). In addition, division of household labor(β=.363, p<.01) and support by supervisor(β=.250, p<.05) had a positive effect on the persistent commitment. Also, the more their spouse respect for their work(β=.351, p<.01) and the stronger they perceived family-friendly organizational culture(β=.302, p<.01), the higher normative commitment they showed. There was no statistically significant difference in the organizational commitment between the groups of married police officer couples and of those who were not. However, there was a significant difference in familyfriendly organizational culture and perception on gender equality. Married police officer couples perceived that the organizational culture of the police was low level of family-friendly organizational culture and that perception on gender equality was relatively lower than others. The proportion of married police officer couples has increased rapidly in recent years and is expected to increase in the future. Therefore, it is necessary to consider the personnel placement in the organization, and there is a need for policies that enable them to increase the productivity of the organization. Unlike the Unites States where research on these issues are actively conducted, research on the same issue in Korea is at an early stage. Therefore, there should be various discussions on the influencing factors of the police officers job attitude and the outcome variables, and a comprehensive human resource management plan should be sought through continuous verification in the future.

여성경찰의 신뢰성에 대한 남성경찰의 인식과 신뢰의 관계

권혜림(Kwon, Hye Rim) 한국민간경비학회 2021 한국민간경비학회보 Vol.20 No.2

남녀경찰 동료 간 위험감수의향이란 다양한 위험에 노출될 수 있는 불확실한 상황에서 임무를 수행시 남녀경찰관이 서로를 동료로 믿고 의지하며 서로에 의해 발생될 수 있는 위험을 감수하겠다는 의사를 말한다. 이는 신뢰의 다양한 속성으로 경찰조직 내 남녀경찰 신뢰가 중요하지만 결코 쉬운 문제가 아님을 내포하고 있다. 경찰채용 단계에서 남녀통합 모집 등을 비롯하여 조직 내 성평등을 이루기 위한 시도들이 진행 중이기에 시간이 지날수록 과거 남성우위적 직업이었던 경찰에서 여성 인력의 비율이 지속적으로 증가하리라는 예상이 가능하다. 함께 일하는 상대방에 대한 신뢰는 단기간에 해결될 수 있는 문제가 아니라는 점에서 남녀경찰의 신뢰정도를 진단함에 중요한 시기라 할 수 있다. 이 연구는 남성경찰관이 여성경찰을 신뢰함에 있어서 무엇을 기준으로 삼는가를 살펴보았다. 신뢰주체인 남성의 신뢰성향과 신뢰객체인 여성의 신뢰성(능력, 배려, 성실성)에 대한 인식이 실제로 신뢰(정서적, 인지적 신뢰)에 미치는 영향력을 분석하였다. 신뢰성 지각요소 중에서 배려(β=.531, p<.001)만이 정서적 신뢰에 영향을 미쳤으며, 인지적 신뢰에는 배려(β=.536, p<.001), 능력(β=.239, p<.001), 성실(β=.123, p<.05) 순으로 유의하게 영향을 미치는 것으로 조사되었다. This Among the various attributes of trust, it is the most likely that the willingness to take risks is the most important factor between the colleagues in the police organization. Ultimately, trust is an important and complicated issue that male and female police officers willingly takes the risks resulted from each other and believe each other as a partner when they conduct daily performance in an uncertain environment with possibility of being exposed to various kinds of danger and risks. Since the attempts to achieve gender equality within the organization are in progress, including unified recruitment of male and female officers from the recruitment, it is obvious that the proportion of female officers would continue to increase in the police where male officers were dominant in the past. It is the very important time to examine the degree of trust among the male and female officers as trust toward partners can not be built and resolved in a short period of time. This article examined what male police officers take as a standard in trusting female police officers. The influence of male officers’ trust tendency and the perception of female officers’ reliability(ability, benevolence, and integrity) on emotional trust and cognitive trust was examined, respectively. Among perception factors of the reliability, benevolence (β=.531, p<.001) was the only variable that was statistically significant in influencing the emotional trust. Also, benevolence (β=.536, p<.001), ability (β=.239, p<.001)), and integrity(β=.123, p<.05) was the statistically significant influencing factors on the cognitive trust.

