군 조직의 동기부여가 조직몰입 및 직무몰입, 직무만족에 미치는 영향 : 육군 병사를 중심으로

국문 초록 (Abstract)

본 논문은 동기부여를 내재적, 외재적 동기부여로 나누고 이들이 조직몰입, 직무몰입, 직무만족에 미치는 영향과 이 관계에 대한 학력과 주 임무의 조절효과를 알아보고자 했다.

연구에서 도출된 결과는 다음과 같다.
첫째, 내재적 동기부여의 창의와 도전이 직무몰입에 있어 유의성이 검증되지 않았지만 다른 모든 요소의 경우 종속변수에 정(+)의 영향을 미쳤다. 둘째, 외재적 동기부여는 병사들의 조직몰입, 직무몰입, 직무만족 모두에 정(+)의 영향을 미쳤다. 셋째, 학력은 내재적 동기부여와 직무몰입, 직무만족과의 관계에서 큰 역할을 하지 않았고 조직몰입과의 관계에 조절효과를 보였다. 또한 외재적 동기부여와 조직몰입에 조절역할을 하였다. 넷째, 주 임무는 내재적 동기부여와 직무몰입, 조직몰입의 관계에 영향을 미친다고 볼 수 없었고 직무만족에는 조절역할을 하였다. 다섯째, 학력은 외재적 동기부여와 직무몰입, 직무만족의 관계에 조절역할을 한다고 볼 수 없지만 조직몰입과의 관계에는 조절역할을 하였다. 여섯째, 주 임무는 외재적 동기부여가 직무몰입에 영향을 미치는 데 조절역할을 한다고 볼 수 없었지만 직무만족과 조직몰입과의 관계에는 조절역할을 하였다. 일곱째, 병사들의 조직몰입, 직무몰입, 직무만족에 있어 외재적 동기부여와 내재적 동기부여 중 어느 하나가 특별히 더 강한 성과를 유발하지 않았는데 이는 각각의 독립변수를 세분화 하였을 때 세부 요소 각각에 대한 우위가 달랐기 때문이다.

이상의 연구 결과가 주는 학문적 시사점은 다음과 같다. 첫째, 기존의 연구들과는 달리 내재적, 외재적 동기부여가 병사들의 조직몰입, 직무몰입, 직무만족에 미치는 영향을 분석하고 이들의 긍정적 영향을 밝혀내었다. 둘째, 동기부여가 직무몰입, 직무만족, 조직몰입에 영향을 미치는 데 있어 학력과 주 임무의 조절역할을 분석하였다. 셋째, 동일한 종속변수 상에서 내재적·외재적 동기부여라는 두 독립변수의 비교를 통해 군 조직에 있어서 둘의 영향력을 분석하였다. 큰 영향력의 차이는 나타나지 않았지만 병사들에게 있어 외재적 동기부여만큼 내재적 동기부여도 중요하다는 결론을 도출할 수 있었다.

또한 본 연구는 다음과 같은 실무적 의의를 가진다. 첫째, 병사들에게는 내재적 동기부여 요소 중 업무에 대한 창의와 도전보다 흥미와 보람이 더 큰 유인이 되므로, 업무자체에 즐거움과 보람을 느낄 수 있게 노력해야 한다. 둘째, 승진이나 인정보다 병사들 주변의 환경적 요소와 보상이 더 큰 영향력을 미치므로 이러한 요소들의 만족을 위해 노력할 필요가 있다. 셋째, 병사들의 조직몰입, 직무몰입, 직무만족에 있어 학력과 주 임무의 조절역할이 거의 없는 것으로 나타났으므로 학력과 주 임무 대신 병사들의 적성이나 성격을 고려할 필요가 있다. 넷째, 군 조직에서 외재적 동기부여와 내재적 동기부여 중의 우세가 나타나지 않았으므로 두 동기부여가 상호 연계된 운용방식을 적용할 필요가 있다는 것을 확인할 수 있었다.

목차 (Table of Contents)

• 제 1 장 서 론
• 제 1 절 연구의 동기 및 목적 ······················································ 1
• 제 2 절 연구의 범위 및 방법 ······················································· 2
• 제 3 절 연구의 구성 ································································· 3
• 제 2 장 이론적 배경
• 제 1 절 군 조직에 대한 고찰 ······················································· 4
• 1. 군 조직의 특성 ································································· 4
• 2. 병사 생활의 어려운 요소 ······················································5
• 제 2 절 동기부여의 이론적 고찰 ··················································· 7
• 1. 동기부여의 개념 ······························································· 7
• 2. 동기부여의 중요성 ···························································· 8
• 3. 동기부여 이론 ································································· 9
• 4. 내재적 동기부여, 외재적 동기부여 ········································ 19
• 제 3 절 조직몰입 ···································································· 22
• 1. 조직몰입의 개념 ······························································ 22
• 2. 조직몰입의 중요성 ··························································· 23
• 3. 조직몰입의 이론 ······························································ 24
• 4. 조직몰입의 유형 ······························································ 25
• 제 4 절 직무몰입 ···································································· 27
• 1. 직무몰입의 개념 ······························································ 27
• 2. 직무몰입의 중요성 ···························································· 27
• 3. 직무몰입에 관한 연구 ······················································· 28
• 4. 직무몰입에 영향을 미치는 요인 ············································ 28
• 5. 조직몰입과 직무몰입의 차이점 ············································· 30
• 제 5 절 직무만족 ···································································· 31
• 1. 직무만족의 개념 ······························································ 31
• 2. 직무만족의 중요성 ··························································· 32
• 3. 직무만족의 이론 ······························································ 33
• 제 6 절 선행연구의 검토 ·························································· 35
• 제 3 장 연구 설계
• 제 1 절 연구모형 및 가설 ························································· 38
• 1. 연구모형의 설정 ······························································ 38
• 2. 가설 설정 ······································································ 39
• 제 2 절 변수의 조작적 정의 및 설문구성 ······································· 44
• 1. 동기부여 ······································································· 44
• 2. 조직몰입 ······································································· 44
• 3. 직무몰입 ······································································· 45
• 4. 직무만족 ······································································· 45
• 제 3 절 자료수집 및 분석방법 ··················································· 46
• 제 4 장 분석결과
• 제 1 절 연구 대상자의 인구통계학적 분석 ····································· 48
• 제 2 절 신뢰성 및 타당성 검증 ·················································· 50
• 1. 신뢰성 검증 ··································································· 50
• 2. 타당성 검증 ··································································· 51
• 제 3 절 상관분석 ···································································· 59
• 제 4 절 가설의 검증 ································································ 60
• 제 5 장 결론
• 제 1 절 연구 요약 ·································································· 81
• 제 2 절 연구결과의 시사점 ························································ 90
• 1. 학문적 시사점 ································································· 90
• 2. 실무적 시사점 ································································· 91
• 제 3 절 연구의 한계점 및 향후 연구방안 ······································· 93
• [참고문헌] ············································································· 94
• [설 문 지] ············································································ 106
• [Abstract] ··········································································· 113