서울특별시 사회복지직공무원 임파워먼트에 미치는 영향 : 주민생활지원서비스 전달체계 개편을 중심으로

한영희 서울시립대학교 2010 국내석사

Restructuring of residents' living support service, which is a new public welfare delivery system, was implemented to increase planning ability for providing social welfare service in the unit of local autonomous organizations, to prepare the foundation in which professionalism of professional social welfare job holders can be demonstrated during the course of providing services through professionalizing services and to provide in integration through service linkage responding to various desires of demanding people from the position of demanding people through provision of service linkage and integrated services. For success of restructuring delivery system of residents' living support service, goal recognition for the policy of public servants in charge of business has appeared as important and in particular, to social welfare related public servants who were recruited for social welfare business, professionalism such as service development and establishment of welfare planning, cases management and service linkage, desire investigation, assets management, etc was required. It can be said that improvement of qualitative competence and empowerment have been requested to social welfare related public servants, who were started as exclusive public servants in charge of social welfare, according to a new role. Empowerment is defined in various forms such as a purpose and a process but in this study, it is defined as a belief of 'can do,’competence they can get what they want and competence possible to influence other people with their own thought, feeling and actions which social welfare related public servants realize while carrying out their job duties. Questionnaire survey was carried out in order to find out what impacts did restructuring of delivery system of residents' living support service provide on empowerment of social welfare related public servants and the questionnaire has re-illuminated composition concept based on re-composition of the concept of Leslie, Holzhalb and Holland (1998) and detailed items were revised and supplemented. Rough concepts to be measured for empowerment of social welfare related public servants were found out as the followings; recognition of adjustment power and control power with regard to their own organization and working environment, perception about accomplishment of job duties acquired during the courses of mutual interaction among employees, perception about self sense of validity with regard to the works, level of perception of shared power, recognition of changes of relationship with clients, trust for value and competence of clients, etc. Based on this, empowerment of social welfare workers was composed in three dimensions of self empowerment, empowerment of members of organizations and empowerment of changes of relationship with client. This survey was carried out in a questionnaire survey of self filling-in method by using structured questionnaires with selection of 300 people among 1,312 social welfare related public servants working at Seoul special city as of April 2010. With 25 district halls, which have completed restructuring of new establishment of a bureau due to restructuring of delivery system of residents' living support services, as a population, 300 copies of the questionnaire were distributed in Gangseo-Gu, where permanent rent apartments are locating, Nowon-Gu, Jungrang-Gu, Gangbuk-Gu, which is located in Gangbuk, Jongro-Gu locating in the central part of Seoul, Gangnam-Gu, Seocho-Gu and Dongjak-Gu located in the south of River Han and 250 copies were recovered. A total of 249 copies out of 250 copies of recovered questionnaires except one questionnaire, which was impossible to utilize as analysis data due to many unsincere and no answers became the final object of the analysis. 