국방위기에 대비한 군무원 인력관리 발전방향 - 육군 군무원 이직의도 분석을 중심으로 -
A Study on the Development of Defense Civilian Personnel Management Strategies for Defense Crisis Preparedness - Focusing on the Analysis of Turnover Intentions among Defense Civilian Personnel -
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초록
인구감소로 인해 병역자원이 급감하고 있다. 병역자원 감소는 국가 안보의 큰 위협요인이며, 선제적대비가 시급한 상황이다. 국방부는 2019년부터 군무원을 대규모로 증원하였다. 군무원 역할은 확대되고있으며, 군무원 인력관리는 중요 의제가 되고 있다. 군무원에 대한 기대는 커지는데 군무원의 이직이늘고 있어 문제다. 본 연구는 군무원의 이직이 왜 발생하고 어떻게 줄일 수 있을지를 살펴보고자 하였다. 이를 위해 전문가 인터뷰 및 군무원 621명을 대상으로 설문조사를 실시하였다. 연구결과 근무조건에대한 불만이 클수록, 차별대우가 심할수록 이직의도가 높았으며, 인사제도에 만족할수록 현역과의 관계가 좋을수록 이직의도는 낮았다. 한편, 차별대우가 이직의도에 영향을 미치는데 인사제도는 부정적영향을 완화시키지 못하는 반면 신뢰관계는 부정적 영향을 완화시켰다. 군무원이 차별받는다는 인식은시급한 개선이 필요한 것으로 판단되었다.
Abstract
Military service resources are falling sharply due to the population decline. The decrease in military service resources is a great threat to national security, and preemptive preparation is urgent. The Ministry of National Defense has increased the number of civilian personnel on a large scale since 2019. The role of defense civilian personnel is expanding, and manpower management of civilian personnel is becoming an important agenda. This study attempted to examine why the turnover of civilian personnel occurs and how it can be reduced. To this end, a survey was conducted on 621 expert interviews and civilian personnel. As a result of the study, the greater the dissatisfaction with the working conditions and the more severe the discrimination, the higher the turnover intention. And the better the relationship with the active duty, the lower the turnover intention. On the other hand, discrimination affects turnover intention, but the personnel system does not alleviate the negative impact, while trust relations have alleviated the negative impact.
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