지방자치단체의 하부행정구조 개편방안 : 인구 50만 이상 일반시 사례를 중심으로

허원욱 충북대학교행정대학원 2013 국내석사

The current local administrative structure of Korea has various problems in terms of efficiency. To solve these problems, it is necessary to develop and have a government-led comprehensive restructuring plan reflection policies. Recently, the Korean government has enacted a special law on the restructuring of the local administrative system. However, the current government-led local administrative system restructuring plan fails to handle the reduction of administrative tiers, which has caused a lot of controversy. Instead, it has focused on integrating adjacent cities, counties, and districts and integrating the administrative jurisdictions by maintaining the current multi-tier administrative structure. Therefore, the restructuring of the multi-tier local administrative structure into a single-tier system is unlikely for the time being. However, the plan to integrate gu (district) and dong (neighborhood), which are under the control of the municipal authority where there is a population of more than 500,000, is a measure to solve another multi-tier system-related problem in the administrative system. For improvement of administrative efficiency and citizens’ benefits, it is necessary to perform a more intensive in-depth study. This study covers a plan to enhance the administrative efficiency of the local authority. For this, the restructuring of the multi-tier structure of municipal authorities with a population of more than 500,000 has been examined. The purposes of this study are as follows: First, the current status and operation of the local administrative structure are examined. Second, the current operation of the hierarchical structure of the local administration is analyzed, and related problems are detected. Third, a rational local administrative restructuring plan is suggested for empirical analysis. In other words, a multi-tier system in which gu (district) and dong (neighborhood) systems exist and a single-tier system in which gu (district) and dong (neighborhood) systems are united into one will be comparatively analyzed in terms of administrative efficiency. In addition, the advantages of a single-tier system will be suggested, and the integration of gu(district) and dong (neighborhood) will be promoted for the development of the local administration. This paper consists of the following chapters: In chapter 1, the background, objectives, scope, and method of the research are stated. In chapter 2, the theoretical background of the local administrative structure, comparative review of multi-tier and single-tier systems and case studies on previous studies are mentioned. In chapter 3, a survey for empirical analysis is designed. In chapter 4, government employees’ perception is analyzed, and a rational local administrative restructuring plan is proposed. In chapter 5, the conclusion is described. While most previous studies are conducted based on literature review, this study has focused on empirical analysis in addition to analysis of the current status. Based on the results of research design and empirical analysis, a local administrative restructuring plan can be suggested as follows: To enhance administrative efficiency and improve citizens’benefits by restructuring the administrative structure of local authorities witha population of more than 500,000, it is necessaryto solve the problems which have been detected through the analysis of the current status and have the matters obtained through empirical analysis properly reflected on policies. First of all, the basicdirection of the restructuring includes improvement of administrative efficiency, elimination of redundant duties, reduction of transaction cost, solving manpower shortage, and balanced development. The factors which have influence on the restructuring of local administrative structure include the central government, National Assembly, local authorities, government employees, non-governmental groups, experts, and local residents. Therefore, they should be considered in organizational restructuring. In addition, the optimum population size and area of an administrative unit which integrates gu (district) and dong(neighborhood) were 80,000 – 100,000 and 15㎢ (1/10 of current area), respectively. In terms of distance to the district office, ‘5km or shorter’ was most preferred. In terms of the office organization of a district, ‘a system with 80-100 employees in five departments’ was most preferred. It is necessary to consider these results in future administrative restructuring. In terms of the time for local administrative restructuring, ‘2017 until the end of the current governmental administration’ was most preferred. When asked about the name of a new organization (‘small-district system’), ‘administrative center’ received the greatest number of responses (157 out of 253 respondents, 62.7%). When asked who should take care of the duties, ‘those who now handle the related duties at current gu (district) and dong (neighborhood)’ received the greatest number of responses. When asked how the extra office spaces should be used after the integration of gu (district) and dong (neighborhood), ‘library’ received the greatest number of responses, followed by ‘expansion of community service center,’ ‘cultural center,’ ‘daycare center,’ and ‘sports center.’ These results should be considered during the integration of gu (district) and dong(neighborhood) in a city with a population of more than 500,000. At present, a city with a population of more than 500,000 consists of gu(district), eup (town), myeon (township), and dong (neighborhood). When asked if the current multi-tier system is desirable or if it should be restructured into a single-tier system, 30.3% said the ‘current system is okay,’ while 47.6% responded ‘it shouldbe reorganized into a single-tier system.’ In other words, it has been confirmed that a single-tier system is preferred overthe current multi-tier system. In terms of a way of restructuring the single-tier system, ‘small-district system’ is preferred to ‘large-neighborhood system.’ According to comparative analysis, in other words, the former is better than the latter. However, there has also been a positive opinion about a ‘large-neighborhood system.’ In other words, it would be a good idea to come up with a restructuring plan by comparatively reviewing the two suggestions. This study has investigated an effective restructuring plan for the local administrative structure, which hasn’t been discussed since the enactment of the Special Act on Local Administrative Restructuring in 2010 based on the resultsof a survey on local government employees’ awareness. For this, this study has focused on restructuring the multi-tier system into single-tier system by installing a brand-new administrative unit (‘small-district system’) after integrating gu (district) and dong(neighborhood) in a city with a population of more than 500,000 among local authorities across the nation. This study has attempted to promote the integration of gu(district) and dong (neighborhood) and contribute to the development of local administrations by analyzingwhat advantages and suggestions could be obtained if the administrative structure of a city with a population of more than 500,000 is restructured into a single-tier system by integrating gu(district) and dong (neighborhood). Unlike other previous studies which suggested a ‘large-neighborhood system,’ the administrative restructuring plan for a city with a population of more than 500,000 has suggested a ‘small-district system.’ If a new administrative unit which integrates gu (district) and dong (neighborhood) is installed and operated, it would be perceived as a common district. In the case of a ‘large-neighborhood system,’ it may differ from numerous dongs (neighborhoods) in cities with a population of less than 500,000, which may cause some confusion. Therefore, this study has enhanced effectiveness and the ability to realize the outcomesby verifying necessities and suggesting an alternative plan based on the ‘small-district system.’It is expected that the results of this study would be helpful in developing a policy for local administrative restructuring and for future benefit.

