公務員 士氣決定要因 分析에 관한 硏究 : 中央部處 公務員과 地方官署 公務員의 比較를 中心으로

다국어 초록 (Multilingual Abstract)

I .Introduction
The object of personnel administration is not simply to recruit excellent personnel and to encourage them to exert their best efforts by stationing them in the right place, but also to promote effectiveness of administration by enhancing their morale and promoting a strong desire to work.
In view of this goal, under the assumption that there is a difference in morale-determining factors between central administrative officials and local administrative officials.
This paper attempts to analyze the morale determining factors in the two comparative groups through an empirical study and thereby to provide useful information for policy-waking.
II. Methods of Research
In order to attain this goal of study, empirical research was conducted by means of a questionnaire and an analysis of the existing moral-related literature was carried out. Seven morale-determining factors were chosen, compared and analyzed with the methods of correlation analysis, T-test and regression analysis for both central administrative officials and local administrative officials.
The seven morale factors are as follows:
1)promotion
2)working environment
3)self-actualization
4)stability
5)recognition
6)monetary compensation
7)communication
III. Results
First, in the analysis of the correlations between morale and morale factors, it was revealed that morale correlates with monetary compensation, recognition, promotion, stability, and communication for the central administrative officials, On the other hand, it was revealed also that morale correlates with monetary compensation, recognition, communication self-actualization, and promotion for the local administrative officials. But, it was not with working environment for both groups.
Second, an analysis of the significant differences of morale and morale factors between central administrative officials and local administrative officials revealed that the latter have higher morale levels than the former, and that the latter are quite satisfied with self-actualization and recognition. On the other hand, little significant difference was found among the other factors.
Third, of the morale-determining factors in central administrative officials and local administrative officials, it was found that promotion, recognition and monetary compensation are important variables for the former group in determining the level of morale, and that promotion, recognition, communication, and monetary compensation are important for the latter group.
IV. Policy Implications
The results of the analysis show that the level of morale in Korea's government officials is relatively low; thus the authorities concerned should make efforts to enhance morale so as to attain the goal of raising the effectiveness of administration. In view of this the following suggestions are proposed: The morale-determining factors for central administrative officials are monetary compensation, recognition and promotion in the order.
As to monetary compensation, improvements should be made in a way that is not against the principle of equilibrium compared with other employment sectors of society.
As to recognition, polices and systems need to be provided for government officials where in they can be objectively judged by their working abilities within the organization, while in extra-organization, policies and systems should be provided and publicized in which government officials can take pride while they are in office.
As to promotion, procedures should be applied fairly and the present nine-grade system should be transformed to a thirteen-grade system, there- by alleviating the phenomenon of accumulation of promotion.
Considering the fact that the most improtant morale-determining factors in local administrative officials are in the order of recognition, promotion and communication, such policies and systems should be provided so as to enhance their morale.
Especially, not only position promotion, but also grade promotion should be applied in order to solve the phenomenon of accumulation of promotion. Finally, regarding communication, higher-rank officials should receive free from prejudice, the opinions of lower-rank officials when they are creative and appropriate, and also higher-rank officials should make efforts for promoting harmonious cooperation among adjacent government offices.

목차 (Table of Contents)

• 목차
• 第1章 序論 = 1
• 第1節 硏究의 目的 = 1
• 第2節 硏究의 對象 및 範圍 = 3
• 第3節 硏究의 方法 = 4
• 第2章 理論的 背景 = 6
• 第1節 士氣의 意義 = 6
• 1. 組織과 人間 = 6
• 2. 士氣의 意義 = 8
• 3. 士氣와 生産性 = 11
• 第2節 士氣理論 = 12
• 1. 欲求理論 = 12
• 2. 過程理論 = 18
• 第3章 硏究設計 = 24
• 第1節 分析模型 = 24
• 第2節 士氣要因의 選定 및 假設設定 = 25
• 1. 士氣要因의 選定 = 25
• 2. 假設設定 = 35
• 第3節 說問書의 作成 = 37
• 第4節 資料의 收集과 調査 = 39
• 1. 收集 = 39
• 2. 調整 = 41
• 3. 資料의 分折方法 = 41
• 第4章 假設의 檢證 = 43
• 第1節 相關分析 = 43
• 第2節 士氣와 士氣要因에 대한 有意差 分析 = 45
• 1. 機關別 有意差 分析 = 45
• 2. 年齡別 有意差 分析 = 48
• 3. 學歷別 有意差 分析 = 52
• 4. 職級別 有意差 分析 = 55
• 第3節 回歸分析 = 59
• 1. 士氣決定要因에 대한 機關別 回歸分析 = 59
• 2. 士氣決定要因에 대한 年齡別 回歸分析 = 61
• 3. 士氣決定要因에 대한 學歷別 回歸分析 = 64
• 4. 士氣決定要因에 대한 職級別 回歸分析 = 67
• 第5章 結論 = 71
• 第1節 硏究結果의 要約 = 71
• 第2節 政策提言 = 74
• 參考文獻 = 75
• 英文抄錄 = 84
• 設問書 = 88