소방공무원의 보수공정성이 조직신뢰와 직무만족에 미치는 영향 연구 - 소방령 소방공무원의 성과급적 연봉제를 중심으로 -
The Effect of Remuneration Equity on Organizational Trust and Job Satisfaction of Fire Officials - A Case of Performance-based Salary System for Assistant Fire Chiefs -
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초록
본 연구는 조직공정성 이론을 소방공무원(소방령 계급)의 성과급적 연봉제 영역에 적용하여 성과급적 연봉제가 어떻게 조직 구성원들의 조직신뢰와 직무만족에 영향을 미치는지를 분석하였다. 연구방법은 연구 대상자에게 설문조사를 실시하였고, 함의점 도출을 위해 인터뷰를 진행 하였다. 그 결과보수 공정성의 분배 공정성⋅절차 공정성⋅상호작용 공정성 모두 조직 신뢰와 직무만족에 영향을미치는 것으로 나타났다. 이는 소방공무원의 성과급적 연봉제 제도 시행에 있어 과거의 연공 서열중심으로 성과급적 연봉을 결정하기보다는 업무의 성과 중심으로 제도를 운영하여 조직신뢰와 직무만족을 높일 수 있는 조직관리의 필요성을 제시하였다. 또한 성과급적 연봉제의 대상금액 범위를연차적으로 향상시키고, 본제도 시행기관의 재량의 범위도 단계적으로 상향시켜 성과급적 연봉제가본연의 목적를 달성하기 위한 여건을 마련할 필요가 있다.
Abstract
This study analyzed how a performance-based annual salary system influences employees’ organizational trust and job satisfaction by applying the organizational equity theory to the salary system of fire officials in South Korea. The study method involves survey for the subjects as well as interviews to draw implications. The results of this study showed that wage equity, including distribution equity, process equity and interactive equity, affects both organizational trust and job satisfaction. This suggested that managerial effort is required to improve organizational trust and job satisfaction by developing the performance-based salary system rather than the seniority-based salary system. In addition, it is found that firefighting organizations should focus on fostering environments where the payment range of performance-based salary system can be annually enlarged and the discretionary authority of implementing agency can be gradually expanded, which is vital to achieve the eventual goal of a performance-based annual salary system.
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