경찰공무원의 회복탄력성이 조직몰입에 미치는 영향

권혜림(Hye-Rim Kwon),주재진(Jae-Jin Joo) 한국콘텐츠학회 2018 한국콘텐츠학회논문지 Vol.18 No.3

이 연구는 경찰공무원을 대상으로 우리나라에서 최초로 회복탄력성을 측정하고, 조직몰입에 미치는 영향을 검증하여 경찰조직을 대상으로 한 실증적 연구의 방향성을 제시하는데 목적이 있다. 회복탄력성에 대한 선행연구의 분석을 통해서 회복 탄력성의 발전과정과 하위 개념들을 정리하고, 경찰공무원의 회복탄력성이 조직몰입과 어떤 관계가 있는지를 분석하고자 하였다. 따라서 회복탄력성의 하위 개념을 자기조절능력(감정조절력, 원인분석력, 충동통제력), 대인관계능력(자아확장력, 소통능력, 공감능력), 긍정성(감사하기, 생활만족, 낙관성)으로 나누어 독립변수로, 조직몰입(감정몰입, 지속몰입, 규범몰입)을 종속변수로 사용하여 분석모형을 설정하였다. 분석결과 회복탄력성이 조직몰입에 미치는 영향은 생활만족〉원인분석력〉소통능력〉공감능력〉감사하기〉충동통제력 순으로 모두 감정몰입에 정(+)적인 영향을 미치고, 생활만족〉낙관성〉감정조절력〉소통능력>원인분석력 순으로 지속몰입에 정(+)적인 영향을 미치며, 자아확장력>공감능력〉낙관성>생활만족>충동통제력>원인분석력 순으로 모두 규범몰입에 정(+)적인 영향을 미치는 것으로 나타났다. This study explored the relationship between the Resilience and Organizational commitment, The police officers’ perception on the resilience has been measured, and then how their perception on the resilience affects the organizational commitment has been examined. This study aimed at measuring the effects of police officers’ perception on the resilience on organizational commitment. By reviewing previous finding, police officers’ resilience(Self-Regulation Skills (Regulation skills, Cause Analysis skills, Impulse control skills), Interpersonal Skills(Expansion skills, Communication skills, Empathy skills), Positive Capacity(Appreciate, Life satisfaction, Self-optimism)) were selected as independent variables, Organization Commitment(Affective commitment, Continuance commitment, Normative commitment) was selected as dependent variable. The result of analysis showed that Life satisfaction〉Cause Analysis skills〉Communication skills〉Empathy skills〉Appreciate〉Impulse control skills influenced in Affective commitment (positive), Life satisfaction〉Self-optimism〉Regulation skills〉Communication skills〉Cause Analysis skills in Continuance commitment(positive), and Expansion skills〉Empathy skills〉Self-optimism〉Life satisfaction〉Impulse control skills in Normative commitment (positive).

남성경찰이 여성경찰과 지식을 공유하는 수준 및 영향요인 탐색에 관한 연구

권혜림(kwon, Hye Rim) 한국민간경비학회 2021 한국민간경비학회보 Vol.20 No.5

급변하는 치안환경 속에서 효과적인 경찰활동을 위한 전략으로써 지식공유에 대한 중요성과 필요성이 강조된다. 다만, 지식공유는 단순히 업무관련 지식과 경험 나눔 그 이상의 개념이며, 자연스럽게 일어나는 현상이 아닐 뿐더러 격려되거나 촉진될 수는 있어도 강요될 수도 없다. 결국 지식공유는 구성원간 기본적인 신뢰가 바탕이 되어야 가능한 협력활동이라는 것과 지식공유를 방해하는 다양한 요인에 대한 탐색이 병행되어야 지식공유가 지니는 순기능을 기대할 수 있다는 것이다. 이 연구는 지식공유를 방해하는 다양한 요소 중 남녀경찰관의 신뢰문제에 주목하였다. 남녀경찰관이 상호의존적 관계를 형성하고 상호신뢰와 존경에 기반한 동료로써 역할에 임하고 있는가라는 문제제기를 시작으로 남성경찰관들의 여성경찰에 대한 지식공유 수준과 영향요인을 살펴보았다. 분석결과, 남성경찰관의 자기효능감과 성취욕구, 그리고 여성경찰관에 대한 정서적ㆍ인지적 신뢰가 지식공유의 영향요인으로 확인되었으며, 그 중에서도 여성경찰에 대한 동료신뢰가 높을수록 남성경찰관의 지식공유가 높아짐을 알 수 있었다. The importance and necessity of knowledge sharing are being emphasized as strategies for effective police activities in a rapidly changing security environment. However, knowledge sharing has more meaning than simply sharing work-related knowledge and experiences. And it is not a natural phenomenon, and even if it can be encouraged or promoted, it cannot be enforced. Therefore, in order to expect the effect of knowledge sharing, trust must be based, and research on various factors that hinder knowledge sharing is needed. This study focused on trust between male and female police officers among the various factors that hinder knowledge sharing in police organizations, especially whether male police trust female police. The beginning of the study is the question of whether male and female police officers are interdependent based on mutual trust and respect, or play the role of colleagues. Analysis by survey was conducted to examine the level of knowledge sharing of male police officers and the factors influencing female police. As a result of the analysis, male police officers self-efficacy, desire for achievement, and emotional and cognitive trust in female police were affecting knowledge sharing with female police. Among the influencing factors, peer trust with female police had the highest influence on knowledge sharing.

