ESG 인사관리가 업무성과 및 조직정체성에 미치는 영향: 조직공정성의 조절효과를 중심으로

This study empirically examines the effects of ESG-oriented human resource management (HRM) on employees’ job performance and organizational identity, focusing on the moderating role of organizational justice in public and private organizations. Using survey data from the 2024 Comparative Survey on Perceptions of Public and Private Organization Members in Korea (N=2,020), conducted online from October 11 to November 1, 2024, the study operationalizes Social (S: diversity, equity, inclusion) and Governance (G: ethical leadership) as independent variables, job performance and organizational identity as dependent variables, and distributive and procedural justice as moderating variables. Analytical methods included descriptive statistics, reliability and validity testing, independent sample t-tests, correlation analysis, and hierarchical regression analysis. Theoretically, this study extends ESG research by identifying internal mechanisms linking employee perceptions, outcomes, and identity, and by refining the moderating model of justice. Practically, the findings highlight the importance of ethical leadership and procedural legitimacy (G) in enhancing performance within public organizations, while in private organizations, the synergistic integration of DEI (S) initiatives with fair HR practices is crucial for strengthening both performance and identity. Limitations include the cross-sectional, self-reported nature of the data (raising concerns about causal inference and common method bias), the need for more precise measurement, and the exclusion of the environmental (E) dimension. Future research should incorporate longitudinal and multi-source data, employ structural equation modeling, and test measurement invariance across organizational sectors.