공공서비스동기(Public service motivation)와 성과 간 관계에 대한 연구
The effect of public service motivation on organizational performance in public sector organizations
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참고문헌
키워드
초록
본 연구는 서울특별시에 근무하는 165명의 공무원을 대상으로 공공서비스동기(public service motivation)가 조직성과에 영향력을 행사하는지 여부를 연구했으며, 이와 동시에 집단주의 조직문화가 두 구성개념 간 관계에 조절역할을 수행하는가를 분석하였다. 구조방정식모형 중, 측정모형에서는 본 연구에서 논의된 세 개의 구성개념인 공공서비스동기, 조직성과, 그리고 집단주의 조직문화에 대한 구성개념의 타당도와 모형적합도를 연구하였다. 확인적 요인분석 결과, 세 개의 구성개념은 타당도와 모형적합도가 모두 만족할 수준인 것으로 나타났다. 특히, 공공서비스동기는 자기희생, 공익에의 몰입, 그리고 열정 등 세 개의 하위구성개념으로 구성된 상위구성개념임을 확인하였다. 구조모형에서는 주요 구성개념 간 인과관계 및 조절역할을 분석하였다. 연구 결과, 공공서비스동기가 개인의 인식을 바탕으로 측정한 조직성과에 긍정적인 영향력을 행사하고 있음을 발견했지만, 집단주의 조직문화의 조절역할은 지지하지 않는 것으로 나타났다. 이와 같은 연구결과를 바탕으로 본 연구는 정책적 함의 및 연구의 한계성 등을 제시하였다.
Abstract
165 public employees working in the City of Seoul participated in this study. In this study, we examined whether public service motivation improves organizational performance in public sector organizations. In addition, this study investigated the moderating effect of organizational collectivism on the relationship between public service motivation and performance. In measurement models, we examined the validation of the three main constructs in this study. The results met the required levels in terms of construct validity and model fit indices in using confirmatory factor analysis. In particular, the results supported the hypothesis that the public service motivation construct consists of the three first-order constructs, including self-sacrifice, commitment to public interest/civic duty, and compassion. In a structural model, this study found that public service motivation leads to increases in performance. However, in a multi-group analysis, we found that organizational collectivism failed to moderate the relationship between public service motivation and performance in this study. Theoretical implications and limitations are discussed.
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