성과급 임금제도와 직무만족도 간의 관계에 관한 연구 = The study on the relationship between performance-based pay system and job satisfaction of employees

국문 초록 (Abstract)

  지난 20여 년 동안 많은 한국기업들은 강도 높은 인사혁신을 해 왔다. 그 중 대표적인 것이 성과급 임금제도를 도입하는 것이다. 물론 기업들은 성과급 임금제도를 도입하게 되면 종업원들의 동기부여를 통해 기업의 성과가 높아질 수 있을 것으로 기대하였다. 그러나 성과급 임금제도가 과연 기업의 성과를 높여주는지에 관한 체계적인 연구는 거의 없었다. 가장 큰 이유는 연구를 위한 자료를 수집하기 어려웠기 때문이다. 본 논문은 한국직업능력개발원이 2005년에 조사하여 제공한 자료를 바탕으로 하여 성과급제도의 도입이 종업원들의 직무만족도와 어떤 관계를 가지고 있는지를 분석하고 있다.<BR>  연구결과 성과급제도를 도입한 기업에서 그렇지 않은 경우보다 종업원들의 전반적인 직무만족도가 더 높은 것으로 나타났다. 이를 통해 성과급제도의 도입이 종업원들의 직무만족도를 높이고 기업의 성과도 높이는 것으로 판단할 수 있다. 그리고 개인인센티브제도만 도입한 경우가 종합적인 성과급제도를 도입한 경우보다 종업원의 만족도가 낮은 것으로 나타났다. 따라서 개인인센티브제도를 활용하는 기업들은 보다 세심한 노력이 필요할 것으로 나타났다. 이러한 연구 결과와 더불어 자료의 특성으로 인한 한계도 논의하였다.

다국어 초록 (Multilingual Abstract)

  Since the late 1980" s, many Korean firms have changed their human resource management from a person-based system into a performance-based system. The performance-based pay system has been the most popular human resource practice to Korean companies. However, in spite of its popularity, there have not been enough studies to investigate the effects of the performance-based pay system on both employee attitudes and financial performance mainly due to the difficulties of collecting data.<BR>  In this paper authors study the relationships of the performance-based pay system to employee attitudes using Human Capital Corporate Panel(HCCP) Survey collected and provided to the public by Korea Research Institute for Vocational Education and Training (KRIVET). Results show that the performance-based pay system has statistically significant relationships with employees" overall job satisfaction. However, an individual incentive pay system may have some limited effects on employee attitudes.

목차 (Table of Contents)

• 〈요약〉
  Ⅰ. 서론
  Ⅱ. 이론적 배경, 선행연구, 연구가설
  Ⅲ. 연구방법
  Ⅳ. 연구의 결과
  Ⅴ. 결론
  참고문헌
  

참고문헌 (Reference)

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