일자리 재량의 인식과 만족도
Job Discretion and Satisfaction
0
조회
0
다운로드
2
인용
0
참고문헌
키워드
초록
일자리 재량은 작업 수행과 관련한 다양한 의사결정권을 노동자에게 부여하는 것으로서 이러한 재량을 부여함으로써 고성과작업체계를 구축할 수 있으며, 노동자의 직무만족도와 직무성과를 높일 수 있다는 것이 선행연구들의 주된 결론이다. 그러나 다양한 일자리 재량에 대한 정보를 포함하는 자료가 부족한 우리 현실에서 이와 관련된 연구는 미진한 편이다. 본 연구는 한국노동패널조사 8차년도에 실시한 부가조사(2005년) 자료 중 직무수행방식과 직무수행 일정에 관한 일자리 재량을 활용하여 일자리 재량(또는 이의 인식)의 결정요인과 일자리 재량이 일자리 만족과 이직 의사에 미치는 효과를 프로빗 모형을 이용하여 분석한다. 일자리 재량의 수준은 직종의 숙련수준 및 근속기간과 정(+)의 관계를 가지나 산업과는 무관하고 여성에서 낮은 것으로 나타난다. 작업방법 재량은 일자리 만족의 확률을 4.5% 상승시키고 이직 의사의 확률을 2.7% 낮추는 효과를 갖는 반면, 작업일정 재량은 일자리 만족의 확률을 4.8% 상승시키지만 이직 의사에는 통계적으로 유의한 효과를 갖지 않는다. 일자리 재량은 임금 갭과 만족 갭과 더불어 일자리 만족도를 높이고 이직 가능성을 낮춤으로써 기업 고유의 인적자본 축적을 통한 생산성 향상에 기여할 수 있을 것으로 판단된다.
Abstract
Since the arrival of smart mobile vehicles due to the rapid technological progress in the ICT, many have talked about smart work or telework, implying ubiquitous environment. It again implies that the time or spatial restrictions for work is disappearing and it is essential to give discretion to worker who is in charge of completing a specific task. Most research on job discretion has revealed that more discretion is associated with higher job satisfaction and lower possibility of turnover. This paper defines two types of job discretion(method discretion and schedule discretion) and estimates the determinants of job discretion, its effects on job satisfaction and willingness to turnover, by applying the probit model to the data from the 8th wave of Korean Labor and Income Panel Survey(KLIPS) and its Supplement on Trade Unions and Industrial Relations. Some important results are as follows. First, 5 or 6 out of 10 workers recognize job discretion and they feel more method discretion, though there are huge heterogeneity among occupations, education levels, tenure, and job status. Second, more job discretion has a positive effect on job satisfaction and reduces willingness to turnover though its two types show slightly different effects. Third, the wage gap, defined by the difference between the actual wage and the wage predicted by the estimated wage equation has a negative effect on satisfaction as job mismatch.
참고문헌 (23)
- Bartling, B., "Discretion, productivity, and work satisfaction", Journal of Institutional and Theoretical Economics, 169(1), pp.4~22 (2013)
- Breaugh, James, A., "The measurement of work autonomy", Human Relations, 38(6), pp.551~570 (1985)
- Breaugh, James, A., "Further investigation of the work autonomy scales : Two Studies", Journal of Business and Psychology, 13(3), pp.357~373 (1999)
- Conte, J. M., "The relationship between work attitudes and job analysis ratings: Do rating scale type and task discretion matter?", Human Performance, 8(1), pp.1~21 (2005)
- Denton, D. W., "Job tenure as a moderator of the relationship between autonomy and satisfaction", Applied H.R.M. Research, 6(2), pp.105~114 (2001)
- Green, F., "Work intensification, discretion, and the decline in well-being at work", Eastern Economic Journal, 30(4), pp.615~625 (2004)
- Greenberger, David, B., "Development and application of a model of personal control in organizations", Academy of Management Review, 11(1), pp.164~177 (1986)
- Faturochman, "The job characteristics theory : A review", Bulletin Psikologi, 5(2), pp.1~13 (1997)
- Hackman, J. R., "Work Redesign. Reading" (1980), Addison-Wesley
- Hackman, J. R., "Motivation through the design of work : Test of a theory", Organizational Behavior and Human Performance, 16(2), pp.250~279 (1976)
- Humphrey, S. E., "Integrating motivational, social, and contextual work design features: A meta-analytic summary and theoretical extension of the work design literature", Journal of Applied Psychology, 92(5), pp.1332~1356 (2007)
- Ichniowski, C., "Beyond incentive pay: insiders’ estimates of the value of complementary human resource management practices", Journal of Economic Perspectives, 17(1), pp.155~180 (2003)
- Laschinger, H., "A longitudinal analysis of the impact of workplace empowerment on work satisfaction", Journal of Organizational Behavior, 25(4), pp.527~545 (2004)
- Langfred, C. W., "Effects of task autonomy on performance : An extended model considering motivational, informational, and structural mechanisms", Journal of Applied Psychology, 89(6), pp.934~945 (2004)
- Lazear, E. P., "Performance pay and productivity", American Economic Review, 90(5), pp.1346~1361 (2000)
- Nicholson, N., "The predictability of Absence and propensity ot leave from employees’ job satisfaction and attitudes toward influence in decision-making", Human Relations, 30(6), pp.499~514 (1977)
- Ortega, J., "Why do employers give discretion? Family versus performance concerns", Industrial Relations, 48(1), pp.1~26 (2009)
- Ortega, J., "Employee discretion and performance pay", The Accounting Review, 84(2), pp.589~612 (2009)
- Osterman, P., "The wage effects of high performance work organization in manufacturing", Industrial and Labor Relations Review, 59(2), pp.187~204 (2006)
- Taveggia, T. C., "Discretion and work satisfaction : A study of British factory workers", Pacific Sociological Review, 19(3), pp.351~366 (1976)
- Von Dalen, S., "Job Discretion and Compensation Characteristics", 석사, pp.2011
- Whiddon, B., "Organizational democracy and work quality in a state welfare agency", Social Science Quarterly, 70(3), pp.667~686 (1989)
- Winder, K. L., "Flexible scheduling and the gender wage gap", Topics in Economic Analysis and Policy, 9, pp.2197~2222 (2009)