공공조직의 인사성과관리 요인에 관한 연구 : 군무원을 중심으로
Factors of Personnel Performance Management in Public Organization : Focused on Army Civilian Employee
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초록
(Purpose) This study identified how personnel management factors of military civilians belonging to the Ministry of Defense affect job satisfaction, commitment, and organizational performance, and provided implications for military civilian personnel management. (Design/methodology/approach) Personnel management factors are as follows. Independent factors include recruitment, promotion, compensation management, position training, and work welfare, while the mediating variables are job satisfaction and job involvement, and the dependent variable is organizational performance. To verify causal relationships through path analysis, 485 military personnel were surveyed, and a structural equation model was analyzed using the collected data. (Findings) Overall, human resource management factors have a positive(+) influence on job satisfaction, commitment, and organizational performance. However, compensation management and work welfare factors were not statistically significant in organizational performance. And although job satisfaction did not have a significant effect on organizational performance, job involvement was an important influencing factor. Human resource management factors had a positive(+) effect on job performance through job satisfaction and commitment. (Research implications or Originality) The implications related to this study are as follows. First, civilian personnel must be utilized when recruiting military personnel. Second, in relation to promotion, it is necessary to disclose the performance evaluation of military personnel. Third, military civilians must receive the same basic pay as officers and non-commissioned officers. Fourth, an education system based on expertise by job and rank must be established in accordance with the life cycle of military personnel. Fifth, there is a need to improve accommodation support for Army civilian employee.
Abstract
(Purpose) This study identified how personnel management factors of military civilians belonging to the Ministry of Defense affect job satisfaction, commitment, and organizational performance, and provided implications for military civilian personnel management. (Design/methodology/approach) Personnel management factors are as follows. Independent factors include recruitment, promotion, compensation management, position training, and work welfare, while the mediating variables are job satisfaction and job involvement, and the dependent variable is organizational performance. To verify causal relationships through path analysis, 485 military personnel were surveyed, and a structural equation model was analyzed using the collected data. (Findings) Overall, human resource management factors have a positive(+) influence on job satisfaction, commitment, and organizational performance. However, compensation management and work welfare factors were not statistically significant in organizational performance. And although job satisfaction did not have a significant effect on organizational performance, job involvement was an important influencing factor. Human resource management factors had a positive(+) effect on job performance through job satisfaction and commitment. (Research implications or Originality) The implications related to this study are as follows. First, civilian personnel must be utilized when recruiting military personnel. Second, in relation to promotion, it is necessary to disclose the performance evaluation of military personnel. Third, military civilians must receive the same basic pay as officers and non-commissioned officers. Fourth, an education system based on expertise by job and rank must be established in accordance with the life cycle of military personnel. Fifth, there is a need to improve accommodation support for Army civilian employee.
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