인사관리가 공무원의 역량과 성과 인식에 미치는 영향: 기관유형의 조절효과를 중심으로

구주영(Koo, Joo Young) 한국지방정부학회 2019 지방정부연구 Vol.23 No.1

The aim of this study is to empirically analyze capacity and perceptions of performance between national government officials and local government officials. The administrative demand of people have diversified and complicated. The capacity and performance of public officials are important to respond effectively and strategically to these administrative demand. Taking into account the importance of local officials, this study analyzed the capacity, perceptions of personal performance of government officials, and perception of organizational performance. In addition, personnel management tools such as training, circulation arrangement, and compensation affects capabilities and perceptions of performance in public service. The result of interaction effect analysis confirms that the local government officials have a positive performance and personal performance compared to the national government officials according to the personnel management. Therefore, personnel management in the future will have to be strategically planned and operated according to the duties and positions of public officials. 최근, 다양하고 복잡해진 지역주민들의 행정수요에 효과적이고 전략적으로 대응하기 위해 공무원의 역량과 성과가 공공분야에서 강조되고 있다. 이와 같은 공무원의 중요성을 감안하여, 본 연구에서는 교육훈련 및 능력발전, 순환배치, 보수 및 보상과 같은 인사관리의 수단이 공무원의 업무수행 역량, 개인업무성과 인식, 조직업무성과 인식에 미치는 영향을 분석하였다. 특히, 지방자치가 본격적으로 실시되면서 지방 공무원의 업무수행 역량과 성과의 중요성이 부각되고 있다. 따라서, 지방 공무원이 중앙 공무원에 비해서 업무수행 역량과 개인 및 조직업무성과에 대해 어떻게 인지하는지를 분석하고, 나아가 인사관리 요인이 업무수행 역량 및 성과 인식에 미치는 영향을 분석할 필요가 있다. 이를 위해서 중앙 공무원과 지방 공무원을 기관유형 변수로 구성하여 조절효과 여부를 분석하였다. 분석결과, 인사관리에 따라서 지방 공무원이 중앙 공무원에 비해 업무수행 역량과 성과 인식이 상대적으로 긍정적인 것으로 분석되었다. 이러한 점을 감안했을 때, 향후 교육훈련 및 능력발전, 순환배치 그리고 보상 및 보수와 같은 인사관리는 기관유형에 따라서 전략적으로 기획되고 운영될 필요가 있다.

교원성과급의 효용성에 관한 교사의 인식 분석

김달효(Kim, Dal-hyo) 부경대학교 인문사회과학연구소 2013 인문사회과학연구 Vol.14 No.1

본 연구는 교원성과급의 효용성에 관한 교사의 인식을 분석하는 것을 목적으로 하였다. 이를 위해 초등교사 333명을 연구대상으로 하였고, 자료 분석을 위해 카이스퀘어 검증(x2), t 검증, F 검증을 실시하였으며, 사후분석으로는 Scheffé를 실시하였다. 연구결과, 교사들의 성, 교직경력, 직위, 교원단체에 상관없이 대부분의 교사들이 교원성과급에 대해 반대하였고, 반대하는 이유로는 ‘교직의 특성상 공정한 성과급 평가의 어려움 때문에’, ‘교사 간 위화감과 갈등을 유발하기 때문에’가 높게 나타났다. 그리고 교원성과급의 효용성을 학교의 책무성, 교사의 전문성, 생산적인 교직문화, 교사의 동기부여로 분류하여 분석한 결과, 교직경력별로 유의미한 차이가 나타났는데, 교직경력이 10-20년 된 교사가 다른 교직경력의 교사보다 교원성과급의 효용성(학교책무성, 교사전문성, 생산적인 교직문화, 교시동기부여)이 없다고 인식하는 것으로 나타났다. 또한, 대부분의 교사들이 현행 교원성괴급제도의 대안(보완)으로서, 교원성과급을 폐지하든지 아니면 지급대상자들에게 동일하게 지급하는 것이 최선이라고 인식하는 것으로 나타났다. The purpose of this study was to actually analyze the perception of the usefulness about performance-based pay system for teachers. To accomplish this purpose, 333 teachers of elementary schools in Busan and Woolsan metropolitan city were sampled. As a tool of investigation, questionnaires about the perception of the usefulness about performance-based pay system for teachers were used. And as a method of data processing, chi-square test, t-test, F-test, and Scheffé test were used. The result of this study is as follow. First, many teachers opposed performance-based pay system for teachers. Second, the usefulness(school accountability, teacher specialization, productive school culture, teacher motivation) about performance-based pay system for teachers appeared as significant differences according to teaching career. Third, teachers who have teaching career 10-20 years recognized that the performance-based pay system for teachers was not effective. Forth, many teachers preferred to abolition of the performance-based pay system for teachers or equal distribution of the performance-based pay system for teachers as alternative of the performance-based pay system for teachers.

