한반도는 중국과 러시아 등 주변국의 잠재적 위협과 북한의 직접적인 안보위협이 상존해 있다. 징병제를 시행하는 한국군은 20세 연령대의 병역 자원 대상자 급감과 병 복무기간 18개월 단축은 초급장교의 73%를 차지하 는 학군사관후보생 지원율 저조로 이어져 우수인력 확보에 어려움이 있다. 따라서 본 연구에서는 우수한 학군사관 후보생을 선발하기 위한 지원자격 보완, 병 복무기간 단축에 따라 징병제에 부합한 초급장교의 복무기간 현 실화, 가산복무 지원금과 단기복무 장려금에 대한 법령개정으로 경제적 혜 택 확대, 병 급여 200만원 시대에 부합한 초급장교의 복지대책 등을 제시 하였다. 우수한 학군사관 후보생 모집하여 4차 산업혁명 시대의 MZ세대를 지휘할 수 있는 능력과 역량을 갖춘 우수한 초급장교를 양성해야 한다. 이 를 통해 소부대의 안정적 관리와 전투력을 창출하여 적의 도발을 억제 및 군사대비태세를 유지하고 전역 후에는 사회의 다양한 영역에서 중추적인 역할을 하도록 해야 한다.

With a focus on the aspect of recruitment within “nurse manpower management,” this study examined the status and characteristics of employment of new graduate nurses in tertiary hospitals of Korea. It also explored the recruitment process and characteristics of new graduate nurses in foreign countries by referring to case studies. The new graduate nurse recruitment was carried out as an open hiring as a consequence of an analysis of recruitment announcements at 45 tertiary hospitals in Korea. The recruitment process began with document screening, followed by competency test, interviews, and physical examination. Around 80% of the institutions surveyed started document screening between June and August, and the timing of joining the hospital was determined by grades and hospital conditions. In other countries, new graduate nurses were hired by each ward throughout the year, and various forms of employment were used. In some countries, preceptorship programs or pre-hospital field trip programs were running. In Korea, recruitment of new graduate nurses is carried out by hospitals instead of wards. Therefore, it is essential to plan and implement a manpower allocation strategy to represent the desired department of the nurse as much as possible when assigning new graduate nurses. In addition, it is necessary to establish flexible employment options and working environment to encourage long-term service. Instead of manpower management policies focused on increasing the supply of nurses, it is necessary to come up with measures to address the actual causes of turnover, such as wage gaps, organizational culture, and improvement of working environment.

『대육임필법부(大六壬畢法賦)』는 남송의 능복지(凌福之)가 저술한 육임 고 전이다. 이 고전에는 고시⋅관직과 관련된 이론이 수 곳에 산재(散在)되어 있 어서 일목요연하게 정리되어 있지도 않거니와, 고시⋅관직론을 관통하는 사 상이 앞선 육임의 선행 연구에서 규명되어 있지도 않다. 이러하므로 본고에서 는 『대육임필법부』에 흩어져 있는 고시⋅관직론을 취합(聚合)해서 그 이론을 분석하는 방법으로 『대육임필법부』의 고시⋅관직론을 관통하는 사상을 연구 하였고 그 결과는 다음과 같다. 첫째, 동양의 음양오행사상이다. 음양사상과 관련된 것에는 육양격, 오행과 관련된 사상에는 관성(官星)이 있다. 과전(課傳)의 육양(六陽)이 양을 가리키므 로 음양사상과 관련이 있고, 일간의 관성은 오행의 생극(生剋)에서 비롯되었 으므로 오행사상과 관련이 있다. 둘째, 동양의 천문사상이다. 하늘의 적도를 따라 남북에 있는 별들을 28개 구획으로 구분한 것이 28수이고 이 28수는 12 지에 배속되어 있다. 丑에 배속되어 있는 두(斗)와 未에 배속되어 있는 귀(鬼) 가 일간 및 연명(年命)에서 서로 가(加)하면 고시에 합격한다는 ‘두귀상가격(斗 鬼相加格)’, 일덕귀인이 亥에 가하면 고위직 관리가 된다는 ‘덕입천문격(天門格)’은 모두 동양의 천문사상에서 비롯된 것이다. 또한 12천장의 수장(首 將)으로서 나머지 11천장을 부리는 천을귀인이 자미원에서 천황대제를 보좌 하는 ‘천일(天一)’을 뜻하고, 12천장의 주작이 천을귀인의 명령을 따르므로, 천 을귀인 및 주작과 관련된 여러 격(格)들은 동양의 천문사상에서 비롯된 것이 라고 할 수 있다.

