공무원 충원방식과 조직 및 공직몰입
The Impact of the Civil Service Recruitment Method on Commitment to Organization and Public Service
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본 연구는 충원방식의 차이가 공무원의 행태에 미치는 영향을 탐색한다. 분석 결과에 따르면 첫째, 경채 공무원은 공채 공무원보다 정서적ㆍ규범적 조직몰입이 더 높았다. 그리고 조직 재직기간이 길어지면 공채 공무원이든 경채 공무원이든 정서적ㆍ규범적 조직몰입이 높아지지만, 경채 충원방식과 재직기간 간의 상호작용 효과가 부정적이어서 둘 간의 차이가 줄어드는 것으로 나타났다. 둘째, 경채 공무원은 공채 공무원보다 정서적ㆍ규범적 공직몰입도 더 높았다. 그리고 공무원 재직기간이 길어지면 공채 공무원이든 경채 공무원이든 정서적ㆍ규범적 공직몰입도 높아졌다. 그러나 경채 충원방식과 재직기간 간의 상호작용 효과는 나타나지 않았다. 셋째, 경채 공무원은 공채 공무원보다 지속성 몰입이 낮았다. 그리고 재직기간이 길어져도 공채 공무원이든 경채 공무원이든 지속성 몰입이 높아지지 않아 경채 공무원은 물론 공채 공무원도 상황에 따라 민간부문으로 이동할 가능성을 시사하고 있다. 결과는 경채 공무원이 조직에 대한 열정과 충성을 유지하게 하려면 이들의 전문지식과 기술이 활용되는 근무 경험이나 이들에 대한 조직투자가 중요함을 강조한다. 이를 위해서는 진입 이후의 인사관리가 충원방식의 다양성을 반영하도록 충원방식에 따라 특화된 인사제도를 구축하는 것이 필요함을 시사한다.
Abstract
This article examines the effects of the civil service recruitment method by analyzing how two groups of civil servants, exam-based and career-based, differ in their attitudes toward their organization and public service. First, the analysis shows that career-based civil servants have higher emotional and normative commitment than exam-based ones. Additionally, as years of service increase, the commitment increases for both groups. Notable is that the interaction effect between career-based recruitment and years of service is negative for organizational, if not public service, commitment, indicating that the difference between both groups is gradually reduced. Second, career-based civil servants have lower continuance commitment than exam-based ones. Interesting is that even if years of service increase, the commitment does not increase for both groups, suggesting that competent and experienced civil servants, regardless of how they are recruited, could be incentivized to leave the public service. These results suggest that, for career-based civil servants with greater affection and loyalty to remain in the public service, the work environment in which their expertise and skills are applied as well as the extent of organizational investment in them would be important, emphasizing the development of post-entry human resource management reflecting the diversity of the recruitment method.
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