공공기관 조직 구성원의 직무만족과 인지된 직무성과의 선행요인에 관한 실증 연구

이강문(Kang-Mun Lee),노태우(Tae-Woo Roh) 한국콘텐츠학회 2017 한국콘텐츠학회논문지 Vol.17 No.10

공공기관이 제공하는 서비스 질에 대한 사람들의 요구 수준이 높아지면서, 공공서비스의 질을 향상시키기 위한 내부 구성원의 만족도 향상에 관심이 높아지고 있다. 이러한 맥락에서 본 연구는 공공기관 구성원들의 직무만족과 인지된 직무성과에 영향을 미치는 선행요인을 확인하는데 목표를 두고 있다. 선행요인으로서 공공봉사동기, 직무자율성, 인사제도의 적합성을 제시하였고, 각각의 효과를 확인하기 위하여 창원시 보건소 직원들을 대상으로 설문조사를 실시하고 회귀분석을 통해 분석을 실시하였다. 그 결과 독립변수인 공공봉사동기, 직무자율성, 인사제도의 적합성 모두 종속변수인 직무만족과 인지된 성과에 유의미한 영향을 미치는 것으로 나타났으며, 공공봉사동기와 직무자율성은 직무만족에, 인사제도의 적합성은 인지된 성과에 상대적으로 더 높은 영향력을 미치는 것으로 나타났다. 특히, 창원시 보건소 조직은 인위적인 조직통폐합을 통해 만들어진 조직으로서 위에서 밝혀진 결과는 향후 공공기관 조직 개편의 상황에서 조직의 안정적인 성과 창출을 위한 구성원 관리에 시사점을 제공하고 있다. As the level of people’s demand for service quality provided by public institutions increases, interest in improving organizational effectiveness of internal members is increasing. In this context, this study aims to identify the predisposing factors affecting the job satisfaction and perceived job performance of public institution members. In this study, public service motivation, work autonomy, and person-system fit were presented as antecedents to verify the organizational effectiveness, and the results were tested by regression analysis. As a result, all three antecedents have significant effects on job satisfaction and perceived job performance. Public service motivation, work autonomy has a relatively higher impact on job satisfaction. On the other hand, person-system fit has a relatively higher influence on perceived job performance. In particular, the results of this study confirmed that PSM theory is consistent with the main trends and is significant in organizations created through artificial integration. This result suggests the need to maintain the effectiveness of the public organization in the future due to the change of integration of public organizations.

