고성과 인적자원시스템과 직무동기가 직무성과에 미치는 영향 -보험설계사를 대상으로
High-performance HRM & job motivation for insurance salesmen
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참고문헌
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초록
이 연구는 고성과 인적자원관리의 관행들이 성과에 공헌하는 과정에서 서로 다른 유형의 직무동기가 영향을 미친다는 사실을 밝히는 데에 그 목적을 두고 있다. 특히 이 연구의 대상은 보험설계사로서, 이들의 직무동기와 밀접한 관련을 가질 것으로 예측되는 성과지향적 보상시스템, 직무시스템, 조직 지원시스템에 초점을 맞추었다. 연구의 결과는 다음과 같다. 첫째, 내재적 및 외재적 직무동기는 모두 직무수행노력에 정의 영향을 미치는 것으로 분석되었으며, 직무수행노력은 직무성과를 상승시키는 것으로 나타났다. 그러나 자기결정이론과 상반되게 내재적 동기보다 오히려 외재적 동기가 직무수행노력과 더 큰 경로계수를 보여주었다. 둘째, 경쟁을 유발하는 인사정책 및 분배공정성을 중심으로 한 보상정책은 외재적 동기에 정의 영향을 미치는 것으로 분석되었다. 셋째, 직무수행의 자율성 및 피드백은 내재적 동기에 정의 영향을 미치는 것을 확인하였다. 넷째, 조직 지원시스템으로서의 가족친화제도에 대한 긍정적인 인식은 다른 변수에 비해 내재적 동기에 가장 큰 설명력을 보여주고 있다.
Abstract
This research is aimed to reveal the impact of HRM practices under a performance based compensation system on job motivation. In this research, 255 salesmen in the insurance industry completed the questionnaires & SPSS & Amos were employed. This research introduces structural equation analysis, The findings are: First, intrinsic & extrinsic motivations increase work effort while work effort enhances job performance. Opposite to the assumption of the self determination theory, extrinsic motivation shows greater impact on work effort compared to the one of intrinsic motivation. Second, competition & distributive justice increase extrinsic motivation. Third, autonomy & feedback increase intrinsic motivation. Fourth, family friendly practices increases intrinsic movation. Practical implications & directions for future research are discussed.
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