경찰공무원의 노력보상불균형에 관한 연구
A study on the effort-reward imbalance at work in Korean police officers
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초록
이 연구는 경찰공무원을 대상으로 노력보상불균형 모형을 적용하여 그 실태를 진단하고 노력보상불균형 상태가 경찰관의 직무스트레스에 미치는 영향을 분석해 보았다. 선행연구들을 통해 노력보상불균형 모형의 주요 개념들과 척도, 그리고 영향 등에 대하여 식별한 후 경찰관 229명의 설문조사 자료를 수집해 분석하였다. 주요 연구결과는 다음과 같다. 먼저, 척도분석 결과 노력, 보상, 과잉몰입 등 주요 개념들이 원래 의도한 내용들을 잘 반영하는 것으로 확인되었다. 보상 차원은 ‘성과,’ ‘존중,’ 그리고 ‘안정’의 3차원으로 분류되었다. 다음으로, 우리나라 경찰관들은 성과보상에 대하여 가장 낮게 평가하고 있으며 이로 인해 노력성과보상비가 1.32로 가장 불균형하게 나타났다. 노력안정보상비와 노력존중보상비 또한 1.03, 1.00으로 평가되어 평균적으로 우리나라 경찰관들은 위험조건에 노출된 것을 확인하였다. 다음으로, 우리나라 경찰관들의 과잉몰입 수준은 보통(3.00) 보다 약간 낮은 2.90으로 나타났고, 배경특성에 따라 유의미한 차이를 확인할 수 있었다. 마지막으로, 노력보상불균형 관련 변인들의 영향을 분석하기 위해 경찰관 직무스트레스를 종속변수로 하여 회귀분석을 실시한 결과, 노력존중보상비와 노력성과보상비, 그리고 과잉몰입이 직무스트레스에 유의미하게 연관된 것을 확인하였다. 즉, 노력존중보상 및 노력성과보상에 대한 불균형 인식이 커질수록, 그리고 과잉몰입 수준이 커질수록 경찰관 직무스트레스는 높아졌다. 이 연구결과를 바탕으로 노력보상불균형 상태를 완화할 수 있는 조직차원의 주요 전략들에 대하여 살펴보았다.
Abstract
This study analyzed the state and the effects of effort-reward imbalance(ERI) on occupational stress of police officers by applying the effort-reward imbalance model which focuses on the non-reciprocity between workers’ effort and reward. Key concepts, measures, and impacts of the effort-reward imbalance model have been identified through previous studies, and the data of 229 policemen were collected through Korean version of ERI questionnaire. The main results are as follows. First, the scale analysis showed that the main concepts of ERI model such as ‘effort,’ ‘reward,’ and ‘excessive commitment’ reflected well the original intentions. Reward concept was classified into three dimensions of ‘performance,’ ‘respect,’ and ‘stability.’ Second, the police officers have the lowest rate of reward for ‘performance,’ so the ‘effort-performance reward ratio’ was the most disproportionate to 1.32. ‘Effort-respect reward ratio’ and ‘effort-stability reward ratio’ were also measured as 1.03 and 1.00, which means that Korean police officers were exposed to critical conditions on average. Third, the overcommitment level of Korean police officers was 2.90, which is slightly lower than that of normal(3.00) and some levels were found to be significantly different according to background characteristics. Finally, to analyze the effects of the variables related to the effort-reward imbalance, regression analysis was conducted using the police occupational stress as a dependent variable. The analysis confirmed that ‘effort-performance reward ratio,’ ‘effort-respect reward ratio,’ and ‘overcommitment’ were significantly related to occupational stress. In other words, occupational stress increased as the imbalance recognition of effort-performance reward and effort-respect reward increased, and as the level of overcommitment increased. Based on the results of this study, some organizational strategies that can alleviate the disparity in effort-reward imbalance have been examined.
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