세종특별자치시 하부행정체제 개편방안에 관한 연구

남재성 충북대학교 행정대학원 2013 국내석사

The study aims to find ways to revamp the sub-administrative system of Sejong City in order to improve both its administrative efficiency and citizen’s accessibility and convenience. The city’s features and the issues of the current administrative system have been studied and a survey was conducted with the city’s public officers and citizens. Sejong City has both urban and rural areas and its administrative workforce is insufficient compared to its population and the work load. Restructuring of the sub-administrative system is required in order to bridge the gap among regions and to utilize the limited workforce efficiently. The survey result shows that both citizens and public officers agree with the necessity of restructuring. The current trend in restructuring of local administrative systems and the survey analysis results were considered to establish a basic direction for administrative restructuring. First, administrative levels should be added to the current city office- eup, myeon, dong (administrative district unit) system. Second, the restructuring should focus on the balanced growth of the community. Third, the newly-added administrative level should take into account a wider range of duties. The installation of the tentatively-named ‘Integrated Center for Civil Affairs’ is suggested in order to distribute and disperse the duties and functions that are concentrated in the main city office in accordance with the basic direction of the restructuring. Six centers should be established in order to maintain the existing jurisdiction system and to achieve balanced growth among regions. The centers are directly connected with eup, myeon and dong offices and the main city office to minimize administrative costs and expedite administration processes. Work duties should be clearly divided among the main city office, the center, eup, myeon and dong in accordance with functions, civil affairs should be classified based on the principle of complementation and execution should be based on the principle of efficiency. Sejong City, which was established in order to strengthen national competitiveness, should be equipped with competitiveness for the success of the city. Among other factors comprising the competitiveness of the city, the administrative system, finances and public officers are the most important for the basic infrastructure capability. (Young-chool Choi, 2008: 1) I hope that this research on the ways to improve administrative efficiency of Sejong City and citizens’ convenience will be of help to strengthen competitiveness of Sejong City.

