Earticle

최근 드론ㆍ사이버 공격 등 새로운 유형의 위협이 증가함에 따라 국가중요시설 보안 체계의 구조적 전환 필요성이 제기되고 있다. 공항은 국가보안시설이자 다중이용시설임에도 불구하고, 국내 보안 체계는 운영 단계 중심의 사후적 대응에 의존하여 설계ㆍ시공 단계에서 보안이 충분히 반영되지 못하는 한계를 보이고 있다. 본 연구는 공항 건설 단계에서의 보안설계 및 보안감리 제도 도입 필요성을 중심으로 국내 법ㆍ제도의 구조적 공백을 분석하고 주요국 사례를 비교 검토하였다. 분석 결과, 공항 보안은 설계ㆍ시공 단계부터 보안 요구사항을 반영하는 사전 예방적 체계로의 전환이 필요함을 확인하였다. 이에 따라 전문 보안감리자 지정, 설계 단계 보안요소 반영, 다영역 보안 대응 체계 구축 등 정책적 개선 방향을 제시한다.

As emerging threats such as drone intrusions and cyberattacks continue to intensify, there is growing recognition of the need for a structural transformation in the security frameworks governing national critical infrastructure. Airports function simultaneously as critical national assets and high-density public facilities; any security failure may carry far-reaching consequences for national security and public safety. Despite this dual significance, the current airport security framework in Korea remains predominantly reactive, with security measures concentrated in the operational phase and insufficiently embedded into the design and construction stages. This study investigates the necessity of embedding security into airport design and construction through the introduction of dedicated security supervision systems. It analyzes structural gaps and institutional deficiencies within Korea's existing legal framework and conducts a comparative review of security-by-design approaches adopted in major jurisdictions, including the United States, Israel, the European Union, and Singapore. The findings indicate that a fundamental shift is required—away from post-operational security management and toward a preventive framework in which security requirements are systematically integrated from the earliest stages of airport development. To support this transition, the study proposes a set of policy measures, including the statutory designation of qualified security supervisors, mandatory incorporation of core security elements in architectural design documents, expansion of security scope to encompass multi-domain threats (physical, cyber, and unmanned systems), and establishment of a professional certification and training system for security design practitioners. These proposals are expected to advance airport security from a reactive to a proactive and preventive model, while ensuring greater alignment with international standards such as ICAO Annex 17 and Doc 8973.

The Aviation Security Supervision is provided in Article 33 of the Aviation Security Act as part of preventive security police action. The Aviation Security Supervision specifically consists of the inspection as an administrative investigation and the corrective action as an administrative guidance. In this regard, it is necessary to understand its contents and limitations through the Framework Act on Administrative Investigations and the Administrative Procedure Act. In particular, the problem can be described as a Corrective Measures based on the inspection results. Recommendations for improvement and On-site corrections is non-power administrative guidance under the National Aviation Security Level Management Guidelines in the form of administrative rules. Only Corrective action under the this Guidelines is regulatory and administrative action and can be appealed and administrative litigation under the Administrative Litigation Act. Meanwhile, the Aviation Security Act and its subordinate statutes are silent on the prior remedy of corrective action. The Guidelines provide for petitions, including Corrective action, Recommendations for improvement, and On-site corrections. However, the period of seven days is very short, and there is a problem in the form and authority.