장관은 대통령의 국정 운영 파트너이자, 주요 행정부처의 수장이다. 이 에 본 연구는 민주화 이후 역대 장관의 충원 패턴에 대해 살펴보고, 덧 붙여 정부 운영의 안정성을 위해 장관의 재임 기간에 영향을 미치는 요 인을 전문성 요인과 대통령-장관 연계 요인에 주목하여 경험적으로 분석 하였다. 민주화 이후 장관직을 역임한 총 489명을 대상으로 데이터를 구 축하였고, 분석결과는 다음과 같다. 첫째, 충원 패턴을 살펴본 결과 개인 적 특성 요인에 있어서는 남성이 다수였고, 평균 연령은 약 58세였으며, 학력은 높은 수준이었다. 둘째, 전문성 요인에 있어서 장관들은 대체로 전공 및 경력 등에 있어서 소속 부처와 일치된 전문성을 보유하고 있었 다. 셋째, 대통령-장관 연계 요인과 관련하여 정실주의적 요인으로는 출 신 학교보다는 출신 지역에 있어서 대통령과의 연관성이 다소 나타났으 며, 엽관주의 요인으로 동일 정당 활동 여부가 장관 인선에 영향을 미쳤 을 가능성이 존재한다는 것을 확인하였다. 넷째, 장관의 평균 재임 기간 은 약 1년 3개월로 다른 국가에 비해 짧은 수준이었다. 마지막으로, 장 관의 재임 기간에 영향을 미치는 요인을 회귀분석한 결과, 장관의 전문 성 요인의 영향력이 가장 크게 나타났다.

최근 인공지능을 활용한 채용이 일반화됨에 따라 구직자들은 더 이상 AI면접 이 낯설지 않다. 사용자들은 인공지능에 의한 데이터 분석을 활용하여 직무에 가장 적합한 사람을 선택하고 근로계약을 체결한다. 사용자들은 빠르고 정확 하며 좀 더 진보된 방법이라고 여겨지는 인공지능의 활용을 적극적으로 도입 하고 있다. 채용이 절실한 구직자들에게는 선택권은 없어 보인다. 구직자의 포 괄적이고 추상적인 동의만을 얻은 채 구직자들의 개인정보는 보호받지 못하고 있다. 구직자에게 채용 절차 상의 여러 정보에 대한 접근권, 정정권 및 처리제 한권 등을 부여함에 있어서 개인인 구직자가 기업을 상대로 자신의 권리를 피 력하는 것에 한계가 있을 수 있다. 유럽의 경우 인공지능을 활용한 데이터 분 석에 대한 규제가 활발하게 도입되고 있고, 미국은 주별로 규제가 만들어지고 있는 바, 이러한 사례를 살펴보고자 한다. 인공지능을 활용한 기술을 도입하면 서 강력한 규제가 수반되는 것은 자칫 기술의 발전을 저해하는 요소가 될 수 있다는 지적이 있을 수 있다. 그러나 새로운 기술의 발전은 적절한 규제를 통 해 컨트롤 될 때 그 활용이 극대화될 수 있을 것이다.

스포츠계열 공공기관 채용에 대한 중요도 우선순위를 알아봄으로써 체육계열 학생들의 공공기관 취업에 대한 가능성을 높이는데 그 목적이 있다. 연구대상은 스포츠계열 교수 4명, 스포츠분야 NCS 전문위원 3명, 스포츠 공공기관 심사위원 2명, 공공기관 채용 담당자 2명 등 총 11명을 유목적 표집 (purposeful sampling)하였다. 이와 같은 과정을 통하여 2020년 1월 3일부터 3월 12일까지 NCS 직업기초능력 주요 항목 요인을 사용하여 계층구조분석을 이용해 중요도 우선순위를 분석하였다. 모든 자료는 통계처리를 하기 위해 Window 용 SPSS/PC (ver. 21.0)을 이용하여 빈도분석과 EC-2000을 이용하여 계층구조분석 하였다. 첫째, 스포츠계열 공공기관 채용 대영역에서 의사소통능력(.231), 조직이해능력(.177), 자원관리능력(.128), 대인관계능력 (.110), 직업윤리(.082), 문제해결능력(.061), 정보능력(.056), 수리능력(.054), 자기개발능력(.052), 기술능 력(.049) 순으로 분석되었다. 둘째, 평가항목에 있어서는 의사소통은 의사표현능력(.442), 수리능력은 기초 연산능력(.512), 문제해결능력은 사고력(.722), 자기개발능력은 자기관리능력(.587), 자원관리능력은 시간 관리능력(.531), 대인관계능력은 팀웍크능력(.382), 정보능력에서는 컴퓨터 활용능력(.677), 기술능력에서는 기술이해능력(.599) 순으로 분석되었다.