89 questions included in the analysis finally among collected data were processed statistically after the process of coding by using SPSS. (version 18.0) this study has carried out technology analysis in order to find out general characteristics of the target people of the investigation and social welfare related public servants who are target people of the investigation and in the analysis of impacts relationship, in order to verify characteristics of job duty perceived by social welfare related public servants, working climate of organizations, degree of impacts of their own professional competence on empowerment perceived by oneself and impacts of each independent variable except social demographic variable on empowerment, it was verified through correlation analysis and multiple regression analysis. Summary of main results revealed in this study is as the following. First, social welfare related public servants empowerment level was appeared not too high in the level of 3.10 points. Among them, self empowerment was 3.13 points, empowerment of members of organizations was 3.09 points but empowerment of change of relationship of client was 3.02 points and social welfare related public servants were recognized as relatively weak in relationship with clients. Regarding to characteristics of job duty, working climate of organizations and professional competence, climate of job duty and professional competence were a little over the middle level. Among them, characteristics of job duty was a little high in 3.52 points and professional competence was 3.25 points and working climate of organizations was appeared as less than the middle level in 2.92 points. Second, it was found out that characteristics of job duty and working climate of organizations and professional competence all provide impacts on empowerment. It is composed of 5 sub-dimensions of characteristics of job duty identity, importance, functional diversification, nature of power and nature of reflux and among them, importance of job duty and functional diversification dimension were appeared to play an important operation. In working climate of organizations, it was composed of 4 sub-dimensions of autonomy, operation structure, level of compensation system and mutual relationship of members and except operation structure, all showed low scores less than the average. In particular, level of compensation system showed the lowest score and therefore, it can be regarded that social welfare related public servants have expressed dissatisfaction in level of treatment, promotion and welfare system. Professional competence was measured by possession or not of knowledge & technology and utilization and the average of possession competence was 3.40 and the average of utilization competence was measured in 3.15 and it was appeared that possession competence of knowledge and technology was recognized higher than utilization competence in the field of practice. However, in overall, professional competence was appeared not to be high. Third, as the result of analyzing the correlation in order to find out correlation between empowerment perceived by the target people of the investigation and independent variables, characteristics of job duty, it was appeared that climate of organizations and professional competence all have statistically meaningful positive correlation and among them, it had the highest correlation with professional competence. That is, it means that empowerment is high as much as professional competence is high. Among other variables, the majority showed statistically meaningful positive correlation but working climate of organizations, empowerment of members of organizations and empowerment of changes of client relationship did not have statistically meaningful correlation even though they had mutual positive correlations. Fourth, as the result of analyzing regression with empowerment as a dependent variable and characteristics of job duty, working climate of organizations and professional competence as prediction variables in order to know how much each variable can explain mutually and the results of reviewing correlations of empowerment & characteristics of job duty, working climate of organizations and professional competence, characteristics of job duty and professional competence were appeared as variables predicting empowerment and it can be said that persons with high professional competence and characteristics of job duty have higher empowerment and among them, it was investigated that what is the most influential to empowerment is professional competence. Based on these study results, implication of social welfare is as the following. First, when level of empowerment of social welfare related public servants is reviewed, it did not appear high as it was about average 3.10 based on a scale of 5 points. Public servants in charge of social welfare shall improve empowerment