유럽이라는 지역적 인권을 보장하기 위한 유럽인권협약은 실효적 보 장시스템이 없다면, 선언적 의미에 불과하다. 유럽은 이러한 실효성을 보장하기 위하여 유럽인권재판소를 창설하여 체약국의 인권침해 사건을 심리한다. 또한, 판결의 집행·감독을 위한 절차적 보장도 이루어져야 한 다. 유럽인권협약의 실효적 시스템은 한순간에 이루어지지 않았다. 체약 국의 정치, 경제적 상황이 다르며, 시대가 변화하면서 새로운 인권이 등 장하기도 한다. 이를 대응하기 위하여 유럽인권협약은 의정서라는 형식을 채택하였다. 유럽인권협약은 제1의정서부터 시작하여 최근 제16의정 서까지 채택되었다. 이 과정에서 유럽인권협약의 내용과 인권보장을 위 한 절차에 변화가 있었다. 우선 제11의정서에서 인권재판소에 인권침해 사건에 당사자가 국가에서 개인으로 변경하였고, 제14의정서를 통하여 Pilot 판결제도가 확립되었다. 제11의정서는 개인의 인권보장을 위하여 인권재판절차를 실질적으로 변경하였다. 제14의정서는 인권협약 체약국 이 증가하면서 인권재판소의 청구건수가 증가하는 상황에서 합리적이고, 적절한 절차를 보장하기 위하여 채택하였다. 의정서가 채택되는 과정에 서 체약국의 많은 저항과 반발도 있었지만, 지역적 인권을 보장하기 위 한 유럽 국가들의 노력은 높이 평가받고 있다. 본 논문에서는 인권보장 시스템의 실효적 보장을 위한 재판절차를 검토하고자 한다. 특히 재판절 차에 많은 변화가 있었던 제11의정서와 제14의정서를 중심으로 검토하 고자 한다. 더불어 유럽인권재판소의 판결의 집행·감독과 효율성을 위한 Pilot 판결절차를 유럽인권재판소 결정례를 중심으로 검토하고자 한다.

The European Convention on Human Rights for guaranteeing the regional human rights in Europe doesn't end up in a declarative meaning if there is no effective security system. Europe establishes the European Court of Human Rights to guarantee this effectiveness, thereby hearing the human rights violations of the contracting states. Also, even the procedural guarantee for the execution and supervision of a judgment needs to be made. The effective system in the European Convention on Human Rights was not made in a moment. Political and economic situations are different in the contracting states. As times change, new human rights ever emerge. To cope with this, the European Convention on Human Rights adopted the form called protocol. The European Convention on Human Rights was selected even No. 16 protocol these days with starting from No. 1 protocol. In this process, there was a change in the contents for the European Convention on Human Rights and in the procedure for the human rights guarantee. In the process of being chosen a protocol, there were also many resistances and oppositions from the contracting states. But an effort of European countries for guaranteeing the local human rights is being highly appreciated. This study is aimed to inquire into the judicial proceedings for the effective security of the Human Rights Security System. Especially, the objective is to review focusing on No. 11 protocol and No. 14 protocol that had lots of changes in the trial procedure. In addition, the aim is to examine Pilot judgment procedure focusing on the decision cases from the European Court of Human Rights for the efficiency of the execution and supervision of judgment in the European Court of Human Rights.

This study explores a small but growing stream of research that focuses on nonphysical types of workplace mistreatment - abusive supervision. Abusive supervision is defined as “subordinates’ perceptions of the extent to which their supervisors engage in the sustained display of hostile verbal and nonverbal behaviors, excluding physical contact.” In this study we attempt to study the negative effects of abusive supervision and moderating roles of subordinates’ perceived job security. We focus on subordinates’ knowledge creation and knowledge sharing as outcome variables because of their importance in the changing world of business. Abusive supervision refers not to bullying or physical harrassment of supervisors, but to the behaviors which are not apt to ordinary manners such as formal and considerate behaviors. These type of behaviors usually have clear objective and purpose to achieve, but the way to supervise and deliver influence may easily irritate and annoy the employees and it may lead to negative side effects of supervision. Obviously, changing environment leads to unstable status or perception of employees on their job security. Moreover this unstability of employees’ perception or attitudes may seriously hinge their creative behaviors and vitality. In short, we assume that the more unstable on employees’ job security, the less creative behaviors of them. Besides, employees’ perception of job stability may have some positive effects in a way that it can buffer the negative perception of supervisors’ abusive behaviors. following these research questions, we develop 6 hypotheses and research model. Using a sample of 347 organizational members(subordinates), we hypothesized that supervisors’ abusive supervision would be negatively associated with subordinates’ knowledge creation and knowledge sharing. Moreover, we hypothesized that these relationship would be moderated by subordinates’ perception of job security in a way that the negative effects of abusive supervision will be bigger when the subordinates’ perceive job insecurity. Perceived job security was hypothesized that it will have positive association with knowledge creating and knowledge creation. With hierarchical regression analysis we tested those hypotheses and the results show that all of the hypotheses are supported.

