자기효능감이 직무만족과 성과에 미치는 영향 연구: 공공조직의 성과급 조절효과를 중심으로

Even after 17 years since the introduction of the pay-for-performance system, the government has faced continually lots of problems such as the opposition of civil servants and the so-called “sharing type distribution.” In order to mitigate the negative effects of the incentive system, it is necessary to make an approach to the cognitive the cognitive dimension of the members. The self-efficacy is one of the factors related to the cognition of organizational members, which is an important concept that can improve the productivity of any organization by linking individual ability to his desirable behavior. Taking the articles published until now into consideration, the studies that set the self-efficacy as a moderating variable or as a mediating variable are relatively common, but there are not many studies that have set the self-efficacy as a independent variable. In particular, there are little empirical studies of the public sector members. Therefore, it is needed to focus on whether any positive interaction effects between the self-efficacy and the pay-for-performance system would be or not. This research utilizes mainly the results of the analysis of the questionnaires distributed to korean civil servants to ascertain whether self-efficacy affects positively on job satisfaction and personal performance, and whether pay-for-performance system positively moderates such relationships. As the results of the analysis, It is revealed that self-efficacy positively affects job satisfaction and personal performance. On the other hand, the moderating effect of pay-for-performance is revealed to increase the positive influence on the relationship between self-efficacy and job satisfaction only when the degree of the appropriateness of pay-for-performance scale is high. In conclusion, This study shows that the organizational productivity can change positively according to how to make the self-efficacy create synergy effects with the incentive system.