level. Second, development of characteristics of job duty and working climate of organizations and competence, which are factors possible to improve empowerment level, is required. For solidifying as roles of professional job of social welfare, they shall clearly find out social welfare business related to themselves and shall implement. Third, since professional competence was found out as a factor which provides the most impacts on empowerment, professional education for increasing professional competence of social welfare related public servants, that is, possession competence and utilization competence must be developed and implemented. Fourth, social welfare related public servants must continuously explore and strive with regard to the fields related to them individually, creativity and continuous attempts for practicing and utilizing this are required. Key words: residents' living support service delivery system, social welfare related public servants, empowerment 국문초록 새로운 공공복지전달체계인 주민생활지원서비스의 개편은 지방자치단체 단위로 사회복지서비스 제공을 위한 기획력을 제고하고, 서비스 전문화로 서비스 제공과정에서 사회복지전문직의 전문성이 발현된 기반을 조성하고, 서비스 연계 및 통합서비스의 제공으로 수요자의 입장에서 수요자의 다양한 욕구에 대응하는 서비스 연계를 통하여 통합적으로 제공하고자 시행되었다. 주민생활지원서비스 전달체계 개편의 성공을 위하여는 업무담당공무원의 정책에 대한 목표인식이 중요하게 대두되었으며 특히 사회복지업무를 위해 채용된 사회복지직공무원에게는 서비스개발 및 복지계획 수립, 사례관리 및 서비스연계, 욕구조사, 자산관리 등의 전문성이 요구되었다. 사회복지전담공무원으로 시작한 사회복지직공무원에게 새로운 역할에 따른 질적 능력향상, 임파워먼트가 요구되었다고 볼 수 있겠다. 임파워먼트는 목적으로, 과정으로 여러 형태로 규정하고 있으나 본 연구에서는 사회복지직공무원이 직무를 수행하면서 지각하는‘할 수 있다’는 신념, 자신이 원하는 것을 얻을 수 있는 능력, 자신의 생각․느낌․행동으로 다른 사람에게 영향을 미칠 수 있는 능력이라고 규정하였다. 주민생활지원서비스 전달체계 개편이 사회복지직공무원의 임파워먼트에 어떠한 영향을 미쳤는지 알아보기 위해 설문조사를 실시하였는데 설문지는 Leslie, Holzhalb, Holland (1998)의 개념 재구성을 바탕으로 하여 구성개념을 재조명하고 세부항목을 수정 및 보완하였다. 사회복지직공무원의 임파워먼트를 위해 측정하여야 할 개략적인 개념들은 자신의 조직 및 근무환경에 대한 조정권 및 통제권에 대한 인지, 직원들간의 상호작용 과정에서 획득한 직무성과에 대한 지각, 일과 관련한 자기효능감에 대한 지각, 공유된 권한 지각정도, 클라이언트와의 관계 변화에 대한 인지, 클라이언트의 가치 및 능력에 대한 신뢰 등으로 파악되었다. 이를 바탕으로 사회복지사의 임파워먼트를 자기 임파워먼트, 조직구성원 임파워먼트, 클라이언크 관계변화 임파워먼트의 세 차원으로 구성하였다 본 조사는 2010년 4월 현재 서울특별시에 재직 중인 서울 지역 1,312명의 사회복지직공무원 중 300명을 대상으로 구조화된 설문지를 사용하여 자기기입 방식의 설문조사를 실시하였다. 주민생활지원서비스 전달체계 개편으로 국 신설 등의 개편이 이루어진 25개 구청을 모집단으로 하여 영구임대아파트가 있는 강서구, 노원구, 중랑구와 강북에 위치한 강북구, 서울의 중심부에 위치한 종로구, 그리고 한강 남쪽지역으로 강남구와 서초구, 동작구에 300부의 설문지를 배부하여 250부를 회수하였다. 회수된 250부의 설문 중 응답이 불성실하고 무응답이 많아 분석자료로 활용 할 수 없는 1부의 설문을 제외하고 총 249를 최종 분석대상으로 하였다. 수집된 자료 중 최종적으로 분석에 포함된 89개 설문은 부호화 과정(coding)과 정을 거친 후, SPSS(version 18.0)을 이용하여 통계 처리 하였다. 본 연구는 조사대상자 및 조사대상 사회복지직공무원의 일반적 특성을 파악하기 위해 기술 분석을 시행하였으며 영향관계 분석에서는 사회복지직공무원이 지각한 직무특성, 조직풍토, 자신의 전문적 능력이 스스로 인지한 임파워먼트에 미치는 영향 정도와 인구사회학적 변수 이외에 각 독립변수들이 임파워먼트에 미치는 영향을 검증하기 위하여 상관관계분석, 다중회귀분석을 통하여 검증하였다. 본 연구에서 밝혀진 주요 결과를 요약하면 다음과 같다. 첫째, 사회복지직공무원의 임파워먼트 수준은 5점 만점에 3.10점 수준으로 별로 높게 나타나지 않았다. 그 가운데 자기 임파워먼트는 3.13점, 조직구성원 임파워먼트는 3.09점 수준이지만 클라이언트 관계변화 임파워먼트는 3.02점으로 사회복지직공무원들은 클라이언트와의 관계에서 상대적으로 취약한 것으로 인식하였다. 직무특성, 조직풍토 및 전문적 능력에 대해서는 직무풍토와 전문적 능력이 중간 수준을 약간 상회하는 정도였다. 그 가운데 직무특성이 3.52점으로 다소 높았고, 전문적 능력은 3.25점이였으며 조직풍토는 2.92점으로 중간 수준 이하로 나타났다. 둘째, 직무특성은 정체성, 중요성, 기능다양성, 권력성, 환류성의 5가지의 하위차원으로 구성되었는데 그 중 직무의 중요성과 기능다양성 차원이 중요하게 작용하는 것으로 나타났다. 조직풍토에서는 자율성, 운영구조, 보상체계수준, 구성원 상호관계의 4가지 하위차원으로 구성하였는데 운영구조를 제외하고는 모두 평균이하의 점수를 보였다 특히 보상체계 수준이 가장 낮은 점수를 보여 사회복지직공무원들이 처우, 승진, 복지후생제도에 대한 불만감을 표현한 것으로도 볼 수 있다. 전문적 능력은 지식 및 기술의 소유 여부와 활용 여부로 측정하였는데, 보유능력은 평균이 3.40이고, 활용능력 평균은 3.15로 측정되어 지식 및 기술의 보유능력이 실천분야의 활용능력 보다 더 높게 인식하는 것으로 나타났다. 그러나 전반적으로 전문능력은 그리 높지 않게 나타났다. 셋째, 조사대상자들이 인지하고 있는 임파워먼트와 독립변수 변인간의 상관관계를 알아보기 위하여 상관분석을 실시한 결과 직무특성, 조직풍도, 전문능력 모두 통계적으로 유의한 정적상관을 가지고 있는 것으로 나타났으며, 그 중에서 전문능력과 가장 높은 상관을 보여주었다. 즉, 전문능력이 높을수록 임파워먼트가 높다는 것을 의미한다. 다른 변인들 사이에서도 대부분 통계적으로 유의한 정적 상관을 보였으나, 조직풍토와 조직구성원 임파워먼트, 클라이언트관계변화 임파워먼트는 서로 정적 상관을 가지고 있었지만 통계적으로 유의한 상관관계는 없었다. 넷째, 각 변인들이 서로를 어느 정도 설명하는지 알아보기 위하여 임파워먼트를 종속변인으로 하고 직무특성, 조직풍토. 전문적 능력을 예언변인으로 하여 회귀분석을 실시한 결과 임파워먼트와 직무특성, 조직풍토, 전문적 능력의 관련성을 살펴본 결과 직무특성과 전문적능력이 임파워먼트를 예언하는 변인으로 나타났으며 전문적 능력과 직무특성이 높은 사람들이 임파워먼트가 높다고 할 수 있으며, 그 중에서도 임파워먼트에 가장 영향력이 있는 것은 전문적 능력인 것으로 조사되었다. 이러한 연구결과를 바탕으로 사회복지적 함의는 다음과 같다. 첫째 사회복지직공무원들의 임파워먼트 수준을 보면 5점 척도를 기준으로 평균이 3.10정도으로 그다지 높게 나타나지 않았다. 사회복지공무원들은 임차워먼트의 수준을 향상시켜야 할 것이다. 둘째, 임파워먼트 수준을 향상시킬 수 있는 요인인 직무특성과 조직풍토 및 능력을 개발하는 것이 요구된다. 사회복지전문직으로서 역할을 공고히 하기 위해 자신과 관련된 사회복지업무에 대해 명확히 파악하여 수행하여야 한다. 셋째, 임파워먼트에 가장 큰 영향을 미치는 요인으로 전문적 능력으로 나타난 만큼 사회복지직공무원의 전문능력, 즉 보유능력과 활용능력을 높이기 위한 전문교육이 개발되고 실시되어야 한다. 넷째, 사회복지직공무원들은 개인적으로 자신과 관련된 분야에 대해 끊임없이 탐구하고 노력해야 하며, 이를 실천하고 활용하려는 창의력과 지속적인 시도가 필요하다.