The impact of career development on employee performance: an empirical study of the public sector in Indonesia

Saud Napitupulu,Tulus Haryono,Asri Laksmi Riani,Hunik Sri Runing Sawitri,Mugi Harsono 한국행정학회 2017 International Review of Public Administration Vol.22 No.3

This article examines the infl uence of career development on employee performance in public sector, mediated by perceived organizational support, work motivation, and affective commitment. By analyzing the perceptions of 250 civil servants in 15 regional branches of Ministry of Finance of Indonesia, and using structural equation analysis with SmartPLS 2.0 program, the findings reveal that career development has positive direct influence on perceived organizational support, motivation, and affective commitment. However, career development has no direct influence on performance. The indirect examination shows that mediating variables are perceived to have significant influence in strengthening that relationship. These findings theoretically imply that career development may be dependent on the extent to which organization is capable of providing perceived organizational support and motivation in promoting affective commitment and performance. Practically, these findings reveal the importance of both Indonesian’s central and local government to implement performance-based rewards.

경찰공무원 고충과 업무성과의 인과관계에 대한 사기(士氣)의 매개변수 활용 가능성

신회섭(Shin, Hoeseop) 조선대학교 민주평화연구원 2020 민주평화연구 Vol.3 No.2

This paper aims to discuss the possibility to use morale as a parameter to the causal relationship between police officers grievance and performance. The Korean police officers have as much more responsibility in their job and personnel as the governmental power is added to the general public officials merits such as the guarantee of status and the benefits of pension, etc. As a research method, I observe police officers workplace and personnel grievance each in the light of the precedent studies. As a result, I confirm the redundancy of both the grievances, emphasize the necessity to use morale as a parameter to the cause and effect relationship between the grievance as a collective motivation factor and performance, and assume the hypothesis of it. This research indexes the group morale, different from the fact that other scholars have made officers personal and subjective job satisfaction and turnover intention response variable so far. It is expected that this study will, before the introduction of the local municipal police system aggravates police officers grievance in the public relations in the first stage, determine the reasons of their job and personnel grievances collectively and suggest the methods of release them.

공공의료기관 의료인력의 지속근무를 위한 개선방안 조사연구

송이슬,우다래,고광필 사단법인 대한보건협회 2022 대한보건연구 Vol.48 No.1

Objectives: This study aims to identify plans for improving the work conditions of continuously employed medical personnel engaged in public medical centers in Incheon, South Korea. Methods: The participants were employees of a public medical center and recruited in two public medical centers located in Incheon. A survey instrument developed by the authors was used, and its reliability was assessed. The 7-point Likert scale was used to measure the importance and feasibility of the factors related condition of continuously employed. Statistical analysis of the collected data was performed using SPSS 21.0. Frequency assessment and t-test were performed, and importance–performance analysis used and were visualized in four quadrants. Results: Results showed that the following nine factors had the highest importance and feasibility: expanding professional practical education, improving the image and reputation of institutions, improving the medical care and information system, establishing medical personnel protection mechanisms, strengthening communication, participating in decision-making, providing sufficient job training to new employees, increasing medical support personnel, and improving access to commuting. Factors related to salary increase and compensation were of high importance; however, they were found to have low feasibility, thus requiring mid-to-long-term improvement plans. Conclusion: In order to improve the quality of medical care and public service, it is necessary to improve the work environment so that medical personnel can work sustainably. 목적: 본 연구의 목적은 공공의료기관에서 근무하는 의료인력의 지속적인 근무를 위한 개선방안을 도출함에 있다. 방법: 인천에 위치한 2개의 공공의료기관에서 근무하는 종사자를 대상으로 설문조사를 진행하였다. 의료인력의 지속근무와 관련된 요인을 20개를 선정하여 신뢰도 분석을 실시하였다. 각 요인에 대하여 중요도와 실행가능성을 Likert 7점 척도로 조사하였다. 대상자 특성을 파악하기 위해 빈도분석을 실시하였으며 지속근무 관련 요인의 중요도와 실행가능성 차이를 분석하기 위해 t-test를 진행하였다. 마지막으로 Importance-Performance 분석을 응용하여 결과 값을 4사분면에 시각화했다. 결과: 중요도 및 실행가능성 모두 높은 9가지 항목은 우선적으로 개선이 필요한 요인들이다. 실무교육 확대, 기관 이미지 및 평판 쇄신, 진료시스템 선진화, 의료인 보호기전 마련, 커뮤니케이션 강화, 의사결정 참여, 신규인력 직무교육 강화, 진료지원 및 병동보조인력 확충, 출퇴근 접근성 개선이었다. 급여수준 현실화와 성과에 대한 충분한 보상은 중요도는 높으나 실행가능성이 낮은 요소로 중장기적인 개선이 필요한 요인임을 제시했다. 결론: 본 연구의 결과를 토대로 공공의료기관 의료인력의 근무조건과 환경을 개선하여 공공의료인력이 양질의 의료서비스를 제공하고 공익적 역할을 충분히 해낼 수 있도록 지원해 나가야 할 것이다.

