성과급의 분배 및 절차공정성이 조직유효성에 미치는 영향 = The Effect of Distributive and Procedural Justice of Performance based Pay on Organizational Effectiveness

국문 초록 (Abstract)

본 연구에서는 중소기업 종사자들을 대상으로 성과급에 대한 공정성 인식이 조직몰입과 직무만 족에 미치는 영향을 분석하였다. 성과급 공정성은 분배 및 절차공정성으로 구분하고 조직몰입도 하위차원들인 계속적 몰입, 규범적 몰입, 정서적 몰입의 관계에 대해 연구하였다. 또한 중소기업 종사자들의 인구통계 특성에 따라 성과급에 대한 분배 및 절차공정성에 대한 인식의 차이를 분석 하여 기업 내부의 현실적인 사정을 파악하고자 하였다. 분석결과, 중소기업 종사자들은 성과급에 대한 분배 및 절차 공정성을 높게 인식할수록 조직에 대한 정서적 몰입과 규범적 몰입이 높은 것으로 나타났다. 성과급에 대한 절차공정성은 계속적 몰입에도 긍정적인 영향을 미치는 것으로 나타났다. 또한 성과급의 분배 및 절차공정성을 높게 인식 하는 구성원일수록 직무에 대한 만족도 높은 것으로 나타났다. 인구통계 특성별로 성과급 공정성에 대한 인식의 차이가 존재했었다. 여성은 분배 및 절차공정성을 낮게 인식하였고 남성은 분배및 절차공정성을 높게 인식하였다. 연령이 높을수록 분배공정성을 높게 인식하였고 연령이 낮을 수록 절차공정성을 낮게 인식하였다. 직위가 높을수록 분배 및 절차공정성을 높게 인식하였다. 이상의 연구결과를 토대로 성과급 설계에 관한 이론 및 실무적 시사점을 토론하였고, 연구의 한계와 향후 연구를 제언하였다.

다국어 초록 (Multilingual Abstract)

The purpose of this study was to identify the effect of distributive and procedural justice of performance based pay on organizational commitment and job satisfaction. Also, this study wanted to find perception difference on distributive and procedural justice in terms of demographic variables such as gender, age, position, income level. This study surveyed 210 employees from middle sized firms in Korea. The results were as follow. First, there were significant correlations between justice and organizational effectiveness. Employees had higher affective commitment and normative commitment when they perceive higher distributive and procedural justice of performance based pay in their company. Also, employees had higher job satisfaction when they perceive higher distributive and procedural justice of performance based pay. Second, there were significant perception differences on distributive and procedural justice according to gender, age, and position. In conclusion, the implications and limitations of this study were discussed and research directions in the future also were suggested.

목차 (Table of Contents)

• I. 서 론
• II. 이론적 배경
• III. 연구조사방법
• IV. 분석결과
• V. 결 론

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