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사회복지종사자 소진보호요인 연구 : 사회복지직공무원을 중심으로

김은정 상지대학교 평화안보상담심리대학원 2011 국내석사

본 연구의 목적은 공공복지의 효과적인 집행과 전문적인 복지서비스 전달의 중추적인 역할을 수행하고 있는 사회복지직공무원의 소진실태를 파악하고, 소진보호에 영향을 미치는 요인을 찾아 사회복지직공무원의 소진을 예방할 수 있는 대안을 제시하고자 함이다. 연구의 검증을 위하여 충청북도 사회복지직공무원 300명에게 설문지를 배부하여 181부를 회수하였으며, 이 가운데 응답의 성실도가 떨어지는 25부를 제외한 156부의 설문지를 분석 자료로 사용하였다. 소진의 측정도구는 MBI(Maslach Burnout Inventory)를 사용하였다. 소진보호요인의 측정도구로 자기효능감 척도(김아영, 1997), 포괄적 대인의사소통 능력 척도(허경호, 2003), 전문직속성 척도(황선영, 2007), 사회적지지 척도(허복남, 1988), 조직탄력성 척도(최명민, 2007) 중 8문항을 사용하였다. 본 연구의 결과는 다음과 같았다. 첫째, 사회복지직공무원의 전체 소진은 3.02점이며, 하위요소인 정서적 탈진 3.26점, 비인간화 2.87점, 업무성취감 감소 2.83점으로 보통수준에서 소진을 경험하고 있는 것으로 나타났다. 둘째, 개인적 요인인 자기효능감과 의사소통능력 모두 소진에 부(-)적 상관관계를 가지고 있는 것으로 나타났다. 또한 자기효능감과 의사소통능력 모두 소진보호에 유의미한 영향을 미치고 있었으며, 개인적요인의 소진보호 예측 총 설명력은 19.8%로 나타났다. 셋째, 사회복지의 가치와 윤리준수, 실천가로서의 지식·기술, 전문가집단의 동일시의 전문직속성은 소진에 부(-)적 상관관계가 있는 것으로 나타났으며, 사회복지의 가치와 윤리준수는 유의미한 영향을 미치는 것으로 나타났다. 그러나 자율성 신념과 수퍼비전 및 전문교육 경험은 통계적으로 유의미하지 않게 나타났다. 전문적 요인의 소진보호예측 총 설명력은 11.8%로 나타났다. 넷째, 상황적 요인인 동료의 지지와 가족의 지지, 조직 환경 모두 소진과 부(-)적인 상관관계가 있는 것으로 나타났으며, 동료의 평가적 지지와 조직 환경은 소진보호에 유의미한 영향을 미치고 있는 것으로 나타났다. 마지막으로 소진보호요인의 상대적 영향력 분석 결과 상황적 요인을 포함한 모형이 30.1%의 설명력으로 소진보호를 가장 높게 예측하고 있었으며, 자기효능감과 동료의 평가적 지지가 통계적으로 유의미한 변수로 나타났다. 이러한 결과를 토대로 사회복지직공무원의 소진을 예방할 수 있는 대안을 제시하면 다음과 같다. 첫째, 사회복지직공무원의 자기효능감과 의사소통능력을 향상시킬 수 있는 방안으로 사회복지직공무원을 대상으로 하는 교육에 두 과정을 포함하여 개설하는 것이 필요하다. 둘째, 사회복지직공무원의 전문성을 향상시키기 위하여 사회복지직공무원의 집단인 전국사회복지행정연구회 등을 중심으로 체계적인 전문화 방안을 모색할 필요가 있다. 셋째, 조직 환경과 동료의 평가적 지지가 소진보호에 대한 설명력이 높게 나타남에 따라 사회복지직공무원이 근무하는 조직의 환경 개선과 업무에 자부심을 가질 수 있도록 동료의 적절한 지지가 필요하다. 본 연구를 통해 사회복지직공무원은 대인서비스 종사자로 소진에 노출되기 쉬운 환경에 처해 있으나, 자기능력향상 프로그램 및 체계적 전문화 교육 등 개인의 능력 향상과 조직의 지지 등을 통해 소진을 예방할 수 있는 것으로 나타났다. 따라서 사회복지직공무원의 소진보호를 위해 개인적·조직적 노력이 병행되어야 할 필요가 있다.

