職級別 職務特性이 成果給制 滿足度에 미치는 影響 : 公務員을 中心으로 = A Study on Effect of Job Characteristics by Job Positions on Satisfaction of Incentive System

다국어 초록 (Multilingual Abstract)

Performance assessment system is one of the main functions of personnel management, since it induces the goal achievement of an organization and that of its employees to be consistent with each other. In order to improve the system, today's many corporations are eagerly focusing on the development of a new system. In the international environment where things are getting more and more competitive, it is imperative to procure a large number of qualified people. This is applied to not only private companies but also public corporations and organizations. A performance-related pay being part of the new system, it is to be applied to the current situation in Korea after combining American and Japanese styles with it. With the establishment of the performance-related pay system, the public servants whose status used to be very secure are now supposed to compete with one another, which causes the individual pay to differ regardless of the year when one starts to work or one's seniority. This system, however, is not perfectly apt to Korean culture of personnel management, since its Confucian tradition makes a conventional preference for an age-based pay system persistent and its members keep sharing profit without much competition amongst themselves. This study began by questioning the efficiency of the performance-related pay system to be applied to each level of job positions in a public organization. All of the government employees, from level 1 through 9, are currently affected by the performance-related pay system. It is quite hard, however, to assess the performance of the employees whose position is relatively low; the lower their job position is, the more amount of simplistic task they are given. And it is all the more difficult to assess their job performance, since the kind of work that they perform at low positions is quite similar, regardless of their job categories. As policies are made by the superior employees over level 5, the relatively inferior ones are supposed to conduct the task that was drafted in such a way. This study is thus based on the assumption that the level of satisfaction varies according to the job positions.
In Chapter 1, the objective of the study is presented in general terms, as well as its questions, scope and method. In Chapter 2, the main content of each variant is dealt with, based on theoretical backgrounds. In Chapter 3, the characteristics and current state of the performance-related pay system are examined generally, along with its problems; in Chapter 4, assumptions of this study are described; in Chapter 5, a positivist analysis is conducted. Finally, in Chapter 6, the meaning of this study is dealt with, based on its outcome in relation to previous studies. And some suggestions are presented for further studies.
The meaning of this study lies in analysing the satisfaction level of the performance-related pay system in a horizontal way, unlike the previous studies that applied the vertical analysis to it. By examining the applicability of the personnel management that divides superior job positions and inferior ones, this study will tentatively contribute to the establishment of the performance-related pay system.

목차 (Table of Contents)

• 제1장 서론 = 1
• 제1절 문제 제기 및 연구 목적 = 1
• 제2절 연구의 범위와 방법 = 5
• 제3절 논문의 구성 = 6
• 제2장 이론적 배경 = 8
• 제1절 직무특성의 주요내용 = 8
• 1. 직무특성의 정의 및 이론적 배경 = 8
• 2. 직무특성의 모형 (Job Characteristics Model) = 11
• 3. 직무특성모형의 한계 = 18
• 제2절 성과급제도의 주요 내용 = 19
• 1. 성과급제도의 정의와 목적 = 19
• 2. 성과급제도의 장·단점 = 21
• 3. 성과급제도의 종류 = 24
• 4. 성과급제도의 기초이론 = 29
• 제3절 성과급제 만족도의 주요내용 = 41
• 1. 배분만족도(분배공정성이론) = 45
• 2. 체제만족도(절차공정성이론) = 48
• 3.배분만족도(분배공정성이론)와 체제만족도(절차공정성이론)의 관계 = 52
• 제3장 우리나라 공무원의 인사제도 운영 = 54
• 제1절 현행 공무원 성과급제의 실제 = 54
• 1. 성과상여금 제도 = 57
• 2. 성과연봉제 = 62
• (1) 고정급적 연봉제 = 64
• (2) 성과급적 연봉제 = 65
• (3) 직무 성과급적 연봉제 = 67
• 제2절 현행 공무원 성과급제의 문제점 분석 = 69
• 1. 비용의 형평성(equity cost)의 문제 = 69
• 2. 측정오차의 문제(measurement error) = 71
• 3. 이질적인 노동력 간 경쟁의 문제(heterogeneity) = 72
• 제4장 조사 설계 = 74
• 제1절 연구모형 및 가설 = 74
• 1. 연구모형의 설정 = 74
• 2. 가설의 설정 = 76
• 제2절 실증적 연구 설계 = 77
• 1. 변수의 조작적 정의 및 측정 = 77
• 2. 설문지의 구성 = 79
• 3. 연구대상 및 자료수집 방법 = 79
• 4. 통계분석방법 = 80
• 제5장 실증분석 = 82
• 제1절 표본의 인구통계학적 분포 = 82
• 제2절 설문지의 신뢰도 및 타당도 검증 = 85
• 1. 설문지의 신뢰도 검증 = 85
• 2. 설문지의 타당도 검증 = 86
• 제3절 변수의 상관관계 분석 = 90
• 제4절 가설의 검증 = 92
• 1. 직무특성과 성과급제 만족도 간의 가설 검증 = 92
• 2. 직급의 변화에 따른 성과급제 만족도 검증 = 94
• 제6장 결론 = 101
• 제1절 연구결과의 요약 = 101
• 제2절 연구의 의의 = 103
• 제3절 연구의 한계와 향후 연구방향 = 104
• 참고문헌 = 105
• 설문지 = 113
• ABSTRACT = 117