신세대 대학생의 대학행정서비스 만족도에 관한 연구 : 한국기술교육대학교 사례를 중심으로

정영호 충북대학교 행정대학원 2006 국내석사

Survival in today's fast-paced University environment requires receptive capacity of students' desire which is going various and complicated in advance, also change University's constitution into Student's interest. The study show that students don't like one side education, communication and meeting but like bilateral action, as belong to adolescence also under the formative period in identity by studying about specification of students' consciousness as the first subject. Above can be explained that values is formed by digital medium. As a result of second subject, degree of satisfaction with administrative service, very important factor in degree of satisfaction with administrative service is degree of satisfaction relevant to the score, degree of satisfaction relevant to the course and degree of satisfaction relevant to the curriculum in the order, degree of satisfaction relevant to administration of school register is least influenced factor. Also, the study show that consuming facility, sports facility, dormitory and library influence on students' degree of satisfaction with welfare adminstration service in the order. Finally, appeared degree of customer's degree of satisfaction with administrative service according to difference of consciousness. First of all, administration of satisfaction relevant to the score, dormitory, sports facility and consuming facility influence on degree of satisfaction with service in the order, according to age and in case of administrative service, except degree of satisfaction relevant to school register, the order of relevance between critical mind and administrative service is same as below degree of satisfaction with curriculum, relevant to score, relevant to course and in the study except degree of satisfaction library, appear low degree of degree of satisfaction with welfare to student who have much critical mind. The study show that values affect to curriculum and degree of degree of satisfaction relevant to course from administrative service, also affect to degree of degree of satisfaction relevant to curriculum among the degree of degree of satisfaction relevant to administrative service followed in the Internet life environment. University graduate administration service area students' consultation service for reinforcement university graduate connection consultation person official in charge operate, and operate school homepage constructing knowledge search service for information sharing about cyber service center operation of consumer center and students' popular enmity in fragmentary guidance function, and solidify education for consultation person's kindness and need service provide that can give comfort to people who have popular enmity. Cloth administration service area must do as can correspond quickly in student desire by expansion of welfare facilities, and simplifies equipment utilization application formality and need systematic repletion that can do self-regulating utilization. Together, think to do one story contributiveness in competitive power security of school when improved university administration service satisfaction by operation and so on through students' opinion collection which conduct welfare facilities operation in unilateral plan of operation department.

대학행정정보화 요인 및 수준에 관한 연구

김수영 충북대학교 행정대학원 2006 국내석사

The development of information and communication needs a fundamental change in all field including the government. The government executes national information project , accelerates administrative informatization at the same time. As information of administration system, being called administrative informatization, constructs a pivotal nerve system and decides the important element of national competitiveness, it has important meaning. Keeping step with this facts, the university information is accelerated on historical need of change and innovation through higher educational institutions and informative communication skills. This study starts with the question of how administrative informatization meets the effective and clients -oriented administration as realization method . Therefore , the purpose of this study examines developmental principles so that it may first measure the current levels of administrative informatization in individual dimension and second clear a pinning influential factor of administrative informatization. The objectives of this study are 176 members of Korea National University of Education and Chung-buk National University. Data of survey are analyzed by regression analysis and correlation analysis and complemented by searching documents. This study is constructed in five chapter and its main contents are the following; In the chapter Ⅰ the purpose and method of study are explained. In the chapter Ⅱ leading inquiries about the concept of university administrative informatization and theory and levels of administrative informatization are considered. This article sets up a level of administrative informatization and suggests the analytical model In the chapter Ⅲ it includes influential factor of administrative informatization, specific items, variables and hypothesis . Information system utilization and customer satisfaction measure the level of administrative informatization. Independent variables are influence of the customer, financial supports of higher management, participation of intention decision, and relation of the government body as the organizational factor. Task professionalism and task organization are task factor. Person factor is attitude and utilization ability. In the chapter Ⅳ administrative informatization is measured by analytical model of chapter Ⅱ. As a result of measurement, information system utilization and customer satisfaction is high comparatively. The more organic the task is and the more proficient the utilization of user is, the more frequent usages the information system is , the more satisfied the customer is with the service. The participation of intention decision and attitude of customer are no valid influential factor in the administrative informatization. In the chapter Ⅴ this article suggests the conclusion and deals with the limit of this study. Key Words : Administrative informatization, influential factor, customer satisfaction, utilization