강원도 사회복지직공무원의 직무만족향상에 관한 연구

정대권 상지대학교 사회복지 정책대학원 2007 국내석사

사회복지전담공무원은 법과 정책에 따라 업무를 수행하고 자격을 심사하는 공무원으로서의 역할과 대민서비스를 제공하는 사회복지사로서의 역할을 함께 수행한다. 사회복지사업법에는 "관할지역내의 사회복지를 필요로 하는 사람들에 대해서 그 생활실태와 가정환경 등을 파악하고 사회복지에 필요한 상담과 지도를 행 한다"고 되어 있으나 실제 현장에서 수행하는 업무영역은 매우 광범위 하다. 참여정부 들어 일자리확대와 생산성향상에 사회복지의 방향을 두고 사회안전망의 획기적 보장, 저 출산 고령화에 본격대응 등을 제시했다. 급격한 변화의 과정에서 공무원으로서 국가에 대한 의무와 사회복지사로서의 클라이언트에 대한 의무를 다하여야 할 사회복지전담공무원들의 직무행태와 직무만족을 조사하고 그에 대한 해결방안을 제시하고 자 하였다. 조사 표본이 강원도 사회복지직공무원으로 한정되어 한계가 있기는 하나 조직 환경에 대해서는 대체로 만족하고 있는 것으로 나타나 이는 최근 공무원의 높은 사회적인식과 직장 내의 민주적 의사소통의 기회확대에 기인하고 있는 것으로 판단된다. 이러한 조직 환경에 대한 긍정적인 평가에도 불구하고 승진적체, 효율적인 업무재분배의 문제, 상담환경의 미비로 인한 사회복지대상자들의 욕구파악과 적절한 개입의 어려움, 다양한 복지수요의 증가와 대상 및 범주의 확대로 업무처리 내용이 증가하고 복잡해 졌음에도 관리되는 적정 복지대상자 초과로 인한 복지서비스의 질 저하 등이 직무만족의 저해 요인으로 나타나고 있다. 조직 환경이 직무만족도에 영향을 미치는지를 살펴본 결과 동료와의 관계, 전문성정도, 상사의지지, 업무수행능력 모두가 사회복지전담공무원의 직무만족도에 영향을 미치는 것으로 나타났다. 본 논문의 연구조사에서 사회복지전문직공무원들은 업무에 대하여 사명감과 자신감을 가지고 있는 것으로 나타났다. 이러한 긍정적인 부분이 소진되지 않도록 인사적체 해소 등 직무만족도를 높일 수 있는 여건마련이 절실히 필요하다. 이와는 별도로 사회복지사는 전문가로서 사명감과 변화하는 복지수요에 능동적이고 적극적으로 대처할 수 있도록 끊임없는 자기 개발이 선행되어야 함은 물론이다. Social welfare officials perform according to law and policy as officials who inspect qualifications and as social workers who provide representation services. The law of social welfare projects says "it grasps the life situation and environment for people who require social welfare in jurisdiction and performs a counseling and instruction." However, the real work scope is highly wide. Participatory government has suggested the provision of social safety net and the method of low childbirth, social aging base on job expansion and productivity improvement. This study has examined their job performance and satisfaction as officials on the procedure of radical change and as social workers who have to do their duty for clients, futhermore, it has suggested the solution. The study population has been limited to social welfare officials in Kangwon province. They generally satisfy the organization environment, so that means it is caused by high social recognition and opportunity expansion of democratic communication. Despite of the positive evaluation for organization environment, the pileup of promotion, the problem of efficient job distribution, the difficulty of grasping desires of social welfare subjects and appropriate intervention because of lack of counseling environment have caused the increase of various welfare demand, the expansion of subjects and scope and complexity. However, excessive number of welfare subjects and the lowering quality of welfare services are the obstacle factors of work satisfaction. The results of how the organization environment has an effect on work satisfaction as follows. The relation with co-workers, the degree of expertise, the support of higher officer and the performance ability have an effect on work satisfaction. This thesis has clarified the fact that social welfare officials have a sense of duty and self-confidence. So, it needs to provide the environment so that the positive part cannot be declined and they can satisfy their work through the relief of promotion pileup. In a separate way, social workers have to develop themselves constantly and have a sense of duty as specialists so that they can positively and actively cope with changeable welfare demand.

사회복지직공무원의 직무수행 실태와 개선방안에 관한 연구 : 울산광역시를 중심으로

함신애 동국대학교 2006 국내석사

Modern social welfare places an emphasis on administration for the sake of effective delivery of social welfare service, which asks the civil servants in social welfare to make proper responses to the needs for social welfare service based on their understanding of human behavior and social issues. They are accountable for fulfilling professional responsibilities of diverse social welfare activities. Thus this study set out to investigate the job performance of civil servants in charge of social welfare and identify efficient and effective measures for improvement. The subjects included 124 civil servants working in the area of social welfare in Ulsan Metropolitan City. After examining the job performance of the civil servants in social welfare and the improvement measures for the identified problems, the following results were obtained: First, the number of civil servants in social welfare should be expanded to reduce the excessive workload on the current personnel due to the shortage in human resources. There has been constant increase to the needs for welfare administration since the National Basic Livelihood Security System. The contents of social welfare business are also very comprehensive. Without constant increase to the personnel, there will be no satisfying administration service or delivery of professional social welfare service. Second, the quality education for social welfare should be provided to the civil servants in social welfare so that they can equip themselves with professional knowledge and offer quality service to the recipients of social welfare service. The education of social welfare should be extended to include their colleagues and supervisors in other areas to cause changes to their perception of importance of social welfare business and help them perform efficiently. Third, the civil servants in social welfare hope their area of professional performance will be expanded. It's thus desirable to make active personnel exchanges happen in the local government level. Fourth, it's urgent to take care of chronic and threatening civil appeals by dispatching police officers to city, gu(gun), eup, myeon, and dong units everyday in a rotary system in cooperation with the regional police headquarters. That way you can get help in doing general administrative works as well as social welfare business. Fifth, ambiguous job guidelines result in abuse of discretion and waste of efforts. By following the standard job performance criteria established by Ministry of Public Health and Welfare, the civil servants in social welfare should compare their actual performance with the criteria in the line of their work. It's also urgent to revise the related laws and guidelines to help them make professional judgments. Other improvement measures include forming a network to share information with other administrative agencies, preventing overlapping provision of social welfare service by making connections with other social welfare facilities, and allocating civil servants in social welfare in the auditing department of higher agencies to guarantee the accuracy and efficiency of welfare auditing. Based on the results including the improvement measures for the problems that civil servants in social welfare are facing, the barriers should be improved in a positive manner and there should be better welfare service provided to the recipients accordingly.

