심리적 요인이 운동수행결과에 미치는 영향

김윤태,임종은,원주연 대전대학교 기초과학연구소 1999 自然科學 Vol.10 No.1

본 연구는 볼링선수 (남자65, 여자70) 135명을 대상으로 Duda와 Nicholls(1989)가 개발한 스포츠성취목표지양검사지와 경쟁상태불안검사지(CSAI-2)를 이용하여 측정하였다. 이러한 목적을 달성하기 위하여 기술분석을 위한 성별에 따른 평균과 표준편차 및 t검증을 실시하였으며 변인간의 상관관계에 대한 기술분석을 실시하였다. 또한 성취목표, 경쟁불안이 운동수해에 미치는 영향을 알아보기 위하여 설정된 가설을 중심으로 다중회귀분석을 실시한 결과 다음과 같은 결론을 얻었다. (1) 남녀 볼링선수의 성취목표지향에 있어서 자아지향, 과제지향 모두 경쟁불안에 영향을 미치지 못하는은 것으로 나타났다. (2) 남녀 볼링선수의 성취목표지향에 있어서 남녀 모두 과제지향이 운동수행에 정적인 영향을 미치는 것으로 나타났다. (3) 경쟁불안과 운동수행결과에 있어서는 남자에 있어서 인지적, 신체적 불안 모두 운동 수행에 부적인 영향을 미치는 것으로 나타났으며 여자의 경우 는 경쟁불안이 운동수행결과에 영향을 미치지 못하는 것으로 나타났다. The purpose of this research is to analysis the correlation among achievement goal-orientation, competition state anxiety, and motor performance outcome in an object that consists of 135 bowler(male: 65, female:70) Achieving this purpose each bowler is test for achievement goal orientation, competition state anxiety, and motor performance outcome. Mean, standard deviation, and t-test of each gender are calculation and inspected for technical analysis, and Pearson'r are calculated for including the correlation between research variables, and multiple regression is performed to reveal relationship, and finally reached following conclusions. (1) Both of self-oriention and task-orientation do not affect competition state anxiety in view of achievement goal orientation for both gender of bowlers. (2) Task-orientation affects statically motor performance outcome in view of achievement goal orientation for both gender of bowlers. (3) Both of Cognitive and somatic anxiety affect negatively motor performance outcome for male, and competition state anxiety does not affect motor performance outcome for female in view of competition state anxiety and motor performance outcome.