지방교육행정공무원의 행정혁신 영향요인 연구 : 충청북도 지방교육행정공무원을 중심으로

문소라 충북대학교 행정대학원 2006 국내석사

The 21th century, a society of the informatization, globalization, pluralization basically different from a industrial society as ever, is acutely demanded that a new educational system creating a new manpower of a high quality is constructed and operated. According to the object of the governmental innovation on the realization of "the small and efficient government", the necessity of a local educational administrative system's innovation is raised powerfully, and a local educational administrative organ is demanded a active and creative plan of policy, a improvement of a problem solution's ability as a sudden change of a administrative environment. Matching with the governing ideology of claiming the small government, for efficiently carrying out a administrative function specialized more and more, with a social atmosphere of innovation stressed more and more, this study was analyzed to divide the factors into the personnel factor and the organized environmental factor for being considered why a local educational administrative official fails at fast and clear administrative innovation and what the factor affects the administrative innovation, using a method of questionnaire to chungcheng buk-do local educational administrative officials of two hundred-thirty three persons. The data was statistically processed by using SPSS 7.5 program, simple frequency analysis and crossing analysis were made, and α coefficient of Cronbach was acquired as a trust evidence. For analyzing the factor affecting the administrative innovation, the inner factor of the personnel factor was analyzed a motivation and satisfaction for entering a public official, a satisfaction and contribution for a job organization. The outer factor of the personnel factor was analyzed a population statistic difference and a commuting relation. The inner factor of the organized environmental factor was analyzed a improvement's necessary, a contribution, a innovation's direction, a financial investment, a lack of a job organization and the outer factor of the organized environmental factor was analyzed a difference from an individual enterprise, the reason. The personnel factor was appeared to be satisfied for entering a public official and a job organization on the whole, to be largely contributed to a job organization. So a satisfaction and contribution was appeared to be proportional and this satisfaction was appeared to affect the administrative innovation. A school career, a class of position, a age and a salary in the population statistic difference were appeared to affect the administrative innovation, too. But A sex was appeared not to affect the administrative innovation. A commuting relation was appeared to affect the administrative innovation, too. A improvement of a job organization on the organized environmental factor was appeared to affect the administrative innovation and a direction of the improvement was hoped to be changed self-regulatively and cooperatively. A financial investment for the administrative innovation of a job organization was appeared to be normal and the administrative innovation was appeared to be different as this investment. The most lack for the administrative innovation of a job organization was appeared to be a lack of interest. A difference from a individual enterprise was appeared to be, after a fashion and the reason was the difference of a work environment. This difference from a individual enterprise was appeared to affect the administrative innovation. The result of the total ten's assumption was same over, too and the only assumption different to the administrative innovation as the sex was rejected. The assumptions of the population statistic difference's factors were appeared to affect the administrative innovation more than the other factors. As the results of this study's analyses, the factors affecting the administrative innovation were recognized to be a satisfaction of a job organization, a school career, a class of position, a age, a salary, a commuting relation, a improvement and a financial investment of a job organization, a difference of a individual enterprise. So it is showed that the adjustment of a class of position, a salary, a commuting relation on this factors is possible and a improvement of a job organization is essential, a financial investment has to be raised more forward, the difference of a individual enterprise has to be tried to be reduced steadily, too. a class of position and a salary's adjustment has to be reduced a period of promotion, to be raised a salary as establishing a allowance and a commuting relation is needed to be established a new system being transferred to a hoping place regardless a work period as a product. Above all things, the individual effort is the most important and a job organization will have not to spare a active support to practice smoothly the administrative innovation, too. The administrative innovation is never far and a work of the other people. When the administrative innovation is thought to a problem of oneself and subscribed actively, the true administrative innovation will be made.