한국의 해군은 점증하는 대양해군의 역량강화에 따라 충분한 항해능력의 확보와 우수한 병력을 확보하는 것이 요청되고 있다. 그러나 병력자원의 확보측면에서는 최근 전체적인 인구감소 추세에 따라 병력의 효율적인 활용이 요구되고 있다. 이 연구에서는 가용자원의 확보를 위해 국방민간인력으로서 선원을 활용검토하고 미국의 해상운송사령부를 벤치마킹하였다. 검토결과 해상운송사령부를 설립하여 작전지원함정을 운영할 경우 해군의 전투능력이 확장이 가능하다. 게다가 기존에 구축된 해양대학 등 국가 교육시스템과 민간의 해기자원을 활용하는 것이 가능하다. 또한 승선근무예비역 제도와 지정국제선박을 보다 효율적으로 운영할 수 있을 것이다.

Cyanobacteria Aphanizomenon population is widely distributed in the world, and well known as harmful algae by producing toxins and off-flavor materials, thus belonging to one of the taxa that became more interested in the field of limnoecology. In this study, the frequency, intensity, and duration of Aphanizomenon occurrence were increased with the abnormal drawdown of water level in the winter in Boryeong Reservoir, and the spatial and temporal characteristics of them are compared with each other in the perspective of hydrometeorology (1998 to 2017) and limnology (2010 to 2017). In Korea, Aphanizomenon flourished mainly in high temperature, and the appearance in the low temperature was rare in total five times. The harmful cyanobacteria Aphanizomenon was observed in the low temperature (December to February) in Boryeong Reservoir from 2014, and then reached a maximum value of 2,160 cells mL-1 in January 2017. In addition, the period exceeding 1,000 cells mL-1 at this time was more than 3 months. This was simultaneously associated with abnormal water level fluctuation in the low temperature (<10℃). The large drawdown of water level in the winter season has the potential to promote or amplify the germination and development of harmful algae. Also, subsequent water quality and ecological impacts (e.g., algal toxins and off-flavor substances) need to be considered carefully.

This paper proposes a conceptual model for understanding the determinants of business school reputation from a company’s perspective, and further, investigates the potential effect that business school reputation has during the recruitment process. Although extant research enhanced the knowledge of business school reputation enormously (e.g. Corley & Gioia, 2000; Rindova, Williamson, & Petkova, 2010), business school reputation from the stakeholder perspective of practitioners has been largely underrepresented. Instead researchers have focused on examining business school education from students’ and academics’ perspectives (e.g. Baden-Fuller, Ravazzolo, & Schweizer, 2000). However, only few studies examine all three constituencies: students, firms and academics (e.g. Safón, 2009; Vidaver-Cohen, 2007). Reputation is pertinent as it reduces uncertainty among stakeholders and foremost, serves as signal to evaluate the quality of a product or service (Fombrun & Shanley, 1990, p. 237). For example, in the context of business schools recruiters assess the quality of graduates by recruiting candidates directly “off campus”. Thus, practitioners are regarded as a stakeholder group that exerts a powerful influence on business schools (Safón, 2007, p. 218). That is, successful alumni not only influence the perception of prospective and current students directly, but more generally contribute to external perceptions as part of rankings and media (e.g. Glick, 2008, p. 19). Hence, it is pivotal for business school management to know what drives the reputation of the institution in order to invest in and leverage on the most important determinants. Responding to a more holistic approach of business school reputation (e.g. Safon, 2009), the proposed conceptualization of business school reputation moves beyond prior literature to an understanding of multiple factors, internal and external, that influence business school reputation. Based on empirical qualitative data from semi-structured interviews with 12 recruiters from multidisciplinary backgrounds, in terms of industry and experience and extant literature, four main determinants of business school reputation were identified. These determinants include Media Coverage, Quality, Alumni and the Institution itself and are in line with prior research findings (e.g. Armstrong & Sperry, 1994; Sweitzer & Volkwein, 2009). Adding to the above, it is also evident that business school reputation has an influence on the selection process during recruitment (e.g. Safon, 2009). Therefore, this study not only contributes to the discussion on business school reputation from a multiple stakeholder perspective in identifying main drivers of reputation, but also on its influence on the recruitment process. Thus, the scarcity of research on business school reputation from practitioner’s perspective calls for a theory-based conceptual model for further foundation of research. By addressing these research gaps, this study makes several contributions. First, examining business school reputation from a practitioner’s perspective expands existing literature on business school reputation. Second, the proposed conceptual framework advances the importance of business school reputation from a management perspective with regard to its influence on the recruitment process.

