초록 열기/닫기 버튼
이 연구는 평가자 인적요인(평가경험, 평가교육, 평가책임감)과 평가정황 요인(평가도구 정확성, 평가피드백, 평가시스템 우월성)이 피 평가자의 평가만족도에 미치는 영향을 실증적으로 분석한 것이다. 분석에 사용한 자료로는 우리나라 공군의 대위급 이상 장교와 부사관을 대상으로 군내 인트라넷을 통한 설문조사에서 유효한 1,248개의 응답 내용을 활용하였으며 변수간의 영향력 분석을 위해 회귀분석을 하였다. 주요한 분석 결과는 평가도구 정확성(β = .328, p < .01), 평가책임감(β = .228, p < .01), 평가시스템 우월성(β = .195, p < .01), 평가피드백(β = .123, p <.01) 및 평가경험(β = .081, p < .01) 등이 피 평가자의 평가만족도에 유의한 정의 영향을 미치는 것으로 나타났다. 이러한 분석 결과가 주는 함축적 의미와 연구의 한계점이 함께 제시되었다.
This study tested relationships of rater’s personal factors and organizational context factors regarding appraisal with ratees’s perceived satisfaction of performance appraisal. The data analysed for the study were collected from the ROK Air Force Officers of Captain or above and Warrant Officers from Headquarters and subordinate units who responded the Intranet electronic questionnaire survey. The effective 1,248 cases were used for regression analysis to investigate the relationship between rater’s personal factors(experience of appraisal, education for proper rating, responsibility for rating) and organizational context factors regarding appraisal (accuracy of appraisal instruments, appraisal feedback, usefulness of appraisal) with ratees’s perceived satisfaction of performance appraisal. The results of regression analysis were as follows : Accuracy of appraisal instruments(β =.328, p < .01), responsibility for rating(β = .228, p < .01), usefulness of appraisal(β = .195, p < .01), appraisal feedback(β = .123, p < .01), and rater’s experience of appraisal(β = .081,p < .01) all had significant positive effects on ratees’s perceived satisfaction of performance appraisal. But education for proper rating showed no significant influence on it. The implications and limitations of this study were also suggested.
키워드열기/닫기 버튼
Ratee’s Perceived Satisfaction of Appraisal, Rater’s Personal Factors,Organizational Context Factors Regarding Appraisal, Regression Analysis