교육행정직공무원의 사기 향상에 관한 연구 : 일선 학교 내 교육행정직공무원을 중심으로

임수연 충북대학교 행정대학원 2010 국내석사

Modern formations are Knowing problem that is going to harmonize desire savage tribe for human for formation's target achievement, establishment of efficient administration system of material resources and formation constituent's each person's target and line of how efficiently at job achievement process. Civilianizations as well as education policy charge institution is recognizing greatly the importance and pay attention in various treatment reform measure preparations about of education human resources but is to be education real condition that is vexed by feelings of alienation relatively because interest and treatment are insufficient about educational administrative government officials that is one of resources. The educational administrative government officialses of largest number are working solitarily in line school now in learning environment that is becoming specialization and diversification day by day. If do not boost their morale, it may be difficult that tuition-busywork's support is inactive and plan qualitative elevation of educational administration service. Leading person who influence at time of death of educational administrative government officials that achieve educational administration in each educational institutions including line school in this vantage point is what and way to improve their morale felt necessity to recognize what it is. First, person system and better treatment that have equability with work and unrelated efficiency rating system and promotion way choice must be, and with the Ministry of Education with personnel changes which consider university graduate schedule for consecutiveness of school work need arrange that have readjustment and balance of administration department garden to improve professionalism of business circulation work between line school I accomplish must. Primary school administration section chief must eradicate work that education activitys by many discord that must make smooth administration consist amounting to more than smallest 7 grades and is happened by arrange new employee as primary school adminictration srction chief justly are checked. Repair level connected with quality of life must have an equity surname. Specially, in case of result bonus, need conversion of suitable usage because can injure fairness and combination within organization. Second, preparation of regular water softener degree and ability development opportunity for professionalism development should be offerd so that educational administrative government officials may can cope spontaneously society change and change of school environment as subject of education community. Third, to decision-making structure about school operation is changed to paticipation enemy, democratic decision-making system that all of school education constitutions participate in usual principal of a school balance, as all constituents need included school operation upside committee composition, and is well-matched to do local educator including educational administrative government officials, superintendent of educational affair position public officials must have a feeling of position and sense of mission and guarantee superintendent of educational affair and member of the Borad of Education franchise so that can be full in business. Fourth, by human strength bank detached service and so on of large scale school administration department or attempt Ministry of Education employee to promise appropriateness sex in temporary employee employment by my operation, and minimize blank of business which ready real solution about vacation(temporary rest from office) city granulation problem regarding school administration department's minimum work number of persons, and is attempt Ministry of Education's bundle enemy small scale school administration employee of psychological, must solved that is sophisticated business enemy. I think that research that see can bring morale elevation of educational administrative government officials and contribute a little for quality elevation of eduacation ultimately becoming foundation of educational administration development.