중앙행정기관과 지방자치단체, 공기업 운영 특성에 관한 비교 연구

조명성(Cho, Myoung Sung),임재호(Lim, Jae Ho) SH도시연구원 2021 주택도시연구 Vol.11 No.3

2021년 3월 2일, LH 직원들이 내부 정보를 이용해 신도시 부동산 투기를 한 사건이 폭로되었고, 사회적으로 어마어마한 파장을 불러왔다. 그 여파로 공직자윤리법과 공공주택특별법, 한국토지주택공사법, 게다가 이해충돌방지법까지 일사천리로 공포되었다. 이 사건으로 말미암아 공직, 공직자, 그리고 공공기관에 대해 되돌아볼 기회가 되었다. 이 연구는 공공부문의 대표적 유형인 중앙행정기관, 지방자치단체, 공공기관, 지방공기업 사이에는 어떤 공통점과 유사점, 차이점이 있는지를 탐색한 비교법 연구이다. 이를 위해 정체성, 의사결정, 인사제도, 조직관리, 성과관리, 그리고 교육훈련의 관점에서 4대 유형의 조직을 수직적ㆍ수평적으로 검토하였다. 이 때 공공기관은 LH, 지방공기업은 SH공사를 사례로 연구하였다. 첫째, 정체성 관점에서 보면 4대 조직의 구성원은 공통적으로 헌법 제7조 제1항에서 명시한 ‘공무원’에 해당하였다. 헌법과 지방자치법, 한국토지주택공사법, 그리고 지방공기업법에 존립 근거가 있었다. 둘째, 의사결정 관점에서 보면 4대 조직은 행정기본법에서 규정한 6대 행정 원칙을 보편적인 의사결정 기준으로 삼고 있지만, 최고 의사결정 구조는 큰 차이가 있었다. 셋째, 인사제도 비교에서 의미있는 공통점과 차이점을 발견했다. 4대 기관은 공통적으로 직업공무원제 요소를 가지고 있지만, 공기업은 예외적으로 정치활동과 단체활동이 가능하고 공무원의 일부 의무는 빠져 있었다. 넷째, 조직관리 관점에서도 상당한 공통점과 차이점이 동시에 존재했는데 각각 직제 및 정원관리의 자율성이 제한적이었고 다양하고 복잡한 근거 법령에 따라 엄격히 관리되고 있었다. 다섯째, 4대 기관 모두 정부업무평가법의 적용을 받아 자체평가와 기관평가를 받지만 공기업은 경영 성과를 30-50%까지 반영하고 있어 경영수익이 평가에 큰 영향을 미쳤다. 여섯째, 중앙행정기관과 지방자치단체는 교육훈련 목적을 공직가치 확립에 뒀지만 두 공기업은 기본 자세나 인재상으로 대신하고 있었다. This is a comparative study that explored the commonalities, similarities, and differences between central and local governments, public institutions, and local public enterprises, which are representative types of public sector. For this purpose, the four major types of organizations were reviewed vertically and horizontally in terms of identity, decision-making, personnel system, organizational management, performance evaluation, and education and training. The subjects studied LH for public institutions and SH Corporation for local public corporations as a case study. First, from the perspective of identity, the members of the four major organizations in common corresponded to the ‘public officials’ specified in Article 7, Paragraph 1 of the Constitution. Second, from the point of view of decision-making, the four major organizations use the six administrative principles stipulated in the Basic Administrative Act as a universal decision-making standard, but the highest decision-making structure differs greatly. Third, meaningful similarities and differences were found in the comparison of personnel systems. Fourth, commonalities and differences exist at the same time from the perspective of organizational management. Fifth, as public corporations reflect up to 30%-50% of their management performance, management revenue had a significant impact on the evaluation. Sixth, the central and local governments set the purpose of education and training to establish public office values, but the two public enterprises were replacing them with basic attitudes and talents.

