제도적 동형화와 상징적 동조: 연봉제의 사례
Institutional Isomorphism and Symbolism: The Case of Performance Based Pay in Korean Firms
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노동부의 2004년 연봉제․성과배분제 실태조사와 한국노동연구원의 2004년 사업체패널조사를 결합한 자료를 사용하여 연봉제 도입에 있어서 상징적 동조의 선행요인을 분석하였다. 제도화 이론에 의하면 동형화 압력에 의해 제도화된 관행을 도입하는 경우 관행은 도입하지만 실제로는 실행하지 않는 상징적 동조(decoupling) 현상이 발생할 수 있다. 분석 결과 정부의 강압적 동형화 압력의 지표인 공공부문은 연봉제 도입과 유의한 정(+)의 관계를 보였지만 상징적 동조의 두 가지 지표와도 유의한 정(+)의 관계를 보였다. 강압적 동형화의 또 다른 지표인 기업집단 소속 계열사는 연봉제 도입과 유의한 정(+)의 관계를 보였지만 예상과는 정반대로 상징적 동조의 세 가지 지표와는 유의한 부(-)의 관계를 보였다. 규범적 동형화의 지표인 경영자단체/협회 가입은 상징적 동조의 한 지표와 유의한 정(+)의 관계가 나타났으며, 후발 도입 변수는 상징적 동조의 한 지표와 유의한 정(+)의 관계가 나타났다. 한편 제도적 동형화 압력의 효과와 대조하기 위해 살펴본 경영전략 변수는 상징적 동조와 정반대의 효과를 낳는 것으로 나타났다.
Abstract
Using workplace survey by Korean Labor Institute(2004) and wage survey by Ministry of Labor(2004), this study explores the antecedents of symbolic adoption in the case of performance based pay(PBP) in Korean firms. According to institutional theory institutional isomorphism especially coercive isomorphism may result in symbolic-ceremonial adoption or decoupling. Decoupling means that organizations adopt institutionalized practices but do not implement them or decouple the structure from actual activities. We found that public sector was positively related with both the adoption of PBP and two indicators of symbolic adoption. Business group affiliation was positively related with the adoption of PBP but contrary to our expectation this variable was negatively related with all indicators of symbolic adoption. Trade association, an indicator of normative isomorphism, was positively related with an indicator of symbolic adoption, and late adopter was positively related with an indicator of symbolic adoption. We tested the effect of business strategies which have been known to be the predictors of PBP and found that these strategies were negatively related with symbolic adoption of PBP.
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