공무원의 공공봉사동기와 직무태도에 대한 실증적 연구: 직무만족과 조직몰입을 중심으로 = Empirical Analysis on the Public Service Motivation(PSM) and Job Attitudes among Korean Public Officers: Focusing on Job Satisfaction and Organizational Commitment

다국어 초록 (Multilingual Abstract)

This study aims to research whether public service motivation which attach importance to the interests of other people and community besides of economic motivation could give the meaningful values into personal behavior and organizational performances.
According to the results of factor analysis, self-sacrifice, public contribution, sympathy are extracted from PSM as independent variables, and job satisfaction and organizational commitment are extracted from performance as dependent variables. According to the regression results, totality of PSMs gives statistically meaningful influence on two performances, and self-sacrifice and public contribution have an meaningful effect on job satisfaction and organizational commitment, on the contrary sympathy exert no meaningful effect on that dependent variables. In another analysis, emotional dimension have much stronger on the dependent variables than rational dimension. According to the result of path analysis, first sympathy is the leading variable of the independent variable such as self-sacrifice and public contribution, secondly job satisfaction and organizational commitment are the dependent variables of the independent variables.
The leader in public organization have to escape from the selfish motivation and make the various environments which trigger the motivations of altruism(such as sympathy, self-sacrifice, public contribution) for the other people in the long and sustainable whole view. On this analysis some implications are extracted.
First, it need to establish comprehensive personnel management mechanism including cooperative and altruistic motivation approach besides economic and selfish motivation approach. Second, it need to take careful concern on person-based relationship only not to concentrate on work-base relationship. Third, it need to set up institutions for promoting cognition of public officers on the publicness of organizational work in flow of personalized generation. Fourth, organizational leader need to prepare environment for accepting fair and objective evaluation and compensation on real work contribution of altruistic motivation.

국문 초록 (Abstract)

본 연구는 개인의 경제적 동기 이외에도 타인과 공동체의 이익을 중시하는 공공봉사동기가 구성원의 직무태도에 의미있는 가치를 부여할 수 있을 것인가 하는 점을 살펴보고자 한다. 이를 위해서 4가지 차원의 공공봉사동기(PSM)를 독립변수로 설정하고, 개인차원의 직무만족과 조직차원의 조직몰입을 종속변수로 설정하여 한국의 공무원들을 대상으로 실증조사를 하였다. 먼저, 요인분석 결과, PSM 중 ‘자기희생’, ‘공익기여’, 그리고 ‘동정심’이 추출되었고, 성과에서 ‘직무만족’과 ‘조직몰입’이 추출되었다. 이들 변수를 중심으로 회귀분석 결과, 전체 PSM은 성과에 유의미한영향을 준 것으로 나타났다. PSM의 개별 차원 중 ‘자기희생’과 ‘공익기여’는 ‘직무만족’과 ‘조직몰입’에 유의미한 영향을 주었지만, ‘동정심’은 다중회귀분석에서 상대적으로 유의미하지 않았다. 종속변수들에 대해 정서적 차원이 합리적 차원보다 더 강하게 영향을 주었다. 경로분석에서 이들 변수들에 대한 전반적인 관계를 살펴보면, ‘동정심’은 ‘자기희생’과 ‘공익기여’의 선행변수로 역할을 하고 있으며, ‘직무만족’과 ‘조직몰입’은 종속변수로 역할을 하고 있다. 본 연구는 분석의 결과를 토대로 다음과 같은 정책적 함의를 제시하였다. 첫째, 경제적･이기적 동기부여 방식 외에 협력적･이타적 동기부여 방식도 반영된 통합적인 인사관리 메커니즘을 구축할 필요가 있다. 둘째, 직무분석 및 직무평가, 성과와 평가, 보상 및 승진 등의 업무중심적 대인관계에만 매몰되지 말고 비공식적 활동의 적절한 허용, 제안제도, 고충처리, 상담과 멘토링, 일과 삶의 균형 등 인간관계적 대인관계에도 적절한 배려가 필요하다. 셋째, 관리자는 점차로 개인화되는 시대적인 흐름 속에서 공직의 공익성에 대한 구성원의 인식을 제고하는 다양한 방안을 우선적으로 제도화 할 필요가 있다. 넷째, 조직의 리더는 이타적 동기부여를 배려하는 환경을 제공할 뿐만 아니라 객관적이고 공정한 평가와 보상책을 마련해야 할 필요가 있다.

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