성과중심 보수제의 효과 분석: 국내 11개 공공기관의 성과급을 중심으로 = The Effects of Performance-based Pay from the Experience of Eleven Public Enterprises

다국어 초록 (Multilingual Abstract)

The effectiveness of pay for performance(PFP) in public enterprises has continued to be debated in South Korea. The debate around the world is still hot and the impact of pay for performance on organizational performance(OP) is still controversial in the academic world. However, there has been little empirical research on this topic, where several studies have critical limitations relying on subjective (not objective) measures of performance. This study explores the relationship between pay for performance and organizational performance in eleven (quasi) market-type public enterprises from 2001 to 2010. The empirical results showed no relationship between the non-quantitative area score of management evaluation and organizational performance. Both the variation of basic annual salary and the proportion of pay for performance for employees had no significant impact on the sales performance of and per capita added value. However, the proportion of pay for performance in annual CEO salary had a significant impact on the per capita added value. On the other hand, there was a significant negative relationship between pay for performance and per capita sales. These findings suggest an unclear relationship between pay for performance and organizational performance. Further research needs to examine the impact of pay for performance, using (quasi) experimental data with all of the public enterprises. It is also necessary to explore how the impact of pay for performance on organizational performance differs between various types of performance-based and task characteristics.

국문 초록 (Abstract)

공기업 성과급 운용을 둘러싸고 실효성에 대한 의문이 꾸준히 제기되어 왔다. 최근까지도 공공부문 성과급의 효과에 대한 국내외 논쟁이 여전하며, 이에 따른 학술적 논쟁도 상당하다. 하지만 국내의 경우 아직도 공공기관을 대상으로 성과급의 실제 효과에 대한 실증연구를 찾기 어렵고, 공공기관의 성과에 미치는 성과급 효과 연구에 있어서 주로 주관적 인식자료를 사용했다는 한계가 있었다. 이에 본 연구는 11개 국내 (준)시장형 공기업을 대상으로 2005~2010년 동안 성과보수제(연봉제 직원비중, 기본연봉 격차, 성과연봉격차, 기관장 성과급 비중)와 기관 성과(일인당 매출액, 일인당 부가가치, 경영평가점수) 사이의 연관성을 실증분석하고 있다. 본 연구의 실증분석에 따르면 경영평가점수와 각종 성과보수제도 사이에는 통계적 관계가 없는 것으로 나타났다. 예를 들면, 기본연봉 격차나 연봉제 시행 직원 비중은 부가가치액과 같은 성과지표와는 관련이 없다. 다만 기관장 성과급 비중의 경우 일인당 부가가치와 유의미한 연관성을 보였다. 또한 성과연봉격차가 확대될수록 일인당 매출액이 오히려 줄어드는 성과급 본래의 취지에 반하는 결과도 나왔다. 이상의 논의를 바탕으로 본 연구는 한국의 11개 공공기관을 대상으로 한 성과보수제와 기관성과 사이의 연관성을 발견하기 어렵다고 주장한다. 향후 연구과제로 국내 공공기관 전체로 그 연구범위를 확장하여 성과급의 효과를 객관적으로 측정･분석할 필요가 있다. 또한 성과급 효과가 성과급의 설계와 운용방식 그리고 적용 분야에 따라 다양할 것으로 판단되며, 나아가 광범위한 조직을 대상으로 성과급에 관한 (준)실험자료를 확보하여 성과급 연구의 타당성을 높일 필요가 있다.

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