지방교육행정공무원 성과상여금제도 개선방안 : 충북지역을 중심으로

김현주 충북대학교 행정대학원 2010 국내석사

As one of the methods to associate performance with compensation, the performance-based system was introduced as a part of wide-ranging reform by applying competition elements to the structure and management process of public sectors executed in many OECD countries in the 1980s. Korea also introduced the performance-based system as an institutional device to adapt to rapidly-changing administrative environment and secure and cultivate creative, competitive, and talented people. While going through IMF foreign currency crisis, a view that the personnel management system based on ranks and seniority needed to be changed rapidly into a system based on job and performance to improve competitive power of bureaucratic society was expressed inside and outside public office. As a result, the annual income system for civil servants who were general managers or in higher ranks and the performance-based bonus system for those who were section heads or in lower ranks were introduced at the end of 1998. Of the annual income system and the performance-based bonus system, both of which apply the performance-based system in public sectors in Korea, this study conducted a survey about rationality of payment in the performance-based bonus system currently being executed for educational administrators in local governments (in North Chungcheong Province), objectivity of the assessment system, and justice of its operation to analyze its problems in order to devise a scheme to improve the performance-based bonus system so that civil servants could secure efficient competition and work rationally and productively as originally planned. First, the results of the survey demonstrated lots of negative responses to payment of the performance-based bonus system. It is considered that many respondents expressed negative views about the personnel rate between ranks because of great differences in allowance between ranks unless performance-based bonus was determined on the basis of definite and objective assessment. As an improvement scheme, therefore, it is desirable to subdivide classes to reduce gaps and set the ranks at the second rank or lower. As for inter-class personnel rate, the personnel rate can be adjusted by increasing both middle and top personnel ratio. Dissatisfaction factors can be removed by increasing payment to bottom ranks while decreasing gaps in payment between ranks. However, making performance assessment objective and impartial is essential because the performance-based bonus system can be ineffective due to resistance to it without agreement between ranks for payment. Second, the results of the survey about assessment criteria for the performance-based bonus system demonstrated that there was no good foundation to secure objectivity of performance assessment. As an improvement scheme, ⅰ) it is necessary to develop objective assessment criteria or indexes through organizational members' participation. It is also necessary to consider responsibility and contributions to organization as well as capability as assessment indexes to determine performance-based bonus along with accurate job analysis. ⅱ) It is necessary to assign a rational assessment determinant. Raters in multi-phase assessment need to interact frequently with ratees or participate in assessment with good knowledge of their own job performance. Third, as for justice in operation of the performance-based bonus system, educational administrators in local governments of North Chungcheong Province indicated that the target of payment was determined by preference for specific departments (institutions) and seniority, showing problems in justice. As an improvement scheme, ⅰ) it is necessary to reveal assessment results in order to improve justice and reliability of the performance-based bonus system. However, since the revelation can worsen rater-ratee relations and depress the morale of those with lower results, an alternative is to do restrictive revelation by revealing them if demanded by ratees. ⅱ) It is necessary to increase autonomy of the performance-based bonus system by diversifying the system, compensation, rating methods, and frequency of payment. However, it will be impossible to meet the purport of the performance-based bonus system in order to improve organizational performance and enhance competition if local government officials, who are the target of performance assessment, have negative views about the assessment and fail to positively agree to it. To improve effectiveness of the performance-based bonus system, reduce its side effects, and secure competitive power, it is necessary to provide institutional maintenance and induce participation and interest from members as suggested above.

교육행정기관의 조직효과성에 관한 연구 : 충청북도교육청의 행정정보화를 중심으로

구민정 충북대학교 행정대학원 2006 국내석사

With moving to the knowledge-information society, information-ori- ented system has been introduced in the administration as well as the entire of our life. It is necessary to find out the plans to increase organization effectiveness. It could be achieved by searching the influence of information-oriented system to the administration. Ultimately the plans make us maximize organization effectiveness and attain the goal of organization. Centering around the administrative information-oriented system of the education administration bureau in Chung-Buk, we tried to take out promoting plans of organization effectiveness from the data of 162 persons serving there. It focused on how the administrative information-oriented system had a effect on organization effectiveness. Statistics analysis of the data was performed by SPSS 10.0, which used simple frequency analysis, crosstabulation, correlation analysis and the factor analysis. For the analysis of organization effectiveness, we set four factors - the present condition of information-oriented system, and the resource, the function and the conduct of organization - as independent variables. On the other hand, the organization efficiency and member's contention were fixed as dependent ones about organization effectiveness. The period of using information-oriented system equipments and the degree of computerization averagely indicated 3.6 and 4.2. It means that the period of using computer is long and a lot of works are performed by computerization. After the administrative information-oriented system, the persons recognized the change of organization. For ones' work load, they think it was more. However, they were positive for the speed of processing works and the management of opinions. A sense of alienation as human beings was averagely 2.5. Both cohesive force and identity indicated 2.6. As a result, negative answers were numerous. Some of them positively thought the effect of the administrative information-oriented system in the administration, because the degree to contribute the organization effectiveness of the education administration bureau by the information-oriented system was averagely 4.2. In the verifying of the hypothesis, no correlation with the period of using computer and the computerization of the work in the present condition of information-oriented system was not found. It was the degree of aid between computer and internet, and suitability of work used in database that showed correlation. After analyzing correlation between the source factor and the effectiveness of organization, the motivation of members and the growth of their ability turned out to be strongly correlated with the contention of members. In the study about the function and the effectiveness of organization, all the variables related to works showed correlation. Both change of decision making and delivery, and cohesive force and identity also manifested correlation with the organization effectiveness. Analyzing the study results above, we could think of the reason to construct the infra for the environment of information-orientation system. Because the use of computer is increased and most of works are computerized, we need to suggest the promoting plans of organization effectiveness through the administrative information-oriented system. It's not easy to do. First of all, we should prepare the budget for information-orientation system to construct the appropriate environment. Also, we'd better educate workers more than ever to let them adapt to the change of work. As a matter of fact, it has been very few. Human resource for computerization don't reach 1% of that of the entire education administration bureau. That's why we need to increase the employment of worker for computerization. Progressing information-oriented system, it may be possible that a sense of alienation of the organization members is amplified and the cohesive force and identity is lowered. There is not any positive influence. We should, therefore, try to get the membership and wholeness of the members. Then, the organization effectiveness must be getting high.

