평가제도와 개인성과급제도가 제조, 생산인력의 직무역량에 미치는 영향

The Effect of the Evaluation and Personal Performance-Based Incentives System on the Job Competency of Manufacturing and Production Personnel -Focusing on the difference according to the characteristics of the company-

본 연구의 목적은 4차산업 혁명 이후 요구되는 2차산업 인력의 역량 수준 발달을 위해, 필요한 조직차원에서의 시도할 수 있는 다양한 제도의 효과성을 파악하는 것이었다. 실증분석 결과, 회귀분석상 모델의 설명력을 나타내는 값은 .153으로 나타나, 이 회귀모델은 평가제도가 직무역량에 미치는 영향력에 대하여 약 15.3%의 설명력을 지닌다고 할 수 있었다. 회귀계수의 유의성 검정결과는 업적평가(t=2.439, p=.015)가 직무역량에 유의한 영향을 미치는 것으로 나타났다. 표준화 계수는 각 독립변인들이 종속변수인 직무역량에 미치는 상대적인 영향력을 나타내는 것으로 업적평가( =.149)가 가장 큰 영향을 주었다. 이는 업적평가 수준이 높을수록 직무역량이 증가한다는 것을 의미하였다. 차이분석 검정 결과는 다음과 같다. 기업 형태에 따라 업적평가가, 경영 체제에 따라 역량평가가 차이가 있는 것으로 나타났다. 그리고 직원 수, 정규직 비율에 따라 직무만족을 제외한 모든 변인에 차이가 있는 것으로 나타났다.

The purpose of this study was to understand the effectiveness of various systems that can be attempted at the organizational level in order to develop the competency level of secondary industrial manpower required after the Fourth Industrial Revolution. As a result of empirical analysis, the value representing the explanatory power of the model in regression analysis was found to be .153, and this regression model could be said to have an explanatory power of about 15.3% on the influence of the evaluation system on job competency. The result of the significance test of the regression coefficient is an achievement evaluation (t=2.439, p=.015) was found to have a significant effect on job competency. The standardization coefficient shows the relative influence of each independent variable on the dependent variable, job competency, and achievement evaluation (=.149) had the greatest influence. This meant that the higher the level of achievement evaluation, the higher the job competency. The results of the difference analysis test are as follows. It was found that there were differences in acheievement evaluation according to the type of company and competency evaluation according to the management system. In addition, it was found that all variables(except job competency) differ according to the number of employees and the percentage of regular workers.