정책학석사학위논문 공공기관의고성과인사관리 특성이조직몰입에미치는영향 시장형공기업과정부출연연구기관의비교를중심으로 년 월 서울대학교행정대학원 행정학과정책학전공 안성진

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공공기관의고성과인사관리 특성이조직몰입에미치는영향 시장형공기업과정부출연연구기관의비교를중심으로 지도교수이수영 이논문을정책학석사학위논문으로제출함 년 월 서울대학교행정대학원 행정학과정책학전공 안성진 안성진의석사학위논문을인준함 년 월 위원장최종원 ( 인 ) 부위원장구민교 ( 인 ) 위원이수영 ( 인 ) - ii -

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구 분 채용제도 교육훈련 평가관리 보상제도 고성과인사관리특성 전혀대체로보통대체로매우그렇지그렇지이다그렇다그렇다않다않다 우리조직은필요에따라적절한인재를채용하기위해다양한채용제도를마련하고있다. 1 2 3 4 5 우리조직은직원의선발기준이엄격하다. 1 2 3 4 5 우리조직은우수한인력의채용에많은관심과노력을기울이고있다. 1 2 3 4 5 우리조직은구성원의경력지원에많은투자를하고있다. 1 2 3 4 5 우리조직은교육훈련프로그램에많은투자를하고있다. 1 2 3 4 5 우리조직은직무현장에필요한지식 / 기술습득에많은투자와지원을하고있다. 1 2 3 4 5 우리조직은구성원의성과를균형평가표 (BSC) 에의해적절히평가하고있다. 1 2 3 4 5 우리조직은성과제고를위한목표관리제 (MBO) 를적절히시행하고있다. 1 2 3 4 5 우리조직은성과평가에따른구성원의의견수렴이잘이루어지고있다. 1 2 3 4 5 우리조직은구성원의역량평가가적절히이루어지고있다. 1 2 3 4 5 우리조직은간부급의리더십평가가적절히이루어지고있다. 1 2 3 4 5 우리조직의성과평가는다면평가에의해공정하게이루어지고있다. 1 2 3 4 5 우리조직은성과에대한개인의인센티브가적절히제공되고있다. 1 2 3 4 5 우리조직은성과에대한팀의인센티브가적절히제공되고있다. 1 2 3 4 5 우리조직은성과에대한사업부차원의인센티브가적절히제공되고있다. 1 2 3 4 5 우리조직은전사적인차원의성과에대한인센티브가적절히제공되고있다. 1 2 3 4 5-126 -

구 분 조직몰입 전혀 그렇지 않다 대체로 그렇지 않다 보통 이다 대체로 그렇다 매우 그렇다 나는조직에소속감을느끼고있다. 1 2 3 4 5 나는조직에감정적인애착을느끼고있다. 1 2 3 4 5 조직몰입 나는우리조직의문제를진정나자신의문제처럼느낀다. 나는현재조직에남아야만하는의무감을느끼고있다. 1 2 3 4 5 1 2 3 4 5 현재조직에서하고있는일은나에게개인적으로중요한의미를갖는다. 1 2 3 4 5 나는지금까지조직에서맡은일에대해많은열정을쏟아왔다. 1 2 3 4 5-127 -

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Abstract Effects of High Performance Personnel Management Characteristics on Organizational Commitment in Public Institutions Sung Jin Ahn The Graduate School of Public Administration Master of Public Policy Seoul National University This study aims to draw the directions for rationalizing the performance-oriented personnel management and the human resources management strategies in public institutions and establish the policy measures to practice innovation in public sectors effectively according to the organizational characteristics. To achieve this, this study makes a comparative study on the - 129 -

effects of high performance personnel management characteristics on organizational commitment variable as organizational achievement focusing on market-typed public enterprises and government-funded research institutes that show a relatively big difference in nature of organization, among the types of public institution. The subjects of this empirical analysis are 211 members of the market-typed public enterprises and government-funded research institutes located in capital area and Chungcheong province. The data collected by distributing questionnaires were analyzed through reliability and validity test, t-test and ANOVA, correlation analysis, and multiple regression analysis. The findings from this study can be summarized as follows. First. as a result of verifying the difference in high performance personnel management characteristics depending on the type of public institution in market-typed public enterprises and government-funded research institutes, which is the hypothesis 1 of this study and also as a result of verifying the difference in sub-variables and total score of the high performance personnel management characteristics depending on the type of organization, there appeared no significant difference in all variables and total score of recruitment system, educational training, evaluation management, and compensation plan between market-typed public enterprises and government-funded research institutes. Second, as a result of analyzing the effects of perception of high performance personnel management characteristics on organizational commitment in members of the public enterprise, which is the - 130 -

hypothesis 2 of this study, it appeared that the high performance personnel management characteristics had a significant influence on organizational commitment and the factors for high performance personnel management characteristics that influenced the organizational commitment included evaluation management, compensation system, educational training, and recruitment system in order. Third, as a result of analyzing the effects of perception of high performance personnel management characteristics on organizational commitment in members of the government-funded research institutes, which is the hypothesis 3 of this study through multiple regression analysis, it appeared that the high performance personnel management characteristics had a significant influence on organizational commitment, that the factors for high performance personnel management characteristics that influenced the organizational commitment included recruitment system and educational training in order, and that evaluation management and compensation system had no significant influence. Finally, it appeared that the public enterprises and government-funded research institutes that showed a big difference in organizational characteristics had different patterns in terms of the effects of high performance personnel management. In public enterprise, evaluation management, compensation system, etc that were limited to job performances given similarly to general private organizations due to unique entrepreneural characteristics had a big influence on organizational commitment among the members of the government-funded research institutes because of its putting an emphasis on professionalism and career development. - 131 -

Therefore, this study reported this research finding that the high performance personnel management characteristics had a positive influence on performance in the existing studies, but the relative aspects depending on the organizational characteristics received relatively less attention. In addition, there are few studies on the effects of high performance personnel management characteristics in public sector as well. However, this study is significant in that it compared the effects by type of public institution. Keywords : pubic institution, government-funded research institutes, high performance HR practices, organizational commitment Student Number : 2013-23647 - 132 -