군에서 정보보안정책 위반 의도는 국방ㆍ안보 위협을 초래하기 때문에 그 원인을 파악하는 것이 중요하다. 본 연구는 정보보안정책 위반 의도를 예측하는 조직ㆍ개인적 요인으로 비인격적 감독과 소명의식을 활용하였다. 281명의 군인 대상 횡단연구를 통해 조절된 매개 모형을 검증하였다. 연구 결과, 비인격적 감독은 정보보안정책 위반 의도와 정적 관계가 있으며, 도덕적 이탈이 이를 매개하였다. 이 간접 효과는 소명의식에 의해 조절되었다. 즉, 소명의식이 높을수록 효과는 더 약했다. 우리는 이론ㆍ실무적 함의를 논의하고 향후 연구방향을 제시한다.

In military, it is important to identify the antecedents of followers’ information security policy noncompliance intention as it causes significant damage to national defense and security. This study examines leaders’ abusive supervision and followers’ sense of calling as organizational and personal factors that predict followers’ information security policy noncompliance intention. In doing so, the study employs a cross-sectional methodology by which data from 281 military personnel are analyzed to test the moderated mediation model. The results reveal that leaders’ abusive supervision is positively related to followers’ information security policy noncompliance intention and that followers’ moral disengagement mediates this relation. Furthermore, the indirect effect of followers’ moral disengagement is moderated by followers’ sense of calling. Specifically, this effect is weaker when their sense of calling is higher. Based on the findings, the theoretical and practical implications of this study are discussed and future research directions are suggested.

시설경비는 시설에서 생활을 영위하는 사람들의 안전을 위해서 중요하다. 각종 법률에서는 시설경비가 성공적으로 이루어지도록 제도적 장치를 마련하고 있으나 실제 현장에서는 제도의 미비 및 불이행으로 인해 여러 가지 문제점이 발생하고 있다. 이에 이 연구에서는 현재의 시설경비와 관련하여 경비원의 자격요건과 관련된 문제점을 지적하였으며, 관리원 계약으로 추가업무가 부담되어 안전상의 공백이 발생하는 문제점을 지적하였다. 또한 형식적으로 이루어지는 시설경비의 지도ㆍ감독과 관련된 문제점을 지적하였다. 이런 문제점을 해결하기 위해 연구에서는 모든 시설의 경비원에 대한 범죄경력조회 의무화 및 연 단위 점검, 경비원 신임교육 이수대상자 확대 및 면제대상자 축소를 주장하였다. 또한 계약상 경비원과 관리원의 명칭과 업무 명확화, 경비업법 위반사항에 대한 실질적 감독이 이루어 질 수 있도록 지방자치단체 등과의 합동점검 실시를 주장하였다.

Facility security is important for the safety of people living in facilities. Various laws provide institutional arrangements for the successful implementation of facility security, but in practice, various problems arise due to institutional deficiencies and non-compliance. The study pointed out problems related to the qualifications of security guards in relation to the current facility security system, and pointed out that the contracting of the management person creates a safety gap by burdening them with additional tasks. It also pointed out problems related to the formalised supervision and guidance of facility security. To solve these issues, the study recommended mandatory criminal records checks and annual inspections for all security guards, expanding the number of security guards required to complete certification education and reducing the number of exemptions, clarifying the names and duties of security guards and management person in contracts, and conducting joint inspections with local governments to ensure effective supervision of violations of the Security Service Industry Act.

본 논문은 조직내에서 나타나는 상사의 비인격적 감독이 종업원들이 정보보안 정책을 준수하려는 의도에 미치는 영향을 규명하고자 하였다. 또한 이러한 영향 관계를 종업원들이 인식하는 조직공정성이 조절하는 효과도 규명하고자 하였다. 분석한 결과, 비인격적 감독은 조직 내의 정서적 사회적 유대감을 낮추고, 조직원들이 조직의 정보보안정책을 준수하려는 의도에 부정적인 영향을 끼치고 있으며 조직공정성은 비인격적 감독과 보안정책 준수의도 사이의 부정적 관계를 완화시키는 것으로 나타났다. 특히 분배공정성이 높을수록 부정적 관계가 완화되는 것으로 나타났다.