경찰조직의 윤리풍토와 직무만족 관계에 대한 조직문화의 조절효과

권혜림 ( Hye Rim Kwon ),주재진 ( Jae Jin Joo ) 한국경찰학회 2014 한국경찰학회보 Vol.16 No.4

This study aimed to examine the relation between ethical climate such as egoism, Benevolence and principle that police officers perceive their own organization and job satisfaction, and how group culture and hierarchical culture regulate the relation between them. The total number of police officers who were surveyed was six hundred and one officers. The result showed that ethical climates of utilitarianism and principle influenced positively on job satisfaction, but an ethical climate of egoism was not statistically significant. Examining the regulation effect of group culture showed that the stronger group culture was, the higher level of job satisfaction was in a climate of utilitarianism. On the other hand, the weaker group culture was, the higher the level of job satisfaction was in a climate of egoism. Examining the regulation effect of type of ethical climates, the stronger the hierarchical culture was, the higher the level of job satisfaction was in a climate of utilitarianism. However, the reversed influence was found in a climate of principle. Since ethical climate supports the conduct codes in ethics which provide guideline to members of the organization face in situation of ethical dilemma and determines the organizational effectiveness such as job satisfaction, personalized education in ethics and establishment of ethical culture for police officers based on this study are needed to manage the police organization effectively.

경찰조직의 환경변화 적응력 영향요인 탐색에 관한 연구

권혜림 ( Hye Rim Kwon ) 한국경찰학회 2015 한국경찰학회보 Vol.17 No.5

This study identified the environment surrounding the police and explored how the police recognized their organizational preparedness or adaptation in order to survive and develop in changes. In addition, it examined how the organizational structure and culture, and transformational leadership influenced on the its adaptability of environmental change. It turned out that recognition of organizational preparedness for environmental change was average. They appreciated the preparations of specific programs, procedures and the contents are lower, rather than the organizational structure and awareness raise in its members. Exploring the influencing factor focused on organizational structure, its culture and the transformational leadership, it appeared that developmental culture had the highest influence among cultural factors followed by rational culture and the decentralization of organizational structure. Transformational leadership and group culture proved to have the same level of influence. And the formal structure of organization and hierarchical culture in cultural factors had negative influences on organizational adaptability in changes. This result showed that the police needed to transform their inflexible and formal structure and organizational culture into flexible and organic ones to cope with and adapt the environmental change proactively.

경찰 개인-조직간 성격유형 일치도가 조직신뢰에 미치는 영향 : 재직기관과 계급의 조절효과

권혜림 ( Hye Rim Kwon ) 한국경찰학회 2013 한국경찰학회보 Vol.15 No.2

This study explored personality type of an individual`s personality type police officers and police organizations and measured the degree of matching of individual`s personality type and police organization`s personality type. In addition, the impact Person-Organization fit (P-O fit) to Organizational trust has been examined. And ``Tenure``, & ``Rank`` of A P-O fit to Organizational trust on the impact of the moderating effects were analyzed. 560 police officers` response in actual analysis, MBTI personality type, OPTI organization`s personality type, and Organizational trust were analyzed. Firstly, the frequency of individual`s personality type and organization`s personality type, in both individual`s personality type and organization`s personality type, ESTJ (Extra-version, Sensing, Thinking, Judging) type is the most common. Separated into four groups individual`s Person-Organization fit (P-O fit) Personality type fit, three or more concordance was 44.9%. Thus, Person-Organization fit (P-O fit) showed a relatively high. Specific differences in demographic and economic characteristics were analyzed, in over Graduate School of Education group and more than 40 groups, Person-Organization fit (P-O fit) showed highly. As individual`s personality type and organization`s personality type matches Organizational trust is higher. Police ranks acts as a moderating variable, The study results showed that the influence of Organizational trust on the Person-Organization fit (P-O fit) according to ranks.