바람직한 지방행정구조 개편에 관한 연구

김천환 충북대학교 행정대학원 2006 국내석사

This study examines the area and hierarchy structure of the local administration that constitute the fundamental part for the local administration system in Korea, and studies the appropriate reorganization of its structure with regard to social change and development. In addition to looking into the examples of foreign countries which are ahead of us in the system and operation of the local administration, we make the opportunity compare and analyze plans for the reorganization of the local administration system fitting into the global change about it. It was carried out under the purpose of seeking the best one for local government in Korea along the current trend. It would enable us to vitalize the roles of the local autonomous government. Especially multilateral analysis was used to find out favourable ways, currently discussed, to reorganize the local administration structure. They were based on the practical survey about general awareness from the members of the local administration such as local residents, public officials and the persons concerned with civil and social organization. Furthermore, this study became an beginning to distinguish the degree of actual awareness on the conflicted point about reorganization of the hierarchy structure. Public officials working in the local and metropolitan autonomous organizations took part in the survey, which was examined by same kind of questionnaire. It was performed by 3 categories; for the local administration, awareness about hierarchy structure, awareness about area reorganization and awareness about structure reorganization. Consequently, this research attempted to accomplish the awareness establishment and detailed opinion survey about the reorganization of the local administration system. Based on the results, it tried to find out the favourable ways to reorganize the structure of the local administration for the future after checking the example of 'JeJu Special Autonomous Province' which succeeded to change the hierarchy structure of the domestic local administration, and both studies about reorganizing of former administration area and leveling of hierarchy structure. For the research, firstly, I considered the awareness about hierarchy structure and area reorganization of the local administration with their types. Diverse theoretical logic, its correlation and the corresponding strategies about it were previously checked as well. Secondly, under this former one, I substituted some plans concerned with hierarchy, area and structure organization. Besides, I analyzed collected data from the survey about actual awareness of public officials in the field. Thirdly, I suggested actual awareness model through comprehensive arrangement procedure which was related to the actual analyses of awareness about general characteristics of research object and favourable reorganization about the local administration structure. Fourthly, I hope that this empirical analysis helps bring new light upon the plans to reorganize the structure and area of the our local administration to be discussed later in this research. This consists of 5 chapters. Necessity, goal, scope and ways of this research are shown in the 1st chapter. The 2nd chapter through the 4th is composed of main research contents. For favourable ways to reorganize the structure of the local administration, in the 2nd chapter, there is the frame of research analysis after theoretical backgrounds like the types of hierarchy and area, plans to reorganize, procedure of the structure changes and foreign structure of the local administration. In the 3rd chapter, research design, questionnaire construction and the ways of data analysis for reorganization are suggested. Comprehensive arrangement procedure about the result of awareness analysis was performed as well as actual analysis of research object. In the 4th chapter, I emphasized the plans for the hierarchy and area of the local administration along 'the favourable ones to reorganize the structure of it'. In the last chapter, I made the conclusion about them, based on the results above.

