정부경영평가가 직무만족과 조직몰입에 미치는 영향

다국어 초록 (Multilingual Abstract)

The Effect of Government’s Management Assessment on Job Satisfaction, Organizational Commitment


This study investigates the effect of government’s management assessment (GMA) towards quasi-governmental organizations on the job satisfaction, organizational commitment (OC) of their employees. Since 2004 when GMA system was introduced, little research has been implemented concerning the feasibility and effectiveness of GMA and its influence on the workers employed in the quasi-governmental agencies. Moreover, indices assessing management were varied and diverse across agencies, and thus, limited to the internal assessment of each organization.
To fill the research gap, this study attempts to conduct an empirical case study on K Corporation, a quasi-governmental organization that is undergoing a management assessment process. K Corporation established internal performance assessment indices of the organization and employees in connection with strategic goals and strategic tasks based on three major policies focused on the organization's management goals efficiently. An ad hoc commission strives to enhance performance by posting an internal assessment handbook every year to contribute to the creation of value for construction work, by checking, assessing, and returning performance results on a regular basis and compensating individual employees differently for their performance by objective criteria.
Based on the theoretical background of the GMA system, this study conducted a survey of K Corporation employees and analyzed whether the GMA system had a positive or negative effect on organizational behaviors. The findings of this study are summarized as follows.

First, six hypotheses that the understanding, acceptance, and education of the GMA will have a positive effect on job attitude. The lack of systematic education on the GMA showed that the hypothesis of understanding system, acceptability, education and job satisfaction of the GMA was not significant. In addition, understanding and education were found statistically significant for OC. The acceptability was found to be insignificant with the OC.
Second, four hypotheses that the evaluation index and the evaluation process will have a positive effect on the attitude of the job was made. The evaluation index was significant for the job satisfaction, and the evaluation process was not significant for the job satisfaction. Also, evaluation index and evaluation process were found not to be statistically significant for both OC.
Third, six hypotheses that usefulness, reflux, and compensation, which are the result factors of the GMA, will positively affect job attitude. Usefulness, reflux, and compensation were all statistically significant for job satisfaction. Also, Reflux and compensation were found statistically significant for OC. On the other hand, usefulness was not statistically significant for OC.
In conclusion, the following measures are proposed to improve the GMA system of the K Corporation. First, it is most important for the members to change their perception of the system in order to increase the acceptability of GMA. In other words, there needs to be a change of perception that the government should harmonize innovation and social values required by the government in addition to the current organizational integrity. Second, a positive thinking about the system should be raised through systematic training on the objectives and procedures of the evaluation system. Third, strengthening the reflux system for assessment results requires the use of long-term indicators and the development of embedded performance indicators that are recognizable to members, rather than short-term aspects of the assessment index. However, since this research is limited to a single organization, K Corporation, among various quasi-governmental agencies, future research is suggested to generalize the findings of this study to other quasi-governmental organizations.

Keywords: Government’s management assessment; job satisfaction; organizational commitment

목차 (Table of Contents)

• ABSTRACT 1
• 제1장 서론 4
• 제1절 연구의 배경 및 목적 4
• 1. 연구의 배경 4
• 2. 연구의 목적 7
• 제2절 연구대상 및 방법 9
• 제3절 논문의 구성 10
• 제2장 이론적배경과 선행연구 11
• 제1절 정부경영평가제도 11
• 1. 경영평가제도의 의의 11
• 2. 경영평가요소 13
• 제2절 정부경영평가제도에 관한 선행연구의 검토 17
• 1. 정부경영평가제도에 관한 연구 17
• 2. 직무태도의 구성요소에 관한 연구 26
• 3. 직무태도에 영향을 미치는 요인에 관한 연구 29
• 4. 경영평가제도가 미치는 요인에 관한 연구 32
• 제3장 연구모형 및 가설 40
• 제1절 K공사의 경영평가제도 40
• 1. K공사 경영평가제도 의의 40
• 2. K공사 경영평가제도 분석 43
• 제2절 연구모형과 가설 51
• 1. 연구모형 51
• 2. 가설설정 52
• 제4장 연구방법 57
• 제1절 표본과 자료수집 57
• 1. 표본 및 자료수집 절차 57
• 2. 표본의 인구통계학적 특성 57
• 제2절 변수의 조작화 및 척도 구성 59
• 1. 독립변수 : 정부경영평가제도 59
• 2. 종속변수 : 직무태도 62
• 제3절 측정도구의 타당도와 신뢰도 분석 65
• 제4절 정부경영평가제도와 직무태도간의 상관관계분석 72
• 제5절 분석결과 75
• 1. 정부경영평가제도와 직무태도에 미치는 영향분석 75
• 2. 가설검증결과 78
• 제5장 결론 81
• 제1절 연구의 논의와 시사점 81
• 1. 연구의 논의 81
• 2. 연구의 시사점 83
• 제2절 연구의 한계점과 향후과제 85
• 참고문헌 86
• 설문지 99