A conceptual paper is developed in regards to the influences of institutional research, word-of-mouth (via internal students and faculties), quality signaling (to external prospect students and stakeholders as potential customers), and customer relationship management, on student recruitment performance as a special form of customer decision. Grounded on the marketing communication perspective, we propose that the student recruitment performance is largely affected by word-of-mouth, quality signaling, and customer relationship management as strategic marketing communications, which are facilitated by institutional research. Institutional research is interpreted as a strategic marketing tool that can help identify, communicate, and visualize the strengths of a university. The conceptual model contributes to the search for marketing mechanisms through which institutional research can generate impact to external stakeholders. Formal propositions and their implications for future, larger-scaled surveys were discussed. From a non-profit organization’s marketing perspective, higher education institutions (HEIs) promote itself by actively communicating the strengths, features, unique positions, and so forth, to its internal and external “customers,” including existing and prospect students and parents, the surrounding community, and governmental units (Kotler, 1982; Licata & Frankwick, 1996). For example, the decision making of that a prospect student in determining if s/he is attending a college can be treated as a cognitive psychological process involving the interaction between a college’s quality signaling and a customer’s evaluation of that signaled quality. Put differently, the “customer decisions” of whether accepting services sold from an university can depend on the result of university-stakeholders communications. With the extant progress in educational theory and practices by adopting a marketing perspective, there are significant unresolved issues in research and practices that warrant more systematic investigation. Knowing the importance of marketing communication, for example, what is the foundation for universities to communicate with internal and external stakeholders? Through what mechanisms and occasions can universities communicate with and signal to stakeholders? To respond to such gaps in the literature, WE propose that institutional research of a university (Knight et al., 1997; Jedamus & Peterson, 1980) plays a role of strategic communication in facilitating internal and external stakeholder communication, engagement, and cognition building. Overall, the propositions include the following. Proposition 1. Institutional research outcomes (i.e., created knowledge) generates significant impacts on students recruitment performance Proposition 2. The impacts of institutional research on student recruitment performance is mediated by strategic marketing mechanisms, including quality signaling, word-of-mouth, and customer relationship management Proposition 3. Quality signaling, word-of-mouth, and customer relationship management intervene interactively on the effects of institutional research on student recruitment

Increasing number of churches are adopting church social volunteer programs. A major issue in organizing social volunteering concerns the management that are most effective for recruiting member participation. Grounded in previous research and discussion, this study develops and estimates a model identifying the relationships of religiosity, church social volunteer recruitment management, and level of church members’ social volunteering. Using survey data from 1,490 church-going Christians and employing multiple regression method, this study demonstrates the importance of organizational intervention such as church social volunteer recruitment management to promote Christians’ social volunteering. This study discusses directions for future research on same research topics.

Species composition of fishes and the recruitment properties of jack mackerel, Trachurus japonicus, in the waters around the Geumo Islands in the mid-South Sea were investigated by using both sides fyke nets every month from February to December 2010. During study period, a total of 30,503 fishes (1,380.4 kg) were collected and classified into 2 classes, 16 orders, 61 families and 121 species. The dominant species was jack mackerel occupying 80.5% of total individuals and 44.4% of total biomass. The fork length range of jack mackerel was 5.5-26.8 cm and individuals about 6 cm was appeared only in the middle and southern area of the Geumo Islands in May. The new recruitment of jack mackerel appeared from May in the waters around the Geumo Islands is probably caused by the warm water intrusion associated with the development of stratification due to the extinction of seasonal coastal cold waters by the increase of solar radiation heat. Furthermore, the jack mackerels less than 6 cm recruiting in the mid-South Sea in spring were considered as mixed ones by individuals spawned in the East China Sea and in the waters around the Jeju Island considering the collected time, migration period and spawning time of them.

In this research, we investigated the historical development and ways of improvement of the teacher employment test (TET, hereafter) in Korea. This paper consists of three parts. The first part details the secondary science teacher education system in Korea. The second part elaborates upon the development of the TET since 1990's. The third part provides conclusion by addressing ways to improve science teacher education and employment systems in Korea. After all, the keen competition for teacher education and the demanding entry test ensure that secondary science teachers are selected from a pool of candidates with high academic achievement. Korean teacher employment system in general places more weight on subject knowledge. Although we cannot simply conclude that Korean science teachers must have profound knowledge in the subject matter and are competent in pedagogy, it stands to reason that the teachers could be more competent in performing their roles than those of many western countries with an acute shortage of teachers. We also suggested future directions and ways of improvement regarding teacher education and the TET in Korea.

