Journal of the Korea Society of Computer and Information (한국컴퓨터정보학회논문지)

Korean Society of Computer Information (한국컴퓨터정보학회)
권호 표지
DOI QR코드

DOI QR Code

The Impacts of Local Public Servant's Performance Oriented Values on Job Attitude -Focusing on Trust in the Leader-

지방공무원의 성과지향적 가치지향이 직무태도에 미치는 영향 -상관신뢰의 조절효과를 중심으로-

  • Park, Hwie-Seo (Dept. of Public Administration & Social Welfare, Chosun University)
  • Received : 2014.08.19
  • Accepted : 2014.08.21
  • Published : 2014.09.30
Download PDF
⟨ Previous Next ⟩

Abstract

This study is to suggest the theoretical and policy implications by analysing the moderating effects of trust for senior in the causal relationships among the research variables. For this study, 273 of the local public servants were sampled and surveyed. The results of this study showed that local public servants' performance oriented values affect job attitude through their acceptance for performance management system. And this study showed that trust in the leader moderates the relationships among individual orientation, performance orientation and job attitude. This study suggested some theoretical and practical implications on the base of the results.

이 연구는 지방공무원들의 성과관리 관련 가치지향이 성과관리제도의 수용성을 통하여 직무태도에 미치는 영향을 분석해 보고, 이러한 인과경로에 있어서 공무원들의 상관신뢰가 조절효과를 지니고 있는지에 관해 실증분석해 봄으로써 정책적 시사점을 도출해 보는데 연구목적을 두었다. 이를 위해 지방공무원들을 대상으로 표본을 추출하여 설문조사를실시하였다. 분석결과, 지방공무원들의 성과지향적 가치지향은 성과관리제도의 수용성을 통하여 조직몰입, 직무만족 등의 직무태도에 유의한 영향을 미치고 있는 것으로 나타났다. 그리고 상관신뢰의 조절효과를 분석한 결과 개인주의와 업적주의 등에서는 상관신뢰가 조절효과가 있는 것으로 나타났다. 본 연구에서는 이러한 분석결과를 토대로 정책적 시사점을 제시하였다.

Keywords

References

  1. Park, Junghoon(2000), MBO and Peformance Evaluation, Korean Institute of Public Administration, Annual Report
  2. Chatman, J.A. (1989), "Improving Interactional Organizational Research: A Model of Person-Organization Fit", Academy of Management Review, 14, pp.333-349.
  3. Chatman, J.A. (1991), "Matching People and Organizations: Selection and Socialization in Public Accounting Firms", Administrative Science Quarterly, 36, pp.459-484. https://doi.org/10.2307/2393204
  4. Cable, D.M. & T.A. Judge, (1994), "Pay Preferences and Job Search Decisions: A Person-Organization Fit Perspective", personnel Psychology, 47, pp.317-348. https://doi.org/10.1111/j.1744-6570.1994.tb01727.x
  5. Bowen, D.E., G.E. Edford &B.R. Nathan (1991), "Hiring for the Organization No the Job", Academy of Management Executive, p.5, pp.35-51.
  6. Boxx, R.Y. et.al.,, "Organizational Values and Value Congruency and Their Impect on Satisfaction, Commitment, and Cohension", Public Personnel Management, 20, 1991, pp.195-206. https://doi.org/10.1177/009102609102000207
  7. Vancouver, J.B. & N.W. Schmitt, (1991), "An Exploratory Examination of Person-Organizational Goal Congruence", Personnel Psychology, 44, pp.333-352.
  8. Meglino, B.M. & E.C. Ravlin, (1998), "Individual Values in Organizations: Concepts, Controversies, and Research", Journal of Management, 24, pp.351-389.
  9. Chao, G.T., O'Leary-Kelly, A.M. Wolf., H.J. Klein, & P.D. Gardner,(1994), "Organizations Socializations Contents and Consequences", Journal of Applied Psychology, 97, pp.730-743.
  10. Harris, S.G. & K.W. Mossholder (1996), "The Affective Implications of Perceived Congruence with Culture Dimensions During Organizational Transformation", Journal of Management, 22, pp.527-547.
  11. O'Reilly, C., Chatman, J. (1991), & D. F. Caldwel,, "People and Organizational Culture: A Profile Comparison Approach to Assessing Person-Organizational Fit", Academy of Management journal, 34, pp.487-516. https://doi.org/10.2307/256404