사회복지직공무원의 교육훈련 발전방안 연구 : 경기도사회복지직공무원의 직무분석에 기초한 교과과정 개발을 중심으로

연제찬 서울대학교 대학원 2003 국내석사

사회복지직공무원의 프리젠티즘에 영향을 미치는 요인에 관한 연구 : 직무요구-직무자원모형을 중심으로

차보현 대구가톨릭대학교 2019 국내박사

The purpose of this study is to find out factors influencing presenteeism in social welfare officials with focusing on a job demands-resources model and relieving presenteeism that the officials experience in while searching for socially and personally productive, constructive, and practical solutions. For this study purpose, job demands and resources were selected for an independent variable, presenteeism was for a dependent variable, and burnout and job engagement were for a parameter. A questionnaire was conducted with 757 out of total 1736 social welfare officials working in North Gyeongsang Province and data from the 517 subjects were used for the final analysis. Independent two samples t-test and one-way ANOVA were conducted for the collected data, by using SPSS 22.0 and PROCESS Macro 3.3, to identify a difference between the two variables. Also, the hierarchical analysis was conducted to find out the relationship between job demands-resources model and presenteeism and multiple regression analysis was conducted to find out the influence of sub-variables of each variable. Furthermore, PROCESS Macro and Bootstrapping were used and applied to validity mediated effect of burnout and job engagement in the relationship of job demands-resources model and presenteeism. Results from this study are as follows. Firstly, job demand was positively correlated with the influence of job demand-resource on presenteeism and job resource was negatively correlated with it. Moreover, it was found that, regarding the influence of job demands-resources on burnout, job demand was positively correlated with burnout and job resource was negatively correlated with it. Secondly, job resource was positively correlated with job engagement and burnout was positively correlated with presenteeism and job engagement was negatively correlated with presenteeism. Finally, it was found that regarding the relationship between job demands-resources and presenteeism, there were mediated effects in burnout and job engagement. These study results will be followed by various further studies on social welfare official’s job and utilized for future studies as a base data from the study applying presenteeism to public services. In addition, it emphasizes the importance of improvement in health, productivity, and service quality at the personal and organizational level of social welfare officials who are engaged in social welfare practice and public service which leads to suggestion of solutions for a positive and secure job environment.

사회복지공무원의 공직몰입 결정요인에 관한 연구

고석 대구대학교 2006 국내석사

This study investigated determinant factors of organizational commitment in public social workers. The study aims to increase a strategy of the organizational commitment in public social workers The samples of this study are 251 public social workers who works in county offices ,such as "Dong"s, "Myen"s, "Eup"s "Gu"s, and the city hall in Deagu metropolitan city. The data has been analysed by frequency analysis, T-test analysis, correlation analysis, multiple regression analysis etc. The results of the analysis are as follows. First, in the characteristic of personal and psychological perspective, self-esteem and achievement desire had greater impacts in organizational commitment in public social workers. Secondly, in the characteristic of organizational satisfaction, public servants-satisfaction and a job satisfaction had greater impacts in organizational commitment in public social workers. Third, in the characteristic of socio-demographical perspective, age, marrige, working career, working level, working office had greater impacts in organizational commitment in public social workers. However, in the characteristic of duty and role performance and organizational characteristic had not meaningfully affect in organizational commitment in public social workers. According to the result of this study, determinants of organizational commitment in public social workers are closely relate to self-esteem, performance of job-satisfaction, working level etc. Therefore, organizational commitment in public social workers progress by the strengthened determinant fators. First, It is needed to be introduced administration and system in order to improve public social worker's self-esteem Secondly, It is needed to be introduced personal administration system in order to enforce a job achievement through up grading a rank or rewards. Third, It is needed to be introduced social reorganized welfare delivery system in order to improve performance of job-satisfaction.

사회복지직 공무원의 직무성과에 영향을 미치는 요인에 관한 연구

최혜숙 경상대학교 행정대학원 2014 국내석사

The objective of this study was to analyze the individual factor and environmental factor influencing the job performance of social workers in public sector to improve the quality of living for the recipients of social welfare service and investigate the extent of influence on job performance in order to contribute to the achievement of high quality social welfare services based on the improvement of work environment for social workers in public sector at the administrative organizations of local governments. For that, three 6th-grade officers, five 7th-grade officers, and four 8th and 9th-grade officers were sampled by occupational post from 12 social workers in public sector at Goseong-gun, Gyeongsangnam-do for the purposive sampling. In relation to the research methodology, the explanation was provided with respect to the progress of interview based on the research theme and semi-structured interview sheet in the first interview. The second interview was carried out from March 5, 2014 to April 25, 2014, and the transcripts of tape recording were analyzed by BIQR(Basic Interpretive Qualitative Research). The factor influencing the job performance of social workers in public sector included the individual attributes, occupational efforts and sense of mission, consideration of changing the job, etc., which fell under the category of individual factor. The environmental factor included the workload, organization and manpower operation, expectation for promotion, motivation policy, interpersonal relationship with superiors, remuneration, etc., which were investigated through in-depth interview. The individual factor and environmental factor influencing the job performance of social workers in public sector were analyzed. The results of analysis suggested that the individual attributes(professional ability), occupational efforts and sense of mission, consideration of changing the job, interpersonal relationship with superiors(praise, recognition, encouragement, and support), which came under the category of individual factors, were found to act as motivating factors(satisfaction factors). The improvement of work environment, which is the environmental factor, would lead to the demonstration of professional ability and exertion of efforts to improve their quality of living for the recipients of welfare services. The environmental factor included the workload, organization and manpower operation, expectation for promotion, motivation policy, interpersonal relationship with superiors(misunderstanding, inappropriateness, indifference), remuneration, etc., and was found to be the important factor influencing the job performance significantly due to the poor working environment of social workers in public sector. The environmental factor was the negative attitude influencing the job performance of environmental factor significantly and acted as hygiene factor(dissatisfaction factor). Based on in-depth analysis, this study found that the environmental factor had more significant influence on the job performance of social workers in public sector than the individual factor did. It is noticeable that the results of this study were considerably different from those of the preceding studies. On the basis of aforesaid findings, the following policy recommendations can be presented to improve the working environmental factor leading to better job performance of social workers in public sector: First, efficient welfare manpower expansion is needed. Second, the workload of social welfare workers should be drastically reduced. Third, the welfare business of central governmental ministries needs to be simplified, and the promotions should be strengthened. Fourth, the measures need to be taken in relation to the expectation for promotion from the standpoint of personnel management. Fifth, safe working conditions should be created. Sixth, the morale of social workers in public sector needs to be raised.

