보상시스템 인식 및 목표설정 특성과 경영성과와의 관련성

Theories on reinforcement and goal setting argue that organizational members' motivation has direct and indirect relations with business performance. Previous studies, however, did not deeply investigate how organizational members’ motivation is triggered by a reward system and how goal setting contributes to business performance via goal commitment. The purposes of this study are to investigate the relations between organizational members’ recognition of a reward system, goal commitment, and goal setting, and to investigate the effects of these variables on business performance. Application of the structural equation model presented the following results: Organizational members show stronger goal commitment when they recognize the reward system in operation as transparent, fair and controllable. Organizational members show stronger goal commitment when they recognize their goals are more specific, hard to achieve, and measurable. Goal commitment has positive effects on business performance, which is also consistent with previous studies. This study provides theoretical basis on which organizations design a reward system in such a way that could maximize goal commitment by incorporating organizational members' recognized characteristics of both a reward system and goal setting.