공직 내 개인 가치의 변화와 공공봉사동기에관한 연구:성과평가 공정성의 조절효과를 중심으로

Recently, within the public sector, new challenges have emerged alongside generational shifts within organizations, such as the spread of individualistic culture and the strengthening of organizational fairness values. The shift from collectivism to individualism manifests as a focus on personal goals over shared objectives and an emphasis on commensurate rewards for individual effort over organizational dedication. Changes in the sociocultural context related to shared values can lead to shifts in society’s overall value system. As value among organizational members evolve and become shared, the values held within the organization itself can also change. Particularly, intrinsic values aimed at contributing to society and promoting the public good act as antecedents to public service motivation. Therefore, changes in individuals’ intrinsic values within the public service inevitably have a critical impact on the formation of public service motivation. This study aims to examine changes in individual values and levels of public service motivation within the public sector and to determine whether the value of fairness, increasingly emphasized in the public sector, strengthens the relationship between intrinsic values and public service motivation. Analysis results confirmed that intrinsic values and public service motivation in the public sector have weakened, while the tendency to prioritize monetary reward has strengthened. Furthermore, it was found that organizational performance evaluation fairness has a negative impact on the relationship between the intrinsic value of contributing to society and public service motivation. Based on these findings, the study discusses the weakening of intrinsic values and public service motivation within the public sector and presents implications for personnel management.