읍면동 사회복지직 공무원의 직무역량과 내부서비스 질이 직무성과에 미치는 영향 : 직무몰입의 매개효과와 사회자본 조절효과 분석

최영화 신라대학교 신라대학교 일반대학원 2023 국내박사

Social welfare in Korea is undergoing quantitative expansion and qualitative changes due to rapid socioeconomic changes. Social welfare services have been transferred to the region through several reorganizations of the public welfare delivery system, and the connection and cooperation of service providers in the region are emphasized. The local welfare administration is also expanding and becoming more complex from the basic tendency to provide services tailored to individual needs. After the Eup-Myeon-Dong Welfare Hub project, Eup-Myeon-Dong has become the subject of welfare functions, and the importance of Eup-Myeon-Dong, the final enforcement system of public welfare policies, is being highlighted. In addition, the role of social welfare officials assigned here is also becoming important. Social welfare officials deployed in Eup-Myeon-Dong should face locals on the front line, provide services, discover various human and material resources in the region and establish a cooperative network with related agencies. Therefore, they are required higher expertise in the overall changing welfare administration work, and are required to play a role from a more macro perspective. Changes in the welfare service provision environment require high-quality services, and service quality would be confirmed through the evaluation of the service provider's job performance. Therefore, it is necessary to check the job performance of social welfare officials, and through this, measures to improve the quality of welfare services can be prepared. This study examines the influenced relationship between job competency, internal service quality, job involvement, and social capital based on the job performance model proposed by Borman & Motowidlo (1993). The purpose is to provide policy implications for improving the job performance and welfare service quality of social welfare officials in Eup-Myeon-Dong by exploring the impact of job competency and internal service quality on job performance, mediating the effect of job involvement, and moderating social capital. In order to achieve the above purpose, an online survey targeting social welfare officials in grade 9 and above at 205 community service centers in Eup-Myeon-Dong in Busan was conducted. 282 surveys were recovered and reviewed, and the 281 copies were analyzed in the end. In the analysis, general characteristics of the subjects were identified, and a structural equation model was established with job competency and internal service quality as independent variables, job involvement as a parameter, and job performance as a dependent variable. In addition, the moderating effect of social capital on the path from job competency and internal service quality to job performance was analyzed. As a result of the study, it was found that the job competency, job involvement, and social capital of social welfare officials in Eup-Myeon-Dong have a direct effect on job performance. However, internal service quality did not directly affect job performance. Secondly, it was found that the job competency and internal service quality of social welfare officials in Eup-Myeon-Dong had an indirect effect through job involvement. Thirdly, social capital was not found to have a moderating effect on job competency and internal service quality with job performance. Existing research on the job performance of public officials in social welfare positions has mostly been conducted at the special metropolitan city or district level, but this study verified empirically the factors affecting job performance and highlights the importance of social welfare officials in