Staff Motivation, Self-efficacy and Job Performance of Library Personnel in Public Libraries in Kwara State, Nigeria

Qudus Ajibola Bankole,Mohammed Lawal Akanbi,Kabiru Gambari Sulaiman,Abdullahi Olayinka Isiaka 건국대학교 지식콘텐츠연구소 2023 International Journal of Knowledge Content Develop Vol.13 No.4

직권남용과 성폭력 2차가해 - 대법원 2020.1.9. 선고 2019도11698 판결 (직권남용권리행사방해)

김한균 한국형사판례연구회 2022 刑事判例硏究 Vol.30 No.-

This essay aims to review the decison of the Supreme Court on the Crimes of abusing official authority. According to the article 123 of the Criminal Act, a public official who, by abusing his or her official authority, causes a person to perform the conduct which is not to be performed by the person, or obstructs the person from exercising a right which the person is entitled to exercise, shall be punished by imprisonment for not more than five years, or fine not exceeding ten million Korean won. In the year of 2020, the Supreme Court ruled by its decision 2019do11698, that the director of Directorate of Public Prosecutors, Ministry of Justice, did not abused his offcial authority to causes the person under his command to make personnel decision against the victim of sexual assault by the very director, because the decision had not violated any principles or provisions on the personnel management of public prosecutors, and thus had not cause any person to perform the conduct which is not to be performed by the person. Such not positive decision on the criminality of the secondary victimization, or strict interpretation on the provision of he Crimes of abusing official authority does have a problem that did not consider what lies behind the improper but not-illegal personnel decision against the victim : the secondary victimization in the case of sexual violence.

다면평가제도에 대한 지방공무원의 반응과 정책과제

이희태(李熙泰) 한국지방자치학회 2003 韓國地方自治學會報 Vol.15 No.3

This study evaluates policy plans to implement a 360-degree appraisal that is based on positively analyzed reactions of local civil servant in the system, which has been applied or recently applied as Pan-government. The study results can be arranged as follow; First, most local civil servants have high levels of dissatisfaction towards the present civil servant work evaluation system that centers on their superior officer. They have high expectation on fairness and credibility of the 360-degree appraisal. More than half of the local civil servants recognize the necessity of importing the 360-degree appraisal, but prefer to gradually introduce the system or support the existing evaluation system. Also, they prefer limited recruitment of available job openings such as to the person or to the human resource department rather than complete open recruitment. Second, there is a high reaction on the expected effects of the 360-degree appraisal as well as there are many worries on problems due to the introduction of the 360-degree appraisal. Especially, there are concerns on the possibility of personal relationship as being a factor rather than .objective and rational factors such as job performance, ability, and personal attitude. In a survey of workers and associates on propriety and trust of each evaluator of a 360-degree appraisal, there is relative high credibility, but credibility on superior, customer, and self-evaluation are relatively low. Also as a result of the study, preference level on promotion influence, assignment decision, special promotion, job performance evaluation, personal development, training demands, and others are relatively high. Forth, the study recognizes that ample preparation time, secure fairness and rationality of selecting evaluator, guarantee anonymity of evaluator and clarity of the process, and others are important factors to be considered for a successful 360-degree appraisal.