earticle

영어

This study extends beyond previous research focused primarily on frontline police officers to explore the relationship between promotion fairness(distributive, procedural, and interactional) and job involvement among general administrative police officers. It also empirically examines group differences according to individual and organizational characteristics. A structured survey was administered to 191 general administrative police officers affiliated with the Korean National Police Agency in 2025. Validated measurement scales were used to assess promotion fairness and job involvement. Data were analyzed using independent samples t-tests for gender comparisons and one-way ANOVA with Scheffé post-hoc tests for age, rank, and workplace differences. The main findings are as follows. First, no significant gender differences were observed in the three dimensions of promotion fairness, but male officers showed significantly higher job involvement than female officers. Second, while no significant differences were found in promotion fairness across age groups, job involvement increased systematically with age— officers in their 40s and 50s reported higher involvement than those in their 20s, and officers in their 50s scored higher than those in their 30s. Third, rank-based analysis revealed significant differences in distributive and procedural fairness, with senior officers(Jusa) perceiving higher fairness than junior officers(Seogibo, Jusabo), while interactional fairness did not differ significantly. Job involvement was also significantly higher among senior officers. Fourth, no significant differences were found in promotion fairness across organizational levels, but job involvement was higher among officers in provincial police agencies compared to those in local police stations. Overall, promotion fairness tended to be perceived uniformly across age and organizational levels but increased with higher rank, while job involvement varied systematically by age, rank, and workplace. Policy implications include enhancing job resources for younger and lower-ranking employees(career path guidance, role clarification, regular feedback, and mentoring), increasing transparency in distributive and procedural information, strengthening managerial communication competence, and establishing regular monitoring of fairness and involvement indicators. Although this study is limited by its cross-sectional design, future research should incorporate longitudinal data and examine mediating and moderating mechanisms.

한국어

이 연구는 현장경찰관 중심의 선행연구를 넘어 경찰 일반직공무원을 대상으로 승진공정성(분배ㆍ절차ㆍ 상호작용)과 직무몰입 간의 관계를 탐색하고, 개인ㆍ조직 특성에 따른 집단 간 차이를 실증적으로 검증하는 데 목적이 있다. 2025년 경찰청 소속 일반행정직 공무원 191명을 대상으로 구조화 설문을 실시하였으며, 타당화된 척도로 승진공정성과 직무몰입을 측정하였다. 분석은 성별 비교를 위한 독립표본 t-검정과 연령ㆍ 직급ㆍ근무기관에 따른 일원분산분석(ANOVA) 및 Scheffé 사후검정을 활용하였다. 주요 결과는 다음과 같다. 첫째, 성별에 따른 승진공정성 인식은 세 하위차원 모두 유의한 차이가 없었으 나, 직무몰입은 남성이 여성보다 높게 나타났다. 둘째, 연령대별로 승진공정성에는 유의한 차이가 없었지만, 직무몰입은 40ㆍ50대가 20대보다, 50대가 30대보다 유의하게 높아 연령 증가에 따른 몰입의 체계적 상승을 확인하였다. 셋째, 직급에 따라 분배ㆍ절차공정성은 유의한 차이가 나타나 주사가 서기보ㆍ주사보보다 공정 성을 높게 인식하였고, 상호작용공정성은 차이가 없었다. 직무몰입은 주사가 서기ㆍ주사보보다 유의하게 높았다. 넷째, 근무기관에 따른 승진공정성은 차이가 없으나, 직무몰입은 시도경찰청이 경찰서보다 높았다. 종합하면 승진공정성은 대체로 연령ㆍ기관 간 균질하되 직급에 따라 상향 인식되는 경향이 있으며, 직무몰입은 연령ㆍ직급ㆍ기관에 따라 체계적 격차가 존재한다. 정책적으로는 하위직급ㆍ젊은 구성원 대상 의 직무자원 강화(경력경로 안내, 역할 명확화, 정기 피드백ㆍ멘토링), 분배ㆍ절차 정보의 투명화, 관리자 커뮤니케이션 역량 제고, 공정성ㆍ몰입 지표의 주기적 모니터링이 요구된다. 연구는 단면 설문에 따른 한계를 지니며, 향후 종단자료와 매개ㆍ조절 모형을 결합한 분석이 필요하다.