기획논문 : 공공감사(公共監査)의 성과측정에 관한 연구

심광호 고려대학교 정부학연구소 2012 정부학연구 Vol.18 No.1

본 연구는 공공감사(public audit)가 정부성과관리를 위한 효율적 도구에서 이제는 성과관리를 받아야 하는 대상으로도 변화되고 있음에 초점을 둔다. 관련 연구와 문헌으로부터 공공감사의 성과측정 및 관리는 공공감사기구(국가최고감사기구 및 자체감사기구)가 자신의 공공감사활동에 대한 책무성을 유지시키고, 공공감사를 위한 효율적인 자원할당을 이끌게 하며, 공공감사의 역량과 품질을 제고하는데 도움을 줌으로써 궁극적으로 한 나라의 정부성과를 개선하게 함과 동시에 투명하고 ``책무성있는 거버넌스``(accountable governance) 달성에 기여하는 순기능적 기능을 한다는 것을 확인하였다. 이러한 논거를 바탕으로 본 연구는 기존 연구가 시도하지 않은 공공감사의 성과측정을 체계적으로 제도화하기 위한 규범적 및 개념적 모형을 개발하는 데 목적을 두었다. 이를 위해, 먼저 일반적인 공공행정분야에 있어서 성과측정 및 그 체계에 대한 기존의 이론적 연구들을 탐색하여 공공감사의 성과측정에 대한 논리적 기반을 확보하였고, 다음으로 공공감사분야에 있어서 성과측정 및 그 체계에 대한 부분적 연구들을 탐색하였다. 그리고 실제 주요 국가의 최고감사기구들(SAIs)(즉, 미국 GAO, 영국 NAO, 캐나다OAG)은 물론 한국 감사원의 공공감사측정체계를 분석 비교하여 공공감사의 성과측정체계에 관한 함의점을 도출하였다. 이러한 이론적 논의와 현실적 제도들의 맥락으로부터 각국 정부 및 최고공공감사기구가 제도화하는데 기반이 될 수 있는 바람직한 감사성과측청체계의 규범적모형을 정립하였다. 그 모형은 (i) 공공감사행위, (ii) 국회 및 행정부 등 이해관계자들에 대한 공공감사의 지원, (ii) 국내외 협력적 공공감사네트워크의 조성 관리 활용, (iv) 공공감사의 역량 보유 개발 관리 활용이라는 4가지 주요 요소들에서 각기 도출되는 산출(output)과 결과(outcome) 측면의 감사성과를 측정하고 통합하는 것이 필수적이며, 동시에 그러한 공공감사의 성과측정이 효과적으로 이루어질 수 있도록 도움을 주는 제반 제도적 장치들을 구축하여 가동함으로써 최고감사기구의 성과측정 및 성과관리가 체계적으로 이루어져야 함을 제안하였다. 그리고 선진 최고감사기구들이 그러한 감사성과측정체계를 지속적으로 유지하기 위해 추진해야할 도전적인 과제들로서 (i) 기존에 구축한 공공감사측정시스템의 세련화와 동시에 (ii) 공공감사의 독립성 확보, (iii) 개별 감사활동과 예산의 연계 분석, (iv)공공감사의 성과측정과 관련된 국제적 훈련프로그램의 제공 등에 대해 더욱 노력해야 할 것을 제안하였다. 또한, 마지막으로 한국 감사원의 성과 측정 및 관리의 문제점들에 비추어, 한국 감사원처럼 상대적으로 발전되지 못한 체계를 가지고 있는 공공감사기구들의 경우에는 우선적으로 감사기구의 고위층에 의한 공공감사성과측정의 선도적 노력, 대통령과 국회의 공공감사성과측정의 중요성에 대한 인식 확보, 결과(outcome) 기반의 감사성과 측정도구의 연구개발, 공공감사의 품질제고를 위한 제반 제도들(즉, 감사불만 및 결점 파악을 위한 검토, 서베이, 현황분석, 사후감사, 감사비용의 효과성 분석 등)의 구축 및 추진에 선결적으로 노력해야 할 것을 제안하였다. Some studies have mentioned that measuring public audit performance can hold a nation`s supreme audit institution (SAI) accountable for its audit work, induce better resource allocation for public audit, and help the SAI to enhance its public audit management and capacity. In this regard, this paper explored to build up the ways in which public audit performance measurement, which ultimately can improve government performance and achieve transparent and accountable governance in every country, could be introduced and systematized. For this, the paper derived some insights from previous theoretical studies on performance measurement in the fields of general public administration and public auditing and from a comparative analysis of public audit performance measurement systems of leading countries, including the U.S., the U.K., and Canada. As a result, the paper proposed a normative or conceptual model for measuring a SAI`s public audit performance by integrating performance measurements on both audit outcomes and outputs from each of major four elements such as conducting various public audits, serving stakeholders such as the Congress (or the Parliament) and public agencies as auditees; creating and managing domestic and international networks; and retaining and using SAIs` public audit capacity. Furthermore, the paper suggested that leading SAIs should continue to refine and rearrange its audit measurement system by protecting its independence, sustaining undertaking action programs for facilitating on­budget audit performance, and providing training programs for underdeveloped SAIs, while a relatively underdeveloped SAI like BAI is required to oblige its senior management to take a leading role in building a systematic framework for measuring its audit performance, promote a climate of audit performance measurement in the President and the National Assembly, focus on outcome­oriented audit performance measures, and finally enhance its audit quality by employing methods such as reviews and surveys on audit satisfaction, regular follow­up audits, and audit cost­effectiveness analysis.

