공채와 경채 간 입직 경로 차이에 따른 개인가치 부합성 및 전문성에 미치는 영향성 분석 연구

• 영문명: A Study on the Impact of Public Officials' Organizational Support Awareness and Human Resource Development Activities on Person-Value Fit and Professionalism: With a focus on the difference between open competitive and career competitive tracks
• 발행기관: 연세대학교 사회과학연구소
• 저자명: 강나율 이지안 유정환 박성민
• 간행물 정보: 『사회과학논집』제53권 제2호, 59~90쪽, 전체 32쪽
• 주제분류: 사회과학 > 사회과학일반
• 파일형태: PDF
• 발행일자: 2022.11.30

국문 초록

우리나라의 공직사회는 전문성 확보를 위해 다양한 인사제도를 도입했다. 그런데 최근의 선행연구들에 따르면 도입된 인사제도들이 실제로 전문성을 제고하는지에 대한 효과가 불분명하며, 오히려 일반행정가(generalist)로서의 능력 또한 전문성의 영역으로 여겨지고 있다. 즉, 전문성은 단순히 입직경로에 따라 정해지는 것이 아니며 공직자들이 지속적으로 전문성을 제고시킬 수 있는 전략이 필요하다는 것을 시사해준다. 본 연구는 이러한 문제의식을 바탕으로 공무원의 전문성에 미치는 영향요인을 공분산구조분석을 통해 분석하였으며, 공채와 경채 간 차이가 존재하는지 살펴보기 위해 다중집단분석을 실시했다. 분석결과, 인적자원개발활동, 개인-직무 부합성은 전문성에 유의미한 긍정적인 영향을 미치는 것으로 나타났다. 또한 조직지원인식과 인적자원개발활동은 각각 개인-직무 부합성과 개인-조직 적합성에 유의미한 긍정적인 영향을 미치고 있었다. 아울러, 매개변수인 개인-직무 적합성을 거쳐 간접적으로 전문성에 영향을 미치는 완전매개효과로 나타났으며, 인적자원개발활동은 전문성에 유의미한 영향을 끼치고 매개변수인 개인-직무 적합성을 거쳐 간접경로 또한 유의한 부분매개효과를 갖는 것으로 나타났다. 본 연구는 이러한 실증적 분석 결과를 토대로 공직자의 전문성 제고를 위한 전략적 인적자원관리 측면에서의 함의를 제시했다.

영문 초록

The professionalism of a public official is one of the key factors that contribute to the competence of the individual and even to the improvement of the performance of the organization. As administrative demands, which were monotonous and predictable in the past, become more variable and diverse, there is more concern for the professionalism of public servants and public officials than ever before. The public service society of our country has been criticized for its difficulty in accumulating professionalism due to the circular system of maintenance under the hierarchy. Therefore, by introducing an open recruitment system such as a professional position system applying elements of a job classification system, diversification of employment route is carried out to ensure the professionalism of the public service society. According to previous studies, it is unclear whether the open recruitment system actually enhances professionalism, and rather, it can be seen that when the paradigm of state administration was changing from bureaucracy to governance, the ability as a generalist was also considered as a field of professionalism. In the end, the concept of professionalism cannot be considered only determined by the line of recruitment, but shows that strategic human resource management and human resource development are needed to continuously improve the professionalism of public officials who contribute to the public service society. Based on the awareness of the problem, this study aims to examine whether there are differences between open competitive recruitment officials and career competitive recruitment officials in their approach from the perspective of strategic human resource management in order to improve the professionalism of public servants. Specifically, this study seeks to identify how the level of awareness of organizational support and human resource development activities affects person-job fit(P-J fit), person-organization fit(P-O fit) and professionalism. In addition, in relation to the impact of organizational support and human resource development activities on professionalism, we will examine whether person-job fit(P-J fit) and person-organization fit(P-O fit) have a mediating effect. In this study, in order to identify empirically the assumptions made through theoretical discussions and previous studies investigations, t-test analysis, structural equation modeling(SEM) analysis, multi-group analysis, and mediation analysis are conducted. Based on the results of the analysis, theoretical and policy implications for strategic human resources management are proposed to enhance the professionalism of exam-based servants and career-based servants.

목차

Ⅰ. 서론

Ⅱ. 이론적 논의 및 선행연구 고찰

Ⅲ. 연구설계

Ⅳ. 분석결과

Ⅴ. 결론

참고문헌

키워드

전문성 인적자원개발활동 조직지원인식 개인-직무 부합성 개인-조직 부합성 개인가치 부합성 인적자원개발 전략적 인적자원관리 공개경쟁채용자 경력경쟁채용자 Professionalism Human Resource Development Activities perceived organizational support(POS) Person-Value Fit Person-Job Fit(P-J fit) Person-Organization Fit(P-O fit) Human Resource Development Strategic Human Resource Management Open Competitive Track Career Competitive Track Officials