본고는 외국인 유학생 유치와 관련된 정부정책의 변천과정 및 내용을 살펴보고 외국인 유학생을 직접 선발하고 가르친 경험을 토대로 정책의 효율성을 비판적 시각에서 조망하고자 하는 데에 그 목적이 있다. 정부정책을 크게 교육과학기술부와 법무부 그리고 문화관광부의 정책으로 구분 정리하여 각 정책의 변화와 정책간의 연관성을 살펴보았다. 살펴본 결과 외국인 유학생 유치정책 수립과 개선방안 마련에 있어서 교육과학기술부와 법무부 그리고 대학간의 정보공유 및 의사소통 미비로 인해 정책의 효과를 최대화시키지 못했음을 알 수 있었다.

In this study, the effects of psychosocial stress (box color and precision demand) on muscle activity were evaluated in laboratory setting. Eight subjects performed sagittally symmetric lifting tasks. Box color (yellow, black), precision demand (yes, no), and box weight (5%MVC, 10%MVC, 15 %MVC) were varied and surface EMG signals from seven muscles(medial deltoid right, biceps brachii right, lateral triceps right, latissimus dorsi right, erector spinae right, external oblique right, internal oblique right) were recorded. EMG signals were band-pass filtered(10~400 Hz), rectified, RMS smoothed and normalized (NEMG). Analysis of variance tests were conducted on the total NEMG (TNEMG: the sum of the seven muscles' NEMGs) and on the individual muscle's NEMGs. Box color had no effect on the TNEMG and on the seven muscles activities(p〉0.05). When precision demand was required at the end point of lifts, the mean NEMG showed higher values than no precision demand conditions: TNEMG (14% increase) and medial deltoid(40% increase), biceps brachii(10% increase), lateral triceps(26% increase), latissimus dorsi(25% increase) muscles. Those increases showed more conspicuous as the box weight increased in the muscles of medial deltoid, lateral triceps, and latissimus dorsi.

Several lines of evidence suggest that osteocytes play a critical role in bone remodeling. Both healthy and apoptotic osteocytes can send signals to other bone surface cells such as osteoblasts, osteoclasts, osteoclast precursors, and bone lining cells through canalicular networks. Osteocytes responding to mechanical strain may also send signals to other cells. To determine the role for osteocytes an mechanical strain in bone remodeling, we examined the effects of fluid flow shear stress on osteoclast precursor cell and osteoblast proliferation and recruitment induced by osteocytes. In addition, the effects of fluid flow shear stress on osteocyte M-CSF, RANKL, and OPG mRNA expression were also examined. MLO-Y4 cells were used as an in vitro model for osteocytes, RAW 264.7 cells and MOCP-5 cells as osteoclast precursors, and 2T3 cells as osteoblasts. MLO-Y4 cells conditioned medium (Y4-CM) was collected after 24h culture. For fluid flow experiments, MLO-Y4 cells were exposed to 2h of pulsatile fluid flow (PFF) at 2, 4, 8, 16±0.6dynes/cm² using the Flexcell StreamerTM system. For proliferation assays, MOCP-5, RAW 264.7, and 2T3 cells were cultured with control media or 10-100% Y4 CM. Cells were cultured for 3d, and then cells were counted. RAW 264.7 and 2T3 cell migration was assayed using transwells with control media or 10-100% Y4-CM. M-CSF, RANKL and OPG in MLO-Y4 mRNA expression was determined by semiquantitative RT-PCR. Y4-CM increased osteoclast precursor proliferation and migration, but decreased 2T3 cell proliferation and migration. CM from MLO-Y4 cells exposed to PFF caused decreased RAW 267.4 cell proliferation and migration and 2T3 migration compared to control Y4-CM. However, Y4-CM from cells exposed to PFF had no effect on 2T3 osteoblastic cell proliferation. PFF decreased RNAKL mRNA and increased OPG mRNA in MLO-Y4 cells compared to control(without PFF). PFF had no effect on M-CSF mRNA expression in MLO-Y4 cells. These results suggest that osteocytes can regulate bone remodeling by communication with osteoclast precursors and osteoblasts and that osteocytes can communicate mechanical signals to other cells.