학습참여성과가 전이성과에 영향을 미치는 연구: 조직요인과 개인특성을 조절변수로

최경운(Choi, Kyung-Woon) 글로벌경영학회 2016 글로벌경영학회지 Vol.13 No.1

본 연구는 조직구성원 자기계발의 일환인 조직구성원 교육훈련의 발전가능성을 파악하고자 학습참여성과에 따른 전이성과를 파악하고자 설문조사를 통한 실증분석을 진행하였다. 연구를 위해 대전광역시 기업체에 근무하고 있고, 교육훈련에 참여한 경험이 있는 조직구성원 200명을 최종 연구 대상자로 이용하였다. 이에 따른 분석결과는 다음과 같다. 첫째, 학습참여성과가 전이성과에 미치는 영향에서 학습참여성과가 전이성과 중 지각선택에 미치는 영향에 대한 회귀분석 결과는 교육훈련 참가자의 반응과 교육 만족도가 높을수록 지각 선택이 높아지는 것으로 나타났다. 학습참여성과가 전이성과 중 수행능력에 미치는 영향에 대한 회귀 분석 결과는 교육훈련 참가자의 반응과 교육 후 교육효능감이 높을수록 지각 선택이 높아지는 것으로 나타났다. 둘째, 조직특성의 조절효과를 보면, 학습참여성과가 지각선택에 미치는 영향시 조직특성의 조절 효과에 대한 분석 결과, 교육훈련을 통해 반응 수준이 높아지면 지각 선택수준이 높아지나 동료의 지원 수준이 높을때는 지각 선택수준을 낮추는 것으로 나타났다. 학습참여성과가 수행능력에 미치는 영향시 조직특성의 조절효과는 교육 훈련을 통해 교육효능감이 수행능력의 향상에 기여하나 상사의 지원은 그 효과를 낮추고 동료의 지원은 그 효과를 더욱 높이며 교육 훈련을 통한 만족도가 높을 때 수행능력 역시 높아지나 조직의 지원 수준이 높다면 그 효과는 낮아지는 것으로 나타 났다. 셋째, 개인특성의 조절효과를 분석한 결과, 학습참여성과가 지각선택에 미치는 영향의 과정에서 개인특성의 조절효과는 지각선택이나 수행능력에 별다른 영향력이 없는 것으로 나타났다. 본 연구의 결과를 종합해 본다면, 조직구성원들은 교육훈련 프로그램이 학습동기, 교육효능감, 교육만족도에서 높은 효과를 나타내고 있으며, 기업 자체에서도 학습 분위기 조성 및 지원으로 경영성과창출의 가능성이 있는 것으로 보인다. This research aimed to figure out transfer performance in accordance with learning participation outcome to grasp the development possibility of organization member educational training of organization members and progressed a positive analysis through a questionnaire survey. For this research, we used 200 organization composition members who work for the companies in Daejeon Metro City and have the experiences to have participate in educational training as the final research targets. The result of analysis thereto is as follows. First, as for regressive analysis result as to the effect on awareness selection in the influences of learning participation outcome upon transfer performance, it appeared that the higher the reaction of educational training participants and educational satisfaction were, the higher perception selection got. As for a regressive analysis as to the effect on performance ability out of transfer performance of learning participation outcome, it appeared that the high educational training participants’ reaction and educational efficacy after education were, the higher perception selection got. Second, in view of adjustment effect of organizational property, as the result of analysis on adjustment effect of organization property in the effect of learning participation outcome on perception selection, it appeared that the higher reaction level through educational training got, the higher perception selection level got, but it appeared that the higher coworkers’ support level was, the lower perception selection level got. In the influences of learning participation outcome on performance ability, the adjustment effect of organizational property witnesses that educational efficacy contributes to the improvement of performance ability through educational training but a senior’s support lowers the effect and a coworker’s support lifts the effect more, and that when the satisfaction through educational training was high, performance ability got higher as well, but when the level of support of organization was high, the effect got lower. Third, as the result of the analysis of adjustment effect of individual property, it appeared that in the process of the effect of learning participation outcome upon perception selection the adjustment effect of individual property had no special effect on perception selection or performance ability. When generalizing the result of this research, in case of organization composition members, an educational training program expresses a high effect in learning motive, educational efficacy, educational satisfaction, and it seems that the company itself suggests the possibility of management outcome creation with the development and support of learning atmosphere.

