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公企業 成果管理制度 改善方案 硏究 : 한국수자원공사를 중심으로
문한용 忠南大學校 行政大學院 2010 국내석사
The government’s plan to boost management efficiency with the Performance Management System for public companies conducted by Ministry of Strategy and Finance made Korea Water Resources Corporation (K-water)introduce the Performance Management System. This system has developed and served as a momentum to advance the whole management system. K-water has introduced new management systems like Management by Objectives (MBO) and Management Contract System as well as Balanced Scorecard (BSC) for performance management derived from the corporate strategy and various perspectives. Furthermore K-water has adopted systematic management tools focused on process to obtain excellent results consistently through the change of Public Enterprise Performance Evaluation in 2008, and built the proper foundations to enhance the Internal Performance Management System. K-water’s Performance Management System studied in this thesis has made an important role in not only motivating members but also attaining K-water’s goals efficiently.However, the actual condition and the result of survey on the system show that it is necessary to improve the system continuously. In detail, in Chapter 3, this study described several problems with analysis of actual conditions of the system. Those were the number of performance management systems and the personal use of the performance results in employee's performance reviews or pay, and most indicators were limited in directional/practical indicators (60%), and quantitative indicators (51%). Therefore, the above problems hindered K-water from building result-oriented organizational culture. In Chapter 4, the performance management system survey of K-water’s members showed the necessity of the following remedies; It found a strong correlation among ‘performance management system’, ‘performance indicator’, ‘’performance method’, and ‘performance results.’ Therefore it was recognized that complex and multilateral remedies rather than a separate remedy for an indicator was needed for members to accept performance management system more. Especially, ‘performance evaluation’, and ‘performance results’ showed a lower member’s satisfaction, and it was concluded that because of performance evaluation members suffered from increased work burden and tiredness. With checking the current K-water’s Performance Management System and grasping the problems, the following improvements are derived. First of all, a plan to reorganize performance management system with integrating the system which has been operated in two ways was considered. Not only that, ideas to raise the organizational efficiency were recognized such as systematic arraying performance indicators, setting up a standard for challenging goals, and making up and operating result-oriented performance indicators. In addition, several other plans were devised; to win members’ confidence and retain objectivity in performance evaluation, composing evaluation groups according to department’s trait, marking on an absolute scale, using checklist, and composing adequately evaluation group with insiders and outsiders. All these attempts were conducted to attain evaluation’s specialty and independency. This thesis asserted that to get evaluation’s fairness and to enhance the use of performance evaluation’s results, first of all, confidence and objectivity of evaluation method must be a precondition. It also indicated the necessity of graded standards for piece rate rather than enlarging the gap of piece rates to get better results. Performance evaluation results should not be represented not as grade marks but as performance information, so the results could be used in solving problems, and the study seek positive feedback in reorganization and making a budget. Activities for performance management should be shared to members and win the sympathy, so it is possible for members to take part in the system voluntarily. Moreover, members’ participation alone can lead to K-water’s customized performance management system and powerful management tools to fulfill organizational goals. Thanks to successful establishment of performance management system with various improvements, it is believed that K-water will perform a role as public enterprise which contributes to supplying better service to the public.
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관계적 에너지가 직무열의에 미치는 영향: 성장지향의 조절효과
본 연구의 목적은 타인과의 상호작용 이후 경험하는 관계적 에너지가 직무열의에 미치는 영향에 대한 성장지향의 조절효과를 검증하는데 있다. 국내 직장인 407명(남성 213명, 여성 191명)이 조사에 참여하였다. 조사 대상자들의 평균 연령은 33.77(SD = 9.85)세이고, 평균 근속기간은 53.60(SD = 71.25)개월이었다. 다중회귀분석 결과, 관계적 에너지와 직무열의 간 관계에서 성장지향의 조절효과가 유의한 것으로 나타났다. 조절효과가 나타난 이유는 관계적 에너지와 직무열의 간의 정적 관계가 성장지향이 낮을 때 보다 높을 때 더 강하게 나타났기 때문인 것으로 보인다. 직무열의에 영향을 주는 변수 중 관계적 에너지와 유사한 변수인 정서적 지지의 효과를 통제한 후에도 관계적 에너지는 직무열의에 유의한 효과를 지님은 물론 효과의 크기도 거의 축소되지 않았다. 관계적 에너지 척도는 Owens 등(2015)이 개발한 5문항으로 구성된 척도이다. 5문항으로 관계적 에너지라는 구성개념을 측정하는 것이 부족하다는 판단 하에 관계적 에너지의 개념정의를 토대로 10문항이 추가되었다. 확인적 요인분석 결과, 15개 문항으로 구성된(Owens의 척도에 10문항 추가) 척도의 전반적 부합도가 Owens의 척도 5문항 보다 더 좋은 것으로 나타났으며 준거 예측력도 더 높은 것으로 나타났다. The purpose of the present study was to investigate the moderating effect of promotion focus on the relationship between relational energy and job engagement. 407 employees participated in the survey(213 males, 191 females). The average age of participants was 33.77 (SD = 9.85) years, and the average tenure of participants was 53.60 (SD = 71.25) months. As a result of multiple regression analysis, the moderating effect of promotion focus on the relationship between relational energy and job engagement was statistically significant. This result shows that when the level of promotion focus is high, the stronger relationship between relational energy and job engagement is. After controlling the effect of emotional support which is one of predictors on job engagement, the effect of relational energy on job engagement was statistically significant, and the its effect was not reduced. The five-item relational energy scale developed by Owens et al. (2015) seemed to be insufficient to measure subfactors of the relational energy. Additional 10 items developed in this study for measuring the relational energy based on its conceptual definition. To compare of two scales of relational energy, confirmatory factor analysis performed. The fit of the 15-item relational energy scale(original 5 items plus additional 10 items) was better than the fit of the original 5-item scale. And the 15-item scale showed higher correlation with criterion variable than original scale.
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