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공공조직의 사회적 자본, 조직몰입 및 조직성과와의 관련성 연구 - 자기효능감의 조절효과를 중심으로 -

A Study on the Relationship between Social Capital, Organizational Commitment and Organizational Performance of Public Organizations: Focusing on the Moderating Effect of Self Efficacy

김석용
한국자치행정학회 (The korean Association for Local Government & Administration Studies)|2020.06|한국자치행정학보 (Korean Journal of Local Government & Administration Studies)|제34권 제2호|pp. 207-232|DOI 10.18398/kjlgas.2020.34.2.207

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참고문헌

키워드

조직몰입Organizational Commitment자기효능감Self-efficacy조직성과Social Capital사회적 자본Organizational Performance

초록

본 연구는 지방정부의 공공조직의 성과를 높이기 위한 조직의 사회적 자본에 초점을 두고, 조직의 사회적 자본이 어떻게 조직성과에 영향을 미치는지를 파악하고자 하였다. 이를 위해 조직의 사회적 자본을 지방정부의 조직성과에 적용함으로써 조직의 사회적 자본과 조직성과의 관련성 파악과 공공조직의 사회적 자본이 자기효능감과 상호작용하여 조직성과에 어떻게 조절되는지를 규명하고자 하였다. 본 연구의 결과 조직몰입을 높이는 조직의 사회자본으로 구조적 사회자본과 관계적 사회자본만이 중요한 요인으로 나타났으며 이러한 사회자본은 조직몰입의 매개를 통해 조직성과에도 의미 있는 영향을 미치는 것으로 나타났다. 따라서 조직몰입을 높이기 위해서는 조직구성원들의 조직내 구성원들 간의 의사소통의 원활과 부서간의 정보공유 활성화와 상사와 부하 그리고 동료들 간의 신뢰구축이 중요한 것으로 조사되었다. 하지만 전체적으로 사회적 자본과 조직성과에서 자기효능감은 조절효과가 없는 것으로 조사되었다.

Abstract

This study focused on the social capital of the organization to improve the performance of the local government's public organization, and attempted to understand how the social capital of the organization affects organizational performance. To the analysis results, by applying the social capital of the organization to the organizational performance of the local government, the purpose of this study was to identify the relationship between the organizational social capital and organizational performance and to examine how social capital of the public organization is regulated by organizational performance by moderating with self-efficacy. As a result of this study, only the structural social capital and the relational social capital were the important factors as the social capital of the organization to increase the organizational commitment, and these social capitals have a significant effect on the organizational performance, which are organizational outcomes, through the mediation of organizational commitment. Therefore, in order to increase organizational commitment, it was found that it is important for members of the organization to facilitate communication among members in the organization, to facilitate information sharing between departments, and to build trust between bosses and subordinates and colleagues. However, Overall self-efficacy was found to have no moderating effect in social capital and organizational performance.

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