창업기반 지역혁신형 대학모델 및 성과지표 개발 연구

김용태(Yongtae Kim) 한국진로창업경영학회 2021 한국진로창업경영학회지 Vol.5 No.3

본 연구는 지역사회와 상생하는 대학 중심의 지역 창업생태계 구축을 위한 창업분야 지역사회 성과지표 및 창업기반의 지역 혁신형 선도대학 모델을 발굴하고자 하였다. 구체적인 성과지표 개발을 위해 해당 분야 전문가 집단을 통한 델파이 기법을 적용하고, 도출된 지표에 대한 계층화분석법(Analytic Hierarchy Process, AHP)을 통해 성과지표 구성요소의 적합성과 중요도를 도출하였다. 성과지표의 적합도 조사 결과 연구기관이 비교적 모든 지표에 대해 균등하게 적합성이 있는 것으로 나타났다. 대학은 타 전문가 집단에 비해 점수가 높지 않고 ‘혁신활동’이 가장 높은 적합성, ‘성과’가 가장 낮은 적합성을 갖고 있다고 판단할 수 있으며, 지표 구성 요소 중 ‘고용성과’가 가장 낮은 적합성을 보이며 특히 ‘투자기관/ 기업’이 가장 낮은 점수를 부여한 것으로 보아 창업의 지역연계는 고용과 큰 관련이 없다고 판단할 수 있었다. 성과지표별 중요도의 순서는 ‘혁신활동’, ‘자원’, ‘성과’, ‘실적’의 순으로 나타났다. 본 조사 결과를 통한 시사점으로 중요도가 높은 세부 지표가 모두 혁신활동 에 분포된 것으로 보아 혁신활동 지표의 세부지표 선정이 균형 있는 비중으로 잘 선정되었음을 알 수 있었다. 향후 본 성과지표의 실제 적용 시에는 실무 담당자가 판단하여 평가자별 가중치를 부여하여 조정이 가능할 수 있을 것이다. As a result of the survey on the suitability of the performance indicators, it was judged that the research institute was relatively equally suitable for all indicators. Universities do not have high scores compared to other expert groups, and innovation activities can be judged to have the highest suitability and the lowest performance. Among the indicators, employment performance is the lowest with (5.3), showing the lowest suitability, especially for investment institutions / companies. Considering that the lowest score was given, it was judged that the regional linkage of start-ups had no significant relationship with employment. Among the index components, the most appropriate is securing the participating entities, and the number of companies participating in innovation activities, local governments/public institutions, and investment/loan institutions is the most appropriate index. The order of importance for each performance indicator is innovation activity (Process), resource (Input), performance (16.7), and performance (13.8). is showing In the case of output, financial performance, employment performance, and preparation performance, excluding innovation performance, were found to be in the lower ranks, so it was found that visible performance in the performance index was not as important as other indices. The suitability of each indicator for Resources,, Innovation Activity, Output, and Outcome was verified and the suitability of universities, companies, local governments, research institutes, and investment institutions as subjects was verified. It was possible to draw the conclusion that it is suitable as a subject.