The purpose of this study is to investigate how abusive supervision influences on security policy compliance in their work place and find moderation effects of organizational justice. The results is that abusive supervision decreases employees' affective commitment or social bond to their organizations. And it negatively affect employees' behavioral intent to comply with security policies. Organizational justice acts to attenuate the negative relationship between the stress from abusive supervision and willingness to comply with the security policy. Especially, distributive justice has a significant effect on decreasing the negative relationship.

경찰과 경비 상호간의 협력은 치안인프라 증진을 도모하는 첩경이다. 다만 양자의 협력은 공동모색과 동시에 규제도 수반되기 때문에 상호간의 균형유지를 고려할 필요하다. 그런데 근래 경비업법의 개정으로 규제자로서의 경찰과 피규제자로서의 경비업 상호간에 규제적 긴장수준이 증가되어 왔다. 이러한 상태는 경비업에 긍정적인 기능 마저위축시킬 수 있다는 점에서 우려스럽다. 따라서 상호 협력을 위한 효율적 규제방안을 강구하는 것은 치안강화를 위해 종요로운 논의라 할 수 있다. 본 연구의 목적은 경비업자와 경비지도사의 경찰 지도감독에 대한 지각수준의 차이를 파악ㆍ조사함으로써 구체적인 협력방안을 모색하는 것에 있다. 이를 위해 경비업자ㆍ경비지도사ㆍ경비업 담당 경찰공무원을 대상으로 경찰 지도감독의 내용과 형태에 대한 설문조사를 실시하였다. 주요 내용을 요약하면 다음과 같다. 첫째, 경비업자와 경비지도사는 경찰공무원의 경비업무 민원대응성에 만족 이상으로 82.2% 응답했지만 통계적으로 유의미하게 경비지도사가 경비업자에 비하여 낮게 인식하는 것으로 나타났다. 둘째, 경비업자와 경비지도사는 경찰공무원의 전문성은 “전문적”이상으로 73.5%가 응답했지만 경비지도사는 경비업자에 비하여 유의미한 수준에서 낮게 인식하였다. 셋째, 경비업자와 경비지도사는 경찰관의 협력체계를 양호 이상에 69.3%가 응답했고 경비지도사가가 경비업자에 비해 유의미한 수준에서 낮게 지각하였다. 넷째, 경찰관의 경비업 지도점검 시 경찰관의 언행ㆍ태도에 대한 경비원관리자의 만족도는 응답자의 85.%가 “만족”이상으로 응답하였다. 경비지도사의 만족수준이 경비업자에 비해 유의미하게 낮았다. 다섯째, 경비업을 담당하는 경찰관의 인식도를 조사한 결과 전문성에 대한 자가평가 결과는 “전문적” 이상의 응답이 66.4%로 나타났다. 나머지는 보통(31.2%), 비전문적(2.4%)이라는 응답이 있었다. 담당 경찰관의 경비업 지도점검 시 언행태도에 대한 자가평가에 대해서는 63.3%가 만족이상으로, 나머지는 보통(36%), 불만족 이하(0.8%)로 응답했다.

Cooperation between the police and the security increases the level of security. Cooperation is mean that co-production and efficient regulation of security. As a result of the amendment of the “Security Industry Act”, there has been a higher tense relationship between the police force and security industry. This situation can reduce the positive function of the security industry as a security supplement. Therefore, effective regulation for mutual cooperation is an important point for strengthening security. The purpose of this study is to investigate the perception of private security instructor and security industry operator and to find desirable cooperation with police. This study was conducted to survey police officers and security managers. The results of the analysis are summarized as follows. First, 82.2% of responded that they were satisfied with the responsiveness of the police officer 's questions about security services. Second, 73.5% of security managers responded to the professionalism of police officers more than "professional". The supervisor recognized that it was significantly lower than that of the security operator. Third, the security manager responded positively to the cooperation system of police officers by 69.3%. There was a difference in the perception of security managers, but the private security instructors perceived them to be significantly lower than those of security guards. Fourth, 85.4% of the respondents answered that they were more than satisfied with the security officer's satisfaction with the police officer's supervision. The level of satisfaction of security guards was higher than private security instructor. Finally, the questionnaire surveyed the perception of the police officers who carried out security work. Self-evaluation of professionalism showed 66.4% of respondents who were "professional".