成果評價 시스템의 公正性이 從業員의 職務 滿足에 미치는 影響에 관한 硏究 : 政府出捐硏究機關을 中心으로
(A) Study on the Influences of Perceived Fairness of Performance Evaluation System on Employee's Job Satisfaction
성과평가 시스템의 공정성 종업원 직무 만족;
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After the 1990s, the annual salary system has been introduced and promoted among the professional workers even in Korea but its current state and effectiveness has not been understood definitely. In result, there are many difficulties applying it although the annual salary system needs to be applied extensively. The goal of this study is to find out the relationship between fairness of performance evaluation system and job satisfaction of employees at the government research institute so that it can be used as the basic data for the ability-centered personnel policy. According to this study background and goal, this study did a literature study and an empirical study. In the literature study, the theories about the fairness of performance evaluation and the job satisfaction were validated. In the empirical study, the following 3 assumptions were made and the study was done. First, the degree of perception on procedural justice should influence the job satisfaction. Second, the degree of perception on distributive justice should influence the job satisfaction. Third, the influences of the perception on the performance evaluation on the job satisfaction should vary according to the vital statistical variables. The followings show the summarized results of the empirical study of the assumptions. First, the study shows that the perception on procedural justice and the subordinate variables of job satisfaction such as wage satisfaction, promotion opportunity, work environment, and personal relationship had a positive correlation. Second, the study shows that the perception on distributive justice and the subordinate variables of job satisfaction such as wage satisfaction, promotion opportunity, work environment, and personal relationship had a positive correlation. This proves that both procedural and distributive justice have a positive correlation with the job satisfaction. Third, after changing the vital statistical variables to independent variables, they were put into the degree of perception on the justice of performance evaluation and the result was analyzed. The result shows that there was significant difference among the groups according to the position but there was no difference according to gender, age, marriage status, academic background, occupation, and work-year. However, if the suggestions were validated through this emprical study, they are as follow. Since the perception on performance evaluation system has a correlation with the result variables, it is understood as an important factor. Therefore, in order to assure the fairness of the evaluation, first, the reliability and validity of items and methods of evaluation need to be raised, second, the information source for the evaluation should be more diversified and the mutual trust between evaluator and evaluatee needs to be assured. Also, this study had many limitations and they are as follow. Due to lack of time and expenses, this study had these results based on the short-term survey investigation. Also, there might have been many errors during the process of survey investigation. The job satisfaction as well as distributive and procedural justice only depended on the people's perception so the procedural justice and changes in satisfaction might have not been captured well.