보건의료기관 학습공동체 활동의 커뮤니케이션 특성과 조직 업무성과 간의 연관성: K기관 사례를 중심으로

김원령 ( Won Ryeong Kim ),박지연 ( Ji Yeon Park ),정규일 ( Kyu Ill Jong ),김혜경 ( Hye Kyeong Kim ),이은희 ( Eun Hee Lee ),김성대 ( Sung Dae Kim ),조한익 ( Han Ik Cho ) 대한보건협회 2013 대한보건연구 Vol.39 No.2

Objectives: The object of this study was to identify the relationship between communication characteristics of Communities of Practice(CoP) and organizational performance outcomes. Methods: A cross-sectional study was used and targeted 1,133 employees of K public health and medical institution who participated in CoP activities in 2012. Data on individual and communication characteristics of CoP activities, and individual and organizational outcomes were collected through self-administered questionnaires. The collected data were statistically analyzed by SPSS 18.0(K) Program. Results: here were significant differences among 10 communication characteristics of CoP depending on gender, duration of work and study hours(p<.001). Male workers were more likely to show individual and organizational outcomes from CoP than female workers. Both longer duration of work and time for CoP activities were positively related to individual and organizational outcomes. Linear regression analysis to understand the relationship between communication quality of CoP and individual performance, and organizational outcomes showed that ß of communication quality was 0.337(p<.001) and that of individual performances was 0.605(p<.001). Thus it was confirmed that two factors were significant factors on the organizational performance outcomes. The accountability of the regression model was 83.8%. Conclusion: The CoP participation had a positive effect on the communication quality, and individual and organizational performance outcomes. So, CoP could be the key strategy for facilitating evidence-based practice in public health and medical settings.

지식자기효능감이 종업원의 지식공유의도에 미치는 영향: 개인성과기대 및 과업성과기대의 매개효과 검증

이동윤 ( Lee Dong Yun ),심덕섭 ( Shim Duksup ),김형진 ( Kim Hyung Jin ) 한국지식경영학회 2018 지식경영연구 Vol.19 No.3

Despite the organizational benefits of knowledge sharing among employees, many workers are reluctant to share their knowledge with their colleagues. Most organizations have taken a lot of actions to facilitate knowledge sharing among employees, including developing reward systems, enhancing social networks and interpersonal relationships and crafting organizational cultures that support knowledge sharing. To date, however, earlier studies have demonstrated that knowledge doesn’t flow easily when an organization makes a concerted effort to facilitate knowledge sharing. The issue whether or not employees are motivated to share their knowledge with others is definitely the main concern in knowledge sharing. The purpose of this study is to explore the conditions under which employees are inclined to share knowledge with other members. Specifically, we examine the effect of knowledge self-efficacy on knowledge sharing intention. In addition, we attempt to investigate medicating effects of personal outcome expectation and performance-related outcome expectation on the relationship between knowledge self-efficacy and knowledge sharing intention. To test the proposed hypotheses in our study, we collected data via a survey with a sample of 210 employees in 23 firms in Korea. The major findings of the empirical research are as follows: 1) knowledge self-efficacy was positively related with knowledge sharing intention. 2) personal outcome expectation has turned out to have a mediation effect on the relationship between knowledge self-efficacy and knowledge sharing intention. 3) performancerelated outcome expectation also mediates the relationship between knowledge self-efficacy and knowledge sharing intention That is, this result indicates that knowledge self-efficacy has indirect effect on knowledge sharing intention through personal outcome expectation and performance-related outcome expectation. Based on these findings, implications of the research findings and recommendation for future research are discussed.