Eup-Myeon-Dong, for whom research has been insufficient so far. In this respect, it has a different significance from previous studies. In addition, verifying internal service quality, which has rarely been applied to social welfare organizations, especially public organizations, revealed the influence of internal service quality on job performance through empirical means. Although no investigation has been made into the moderating effect of social capital at the exploratory level, it is significant in that it presented the possibility of being used as another resource for solving community problems based on the result that social capital directly affects job performance. Based on the research results, it has practical significance in that it suggested proposals and improvement measures to improve the job performance of social welfare officials assigned to Eup-Myeon-Dong, and through this, to improve the quality of public welfare services. Nevertheless, there are limitations to generalizing the survey results of this study because the survey area and survey targets are limited to Busan City. When measuring job performance, there is a point that it was measured by a self-entry survey based on an individual perception that is, perceived perception, not objective performance. And a limitation of the study is that common method bias may occur in that the independent and outcome variables are measured by the same respondent. Accordingly, in the follow-up study, it is hoped that a more precise and expanded job performance study of social welfare officials in Eup-Myeon-Dong will be proposed and verified. 한국의 사회복지는 급속한 사회경제적 환경변화에 따라 양적 확대 및 질적 변화를 겪고 있다. 사회복지서비스는 몇 차례의 공공복지전달체계 개편을 통해 공급 중심이 지역으로 이전되었으며, 지역 내 서비스 제공주체들의 연계․협력이 강조되는 등 다각도로 변화하고 있다. 지역의 복지행정도 개인의 욕구에 맞춘 서비스 제공 기조에 따라 확대되고 복잡해지고 있다. 읍면동 복지허브화 사업 이후 읍면동이 복지서비스 제공의 주체로 자리매김하게 되면서 공공복지 정책의 최종 집행체계인 읍면동의 중요성이 부각되고 있다. 더불어 이곳에 배치된 사회복지직 공무원의 역할 수행 역시 중요해지고 있다. 읍면동에 배치된 사회복지직 공무원은 최일선에서 지역주민을 대면하고 서비스를 제공하며 지역 내 다양한 인적․물적 자원을 발굴하고, 유관기관들과의 협력적 네트워크를 구축해야 하는 등 폭넓은 직무를 수행해야 한다. 이들은 변화하는 복지행정 업무 전반에 대한 높은 전문성을 갖추고 있어야 하며 보다 거시적 관점에서의 역할 수행을 요구받고 있다. 복지서비스 제공환경의 변화는 질 높은 서비스 제공을 요구하고 있고 서비스 질은 서비스 제공자의 직무성과 평가를 통해 확인가능하다. 따라서 사회복지직 공무원의 직무성과에 대한 점검이 필요하며 이를 통해 복지서비스 질 제고 방안을 마련할 수 있다. 본 연구는 읍면동에 배치된 사회복지직 공무원의 직무성과에 대한 논의를 Borman & Motowidlo(1993)가 제안한 직무성과 모델을 바탕으로 직무역량, 내부서비스 질, 직무몰입, 사회자본의 영향관계를 살펴보고자 한다. 구체적으로 직무역량과 내부서비스 질이 직무성과에 미치는 영향과 직무몰입의 매개효과, 사회자본의 조절효과를 탐색해 봄으로써 읍면동 사회복지직 공무원의 직무성과 및 복지서비스 질 제고에 대한 정책적 함의를 제공하는데 그 목적이 있다. 이상의 목적을 달성하기 위해 부산시의 205개 읍면동 행정복지센터에서 근무하는 9급 이상 사회복지직 공무원을 대상으로 온라인 설문조사를 진행하였고 회수된 282부를 검토하여 최종 281부를 분석하였다. 분석은 조사대상의 일반적 특성과 직무역량 및 내부서비스 질은 독립변수, 직무몰입은 매개변수, 직무성과는 종속변수로 하는 구조방정식 모형을 분석하였다. 또 사회자본이 직무역량 및 내부서비스 질과 직무성과와의 관계에서 조절효과를 가지는지에 대해서도 분석하였다. 연구결과, 첫째, 읍면동 사회복지직 공무원의 직무역량, 직무몰입, 사회자본은 직무성과에 직접적인 영향을 미치는 것으로 나타났다. 그러나 내부서비스 질은 직무성과에 직접적인 영향을 미치지는 않았다. 둘째, 읍면동 사회복지직 공무원의 직무역량 및 내부서비스 질은 직무몰입을 통하여 간접적 영향을 미치는 것으로 나타났다. 셋째, 사회자본은 직무역량 및 내부서비스 질과 직무성과와의 사이에서 조절효과가 나타나지 않았다. 기존의 사회복지직 공무원의 직무성과 연구는 대체로 특․광역시 단위나 구․군 수준에서 다루어지고 있는데, 본 연구는 그동안 연구가 미흡하였던 읍면동 사회복지직 공무원을 대상으로 직무성과에 영향을 미치는 요인을 검증하고 중요성을 부각시켰다는 점에서 기존 연구와 차별적 의의를 가진다. 사회복지조직 특히, 공공조직에서 소수에 불과한 내부서비스 질에 대한 경험적 검증을 통해 직무성과와 내부서비스 질 간의 영향관계를 밝혔다. 탐색적 수준에서 이루어진 사회자본의 조절효과 규명은 이루어지지 않았지만, 사회자본이 직무성과에 직접적인 영향을 미친다는 결과를 토대로 사회자본이 지역사회문제 해결을 위한 하나의 자원으로 활용될 수 있는 가능성을 제시했다는 점에서 의의가 있다. 연구결과를 토대로 읍면동에 배치된 사회복지직 공무원의 직무성과를 높이고 이를 통해 공공복지서비스 질을 제고할 수 있는 방안 및 개선책을 제안하였다는데 실천적 의의를 갖는다. 그럼에도 불구하고 본 연구는 조사지역과 조사대상을 부산시로 한정하였기 때문에 조사결과를 일반화 시키는 것에 한계가 있으며 직무성과를 측정함에 있어 객관적 성과가 아닌 개인의 인식 즉, 지각된 인식에 근거한 자기기입식 조사로 측정했다는 점, 독립변수와 결과변수를 동일한 응답자로부터 측정하였다는 부분에서 동일방법편의가 발생할 수 있다는 점이 연구의 한계로 남는다. 이에 따라 후속연구에서는 이러한 점들을 보완한 보다 정밀하고 확장된 읍면동 사회복지직 공무원의 직무성과 연구가 제안되고 검증되기를 바란다.