조직 목표모호성이 직무특성과 혁신행동에 미치는 영향 : 업무자율성과 성과 피드백의 매개효과를 중심으로 = Effects of Organizational Goal Ambiguity on Job Characteristics and Innovative Behavior : Focusing on Mediating Effect of Work Autonomy and Performance Feedback

국문 초록 (Abstract)

조직 목표모호성은 관료주의 문화와 조직구조의 집권화를 유발하는 등 조직에 부정적 영향을 주는 것으로 알려져 있다. 본 연구는 목표모호성이 공공조직의 혁신을 가로막는 중요한 요인이라는 가정 아래 조직 구성원의 혁신행동에 대한 목표모호성의 효과를 연구하였다. 구체적으로 본 연구는 목표모호성과 혁신행동과의 부적인 관계를 기대하고 그 관계에서 직무특성인 업무자율성과 성과 피드백의 매개효과에 초점을 맞추었다. 중앙정부 및 광역자치단체 공무원 4,000명을 대상으로 실시한 한국행정연구원의 ‘2018년 공직생활 실태조사’ 데이터를 활용하여 분석한 결과, 기대한 바와 같이 목표모호성은 혁신행동에 부적인 영향을 주었으며, 업무자율성과 성과피드백의 부분 매개효과가 유의미한 것으로 나타났다. 이러한 결과를 바탕으로 공공조직의 목표모호성에 대한 이론적·실무적 시사점을 논의하였다.

다국어 초록 (Multilingual Abstract)

Organizational goal ambiguity is known to have a negative impact on the organization, such as inducing a bureaucratic culture and centralization of the organizational structure. This study investigated the effect of organizational goal ambiguity on the innovative behavior of organization members under the assumption that goal ambiguity is an important factor blocking the innovation of public organizations. Specifically, this study expected a negative relationship between goal ambiguity and innovative behavior, and focused on the mediating effects of work autonomy and performance feedback. As a result of analyzing 4,000 public officials from the central government and metropolitan governments, as expected, organizational goal ambiguity had a negative effect on innovative behavior, and it was found that the partial mediating effects of work autonomy and performance feedback were significant. Based on these results, theoretical and practical implications for the goal ambiguity of public organizations were discussed.

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