스포츠팬의 팀에 대한 공감이 재관람의도에 미치는 영향: 시즌평가와 용서의 매개효과

장남경,오인애,홍석표 한국스포츠산업경영학회 2023 한국스포츠산업경영학회지 Vol.28 No.6

이 연구는 스포츠팬의 팀에 대한 공감이 재관람의도에 미치는 영향에서 시즌과정과 결과에 대한 평가, 그리고 용서가 어떤 역할을 하는지 확인하고자 진행되었다. 구체적으로, 서비스 실패 관점에서 시즌 과정과 결과를 정의하고 이에 따른 팬들의 팀과 선수에 대한 공감이 어떤 역할을 하는지 확인하였다. 기아타이거즈 팬 300명을 대상으로 설문을 진행하였으며 이 중 시즌과정과 결과에 대한 기억이 불명확한 49명을 제외하고 총 251명을 분석하였다. SPSS와 AMOS 통계 패키지를 활용하여 빈도분석, 신뢰도 분석, 상관관계분석, 확인적 요인분석, 그리고 경로분석을 진행했다. 연구결과, 공감은 스포츠팬의 시즌 과정, 결과평가에 정(+)의 영향을 미치는 것으로 나타났다. 또한, 용서와 재관람의도에 정(+)의 영향을 미쳤다. 시즌결과 평가는 용서에 정(+)의 영향을 미쳤으며, 재관람의도에 미치는 직접효과는 통계적으로 유의미하지 않았으나, 용서를 통한 완전매개효과가 있는 것으로 나타났다. 시즌과정평가는 용서와 재관람의도에 유의미한 영향을 미치지 못하는 것으로 나타났다. 이 연구를 통해 불만족스러운 시즌 결과가 발생했을 때, 공감이 팬들의 시즌 과정과 결과평가 그리고 용서에 어떤 영향을 미치는지 확인할 수 있었다. 이를 통해 스포츠 구단과 기업이 보다 효과적으로 시즌과정과 결과에 대한 효과적 대처를 할 수 있기를 기대한다. The objective of this research is to investigate the influence of empathy and forgiveness on sports fans' perceptions of a team's season performance, outcomes, and their intention to revisit. The study defined a team's season performance and outcomes from a service failure perspective and examines the role of fans' empathy towards teams and players. For the methodology, a survey was conducted with 300 Kia Tigers fans. After excluding 49 respondents with unclear memories of the season performance and outcomes, a total of 251 respondents were analyzed. For the analysis, frequency analysis, reliability analysis, correlation analysis, confirmatory factor analysis, and path analysis, were performed using SPSS and AMOS. The results indicate that empathy has a positive impact on sports fans' evaluation of the team's season performance and outcomes. Additionally, forgiveness positively influences the intention to revisit. The evaluation of season outcomes has a positive impact on forgiveness. While the direct effect on the intention to revisit was not statistically significant, a mediating effect through forgiveness was observed. However, the evaluation of the season performance did not significantly impact forgiveness or the intention to revisit. This study helps to understand how fans' empathy influences their evaluation of a team's season performance and outcomes and their capacity for forgiveness when faced with unsatisfactory season results. It is expected that sports teams and corporations can effectively manage and cope with a team's season performance and outcomes based on these findings.

Outcome and Antecedent of Organizational Effectiveness: Moderation Effect of Strategy

김보인 동아시아경상학회 2022 The East Asian Journal of Business Economics Vol.10 No.2

Purpose – This exploratory study analyzes the performance of the business from the HRM point of view. Analyzed the influence of HRM and organization effectiveness on business performance. Also moderating effect of the strategy is analyzed. Research design, data, and methodology – Two outcome variables are measured, non-financial performance and financial performance. Two organizational effectiveness variables are measured, job satisfaction and organizational commitment. And two HRM areas are measured, HRM practice and organizational culture. Finally, two strategies are measured as moderators, market strategy and product/service strategy. This study analyzed employees of 554 from the 7th HCCP. This study used SEM and MCFA. Result – The results of turnover intention, growth rate, and profit rate verified the influence of HRM and organizational effectiveness. Overall results showed a contrary effect of education & training system implement and participation on job satisfaction and organizational commitment. Among organizational culture, innovation and relation positively affect job satisfaction and organizational commitment. However, antecedents influencing turnover intention, growth rate, and profit rate bear no resemblance. And the MCFA result shows that strategy's group differentiation analysis is meaningful in turnover intention not in financial performance. Conclusion – Based on this study result, management suggestions for turnover intention, growth rate, profit rate, and organizational effectiveness are made. Especially, due to the company's strategy.

