공직의 성별 다양성과 성과의 구조적 관계 : 지방공무원을 중심으로
Gender Diversity and Organizational Performance in Public Sector : Evidence from Local Government in Korea
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이 연구의 주제는 우리나라 지방 공직사회에 ‘성별 다양성(gender diversity)’의 개념을 소개하고, 성과에 미치는 영향을 탐색적으로 규명해 보는 것이다. 최근 여성의 사회진출로 공직 남녀의 ‘성비(性比)’가 빠르게 변화하고 있으며, 저출산･고령화로 인한 노동력이 급감하는 상황에서 성별 다양성의 확보와 관리문제는 새로운 이슈가 되고 있다. 즉 공직사회의 여성인력 활용이 선택이 아닌 필수가 되어 가는 추세에 따라, 이 연구는 지방공무원을 대상으로 성별 다양성과 그 원인, 성과의 인과관계를 밝히고자 하였다. 이는 양성평등이라는 사회적 규범과 압력에 따른 정부의 수동적인 조치에서 벗어나, 여성친화적 공직사회를 통한 여성인재의 전략적 활용 및 공직의 경쟁력을 높이게 하는 단초를 제공할 수 있다. 연구의 주요 결과는 다음과 같다. 첫째, 공직에서 성별 다양성 개념은 이론과 현실에서 모두 적용이 가능하였다. 그리고 실증조사를 통한 타당성과 신뢰성도 검증되었다. 둘째, 공무원들이 생각하는 성별 다양성 수준은 비교적 높았으나, 성별과 직급 및 조직규모에 따라 뚜렷한 차이가 있었다. 이는 공직의 성별 다양성이 구성원 모두가 똑같이 바라보는 문제가 아닐 수 있다는 점을 시사했다. 셋째, 이 연구가 상정한 독립변수인 조직의 여성친화성, 양성평등 인사관리, 가족･모성보호정책, 최고관리자의 속성, 조직의 여성비율은 모두 성별 다양성에 유의한 영향을 미쳤다. 그리고 성별 다양성은 조직문화의 형평성, 조직성과와 뚜렷한 인과관계가 있었다. 따라서 이러한 발견들은 향후 공직의 새로운 인사 및 조직관리의 방향, 그리고 기존의 양성평등과 여성친화정책 등에 여러 쟁점과 함의를 던져 주었다.
Abstract
This study aims to establish a structural relationship between gender diversity and organizational performance in Korean local government. Gender diversity means the proportion of males to females in the workplace. gender diversity management in the workplace is the equal treatment and acceptance of both males and females in an organization. So, gender diversity makes organization better workplace and more profitable. Precedent study has illustrated that demographic diversity influences the outcomes of public organizations. Additionally, the theory suggests that gender diversity management can be a positive asset for organizations, allowing for the use of more diverse knowledge and human skill sets. For the achievement of the purposes, this study was performed to investigate the mediating effect of gender diversity to organizational performance in local government. The results show strong evidence of gender diversity for the women public officials in Korean local government. The results of the structural equation models estimated show that gender diversity is significantly associated with organizational performance as rated by public officials. Therefore, these results are interpreted in light of existing gender diversity theory in public sector. Based on these findings, some practical implications for personnel management of gender equality and women friendly policy in Korean local government were discussed.
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