교육행정직공무원의 직무만족에 관한 연구

변상윤 충북대학교 행정대학원 2006 국내석사

In a new educational environment of change and innovation, in order to support and promote for the intended education to obtain its desirable results, and pursue efficiency of educational administration, the job satisfaction of educational administrative officials can be a crucial factor on whether the education succeeds or fails. Therefore, this study is intended to analyze the actual state of 234 educational administrative officials in Chungcheongbuk-do Office of Education based on various theories and previous studies on job satisfaction, suggest a problem and improvement plan, and so find the way to improve the job satisfaction. The statistical analysis of data has been carried out by Frequency Analysis, T-test, One-way ANOVA(Analysis of Variance), Scheffee test, X2(Chi-Square) test, Pearson’s correlation, Multiple Regression Analysis using SPSS Win 7.5(ver.). For the analysis model of the study, 6 factors including the job, personnel management, pay, working environment, human relationship & communication, and possibilities for improvement & acknowledgement have been selected as a variable which can have an effect on the job satisfaction, and additional 6 characteristic variables such as sex, age, education, workplace, job grade, and working experience have been selected as a personal characteristic. The detailed analysis of this study has been conducted by the frequency analysis on the demography characteristic variables and job satisfaction variables, and the difference among job satisfaction variables according to the demography characteristic variables has been verified and correlation between variables which affects the job satisfaction has been analyzed. Likert type 5 scale method was used as a measurement tool, and as a result of the reliability test for the tool, the Cronbach's alpha value of each variable showed 0.61 minimum, which represents the reliability of the method is very high. A hypothesis of this study was assumed that the job satisfaction will show meaningful difference according to personal environmental factors and correlation will affect positively between the job satisfaction factors, and the job factor showed meaningful difference by sex and age, the personnel management by sex, and the pay by age and job grade. The problems and improvement plan of job satisfaction are as follows: Firstly, regarding the job factor, women rather than men, and officials working at schools rather than at educational administrative offices seemed more unsatisfied and therefore, to reduce the unsatisfaction factor, it is considered that the managers’ work schedule without differentiating men and women and a proper number of assistants for supporting the administrative works in each school are needed. Secondly, since all officials showed unsatisfaction for the personnel management, the preparation of reasonable personnel management standards and previous release of the standards, and more active opening for the information of those who related to each personnel management result. Thirdly, the pay factor also showed unsatisfactory and most of the respondents seemed to think that their pay is relatively low compared to what they do, and therefore, a proper allowance for a specific work should be newly given at each school, and in consideration of the specialty of educational administration, a fair initial pay and pay for promotion should be demarcated. Fourthly, the working environment factor seemed satisfactory as a whole. However, the efforts for expanding the stable education expense such as the establishment of ordinance on education expense aid, improvement of the working environment, and financial support including supply of office equipment suitable for the age of ubiquitous are still required. Fifthly, as for the human relationship & communication, 89% of respondents showed satisfied. However, the periodic education for cultivating readership of managers is required and the utilization ability should be increased by strengthening information education such as PC and internet utilization. Lastly, possibilities for improvement & acknowledgement factor seemed satisfactory as a whole. However, 61.2% of the respondents showed unsatisfied in social evaluative factor compared to general administrative officials, and therefore, it is needed to make them have satisfaction and pride by establishing the complete independence of educational self-government and acknowledging the specialty and professionalism of the educational administration and giving an allowance suitable for the characteristics. The limitation of this study includes: Firstly, since the subjects for this study are limited in Chungcheongbuk-do, the regional or national characteristics have not been considered and the results of this study should not be generalized. Secondly, the analysis for the vertical difference was not possible by following the cross-sectional method only. Thirdly, the job satisfaction was assessed based on only the simple factors; therefore, the study results cannot have a representative meaning. Fourthly, there was a limitation of a general research which a questionnaire should have.