이 연구는 육군 지휘관을 대상으로 실시하고 있는 리더십코칭의 효과 및 만족도를 분석하여 발전방안을 제시하는데 목적이 있다. 이를 위해 육 군 리더십코칭을 받은 지휘관 74명을 대상으로 리더십코칭의 효과 및 만족 도에 대해 설문분석을 실시하였다. 효과 설문은 이끌기, 리더다움, 품성, 역 량개발, 군사 전문성, 성과달성 6개 분야로 측정하였으며, 만족도는 코치 적극성, 코칭 필요성, 진단문항 적절성, 코칭기법 적절성, 코치 전문성 5개 분야로 측정하였다. 설문자료는 일표본 T검정, Kruskal-Wallis 일원배치분 산분석 등 통계적 분석을 실시하였다. 이 연구의 결과는 다음과 같다. 첫째, 군사 전문성과 성과달성 측면에서 효과가 낮게 나타났다. 둘째, 진단문항 적절성, 코칭기법 적절성, 코치 전문성 측면에서 만족도가 낮게 나타났다. 이를 위한 발전방안으로 코치 전문성 향상, 다양한 리더십 성향을 고려 한 코칭, 코칭 대상 계급 재검토, 리더십코칭 계량화 및 코치인력 다양화 등 4가지를 제시하였다. 이 연구를 통해 육군 리더십코칭의 질적향상과 지휘관들의 리더십 향상에 기여함으로써 군 전투력이 한층 더 높아질 것 으로 기대된다.

The purpose of this study is to analyze effect of Army Risk Assessment System(ARAS) which is used to prevent safety accident in ROK army. Based on prior research, we select 4 indicators which are related to accident prevention effect and analyze the differences before and after ARAS operation for each indicators by using Paired-Samples T-Test. Also, we analyze the correlation between degree of ARAS operation and status of safety accidents of 112 ROK Army units. We conduct an evaluation of each function within the system using IPA method. The results of this study are as follows; All 4 indicators are improved compared to before ARAS operation, and the differences are statistically significant. Also, there is negative correlation between the degree of ARAS operation and the occurrence of safety accidents. So, the operation of ARAS has a positive effect on preventing safety accidents. Finally among the 15 functions of ARAS, 4 functions require improvement. The findings of this study have implications for proposing necessity of computerized system in enforcing Risk Assessment. Also, whether or not operating ARAS is important, but it is also important to operate it well. Lastly, We propose improvement plans for each function to operate it well.

There has not been any scientific analysis on appropriate size of workforce and salary for civilian workers in military so far. Thus, this paper conducted analysis on propriety in employment size of military doctrine researchers using system dynamic methodology based on annual military doctrine workload. Vensim software was mainly used to measure complement of the research group based on data from job analysis. Secondly, a multiple regression analysis was performed to study an appropriate wage for researchers based on their expertise and working condition. The data from twenty public research institutions and twenty eight job positions that are performing similar duty with military doctrine researchers was obtained and utilized to create a salary- estimation regression equation in the analysis. Finally, with cost-benefit analysis method this paper studied financial effectiveness of hiring military doctrine researchers. Contingent valuation method, which has been recognized as one of the most effective methodologies in cost-benefit analysis on intangible value, was utilized to measure benefit of hiring the researchers. The methodology presented in this paper can be applied to measure and improve the efficiency of military organization not only in military doctrine research area but also in several military functional area (military training, logistics, administration, combat development, and combat support).