소집단 내에서 성과급 분배 방법의 차이가 직무수행에 미치는 영향에 대한 검증
An Effect of Different Distribution Methods of Incentive on Work Performance in Small Group
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초록
본 연구는 소집단 상황에서 성과급 분배 방법의 차이가 직무수행에 미치는 영향력에 대한 검증이 목적이었다. 즉 성과급 분배 방법인 개인 성과급, 동등분배 집단성과급, 차등분배 집단성과급이 독립변인의 세 수준이었다. 4명의 아르바이트생이 실험에 참가했고 한 회기의 지속시간은 4시간이었으며 총 21회기를 실시하였다. 실험 설계는 교차처치설계(alternating treatment design)였으며, 세 종류의 성과급이 각 실험 회기별로 무작위 순서로 처치되었고, 각 종류의 성과급은 7회기씩 할당되었다. 참가자들은 총 3단계로 구성된 컴퓨터화된 모의작업과제를 수행하였다. 종속변인은 올바르게 수행한 과제의 수 및 비 직무행동에 개입한 시간의 양이었다. 결과에 의하면 개인 성과급과 동등분배 집단성과급 간의 수행 차이는 유의미하지 않았지만, 개인성과급과 차등분배 집단성과급 그리고 동등분배 집단성과급과 차등분배 집단성과급 간의 수행차이는 통계적으로 유의미하였다. 또한 차등분배 집단성과급 조건에서의 비 직무행동에 개입한 시간의 양이 가장 낮았으며, 동등분배 집단성과급 조건에서 가장 높은 것으로 나타났다. 성과급 종류에 대한 만족도를 알아보기 위한 실험 후 설문과 인터뷰 결과 그리고 후속연구에 대해 기술하였다.
Abstract
This study examined the relative effects of individual incentive system, equally and differentially distributed incentive system in small group on performance of a simulated work task when the opportunities for off-task behavior were available. Four working students (2 males, 2 females) participated in this study and they completed 21 four-hour sessions (7 sessions per each condition). An alternating treatment design was adopted and three experimental conditions were randomly alternated for each session. The computerized work task was used and it consisted of three steps. The number of the correctly completed work tasks and the amount of idle time were the primary dependent variables. Results indicated that the performance difference between the individual incentive system and equally distributed group incentive system was not statistically significant. However, performance differences both between the individual incentive system and differentially distributed group incentive system and between the equally distributed group incentive system and differentially distributed group incentive system were statistically significant. The amount of idle time under the differentially distributed group incentive condition was the lowest and that under the equally distributed group incentive condition was the highest. At the end of the study, participants were given satisfaction, perceived fairness level and future choice questionnaires. For satisfaction and future choice, two of the four participants found differentially distributed group incentive system to be most satisfying, and chose to work under that pay system in the future. These results suggest that the differentially distributed group incentive system might be an alternative plan to increase performance and keep satisfaction of the performers. Also, more realistic simulation is necessary to examine the effects of different types of group incentive on work performance.
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