Early Outcomes of Medial Pivot Total Knee Arthroplasty Compared to Posterior-Stabilized Design: A Randomized Controlled Trial

Kulshrestha Vikas,Sood Munish,Kanade Sarang,Kumar Santhosh,Datta Barun,Mittal Gaurav 대한정형외과학회 2020 Clinics in Orthopedic Surgery Vol.12 No.2

Background: The indications for total knee arthroplasty (TKA) have been expanded to include younger, demanding patients. Some TKA patients expect a return to high-performance activities to restore optimum quality of life. The concept of the medial pivot (MP) TKA is that more natural knee kinematics can be achieved by altering the bearing design. In the present study, we compared the early outcomes of MP TKA with posterior-stabilized (PS) TKA in terms of patient-reported outcomes, function, and performance. Methods: This randomized study was performed in a high volume joint replacement facility of a tertiary care military hospital. We enrolled 40 patients each in the MP group and PS group and assessed knee flexion, patient-reported outcome (new Knee Society Score [new KSS]), patient performance (Delaware Osteoarthritis Profile Score [DOPS]), and function (Forgotten Joint Score [FJS]) at 2 years after surgery. Results: Compared to PS group patients, MP group patients had similar patient-reported outcomes assessed by new KSS (satisfaction, expectation, and activity scales) and FJS. MP knee patients had better performance in the timed up and go test (p < 0.026) and self-paced walk test (p < 0.002) of DOPS. The gain in knee flexion (9.3° ± 14°) compared to baseline was significantly greater in the PS group (p < 0.013). Conclusions: When assessed by DOPS, getting up from chair and walking speed were significantly better in MP knee patients than in PS knee patients. However, considering the predictable rollback ensured by cam and post, the PS knee produced better knee flexion. Despite these results, patients were equally satisfied with the two designs.

고용의 질이 조직성과에 미치는 영향: 종업원 성과의 매개효과

옥지호,박오원 한국콘텐츠학회 2019 한국콘텐츠학회논문지 Vol.19 No.6

The purpose of this study is to analyze the mediating effects of employee outcomes on the relationship between quality of employment and organizational performance and to understand the specific mechanism of the impact of employment quality on organizational performance. Although there has been a widespread debate on the merits of the quality of employment, there have been few studies dealing with how the quality of employment contributes to organizational performance. For the empirical analysis, we analyzed the mediating effect of employee outcomes on the relationship between employment quality and employee outcomes (human capital competence and collective organizational commitment) and employment quality and organizational performance for 501 Korean companies. The results showed that the higher the quality of employment, the higher the employee’s human capital competence and collective organizational commitment, and the employee outcomes mediate the relationship between the quality of employment and organizational performance. 본 연구는 고용의 질 수준과 조직성과의 관계에서 종업원 성과의 매개효과를 분석함으로써 고용의 질이 조직성과에 미치는 효과의 구체적인 메커니즘을 파악하는 것을 목적으로 한다. 고용의 질의 당위성에 대한 논의가 확장되면서 이에 대한 연구가 확산되고 있지만, 고용의 질이 어떻게 조직성과에 기여하는지 그 과정을 다룬 연구는 많지 않았다. 실증분석을 위해 국내기업 501개를 대상으로 고용의 질과 종업원 성과(인적자본 역량 및 집단적 조직몰입) 간의 관계 그리고 고용의 질과 조직성과간의 관계에서 종업원 성과의 매개효과를 분석하였다. 분석결과, 고용의 질 수준이 높을수록 종업원의 인적자본 역량과 집단적 조직몰입도가 증가하며, 이들 종업원 성과는 고용의 질과 조직성과간의 관계를 완전매개하는 것으로 밝혀졌다.