경인행정학회

키워드

초록

신공공관리론의 확산 이후 정부는 공무원들의 성과관리 및 성과보상 제도를 폭넓게 시행하고 있다. 이러한 성과중심 제도들이 공무원들 간의 경쟁을 증가시키는 결과를 초래하지만, 이러한 경쟁의 증가가 조직 구성원들의 동기부여와 조직 내 구성원간의 협동의 측면에서 득이 될지 실이 될지의 문제는 많은 학자들의 논란이 되어왔다. 그럼에도 불구하고 이에 대한 실증적 연구는 거의 수행되지 않고 있다. 본 연구는 조직 내 개인 간의 경쟁심이 구성원의 업무노력과 혁신행동, 그리고 지식공유행위에 어떠한 영향을 미치는지를 검증하고자 한다. 전국 여러 도시에 근무하는 국가직과 지방직 공무원들을 대상으로 실시한 설문데이터를 분석한 결과 구성원 간의 경쟁심은 그들의 업무노력에 뚜렷한 긍정적 효과를 보이지 않는 반면, 혁신행동과 지식공유행위에는 통계적으로 유의미한 부정적 영향을 미치는 것으로 나타났다. 이러한 결과는 성과중심관리제도의 강화를 통하여 강화된 구성원 간의 경쟁이 정부가 의도하는 긍정적 효과보다는 혁신행동과 상호협력을 저해하는 부정적 효과만을 초래할 가능성이 높음을 시사한다.

The ethos of New Public Management champion promotion of competition among the employees in organizations. However, it has rarely been tested whether interpersonal competition among employees promote or undermine their work motivation. Using the survey data from public officials from diverse public organizations, this study examines the effect of competition among employees on their work efforts and knowledge sharing behaviors. The results indicates that competion does not increase work motivation, while it decreases the knowledge sharing behaviors of the employees, suggesting that the strengthening of performance management practice, intended to promote competition among employees, will likely to fail to promote work motivation. Furthermore, it likely has the negative impact of undermining collaborations among them.

목차

Ⅰ. 서론
Ⅱ. 이론적 논의 및 선행연구 고찰
Ⅲ. 연구설계
Ⅳ. 실증분석
Ⅴ. 결론
참고문헌

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