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ISSN : 1229-0696
본 연구는 피평가자 관점에서 인사평가 효과성의 구성개념을 밝히고, 인사평가제도를 운용하는 조직에서 준거로서 활용할 수 있는 측정도구를 제시하고자 하였다. 피평가자 관점의 인사평가 효과성은 태도와 관련된 개념이므로 방법편향의 영향을 감안하기 위해서 정서적 성격특성과 상사에 의한 실제 인사평가 점수도 분석하였다. 이 연구는 3회에 걸친 일련의 연구를 통하여 평가효과성에 관한 측정도구를 조정하면서 평가효과성 개념의 구조를 검증하였다. 연구 1에서는 파일럿 연구로 다양한 조직의 근로자를 대상으로 평가반응으로 일반적으로 활용되는 공정성을 측정하여 일반적인 공정성 연구의 세 요인이 도출되는지 분석한 후에, 전자부품 기술직 근로자를 대상으로 분배 및 절차 공정성, 정확성, 유용성, 평가만족 등 5개의 평가효과성 차원을 검증하였다. 5요인 모형과 5요인을 아우르는 고차요인 모형을 검증한 결과 두 모형 모두 양호하나 5요인 모형이 좀 더 적합한 구조로 나타났다. 또한 정서적 성격특성의 방법편향도 함께 고려한 분석에서는 방법편향이 유의미한 영향을 주지 않는 것으로 나타났다. 연구 2에서는 전자부품 기술직 경력사원을 대상으로 5개 요소의 구조를 다시 확인하여 연구 2와 유사한 요인구조를 확인하였다. 이 연구에서는 상사에 의한 인사평가 점수가 평가효과성 개념구조에 영향을 주는지도 확인하였으며, 측정모형과 구조모형 모두에 유의미한 영향을 주는 것으로 나타났다. 연구 3에서는 본 연구의 개념과 측정도구가 다양한 조직에 일반화가 가능한지 반복검증하고, 평가효과성의 차원 중 평가만족 차원을 제도만족과 회기만족 등 두 차원으로 세분화하여 6개 차원에 해당하는 척도로 구성개념을 확인하였다. 다양한 조직의 근로자를 대상으로 한 이 연구의 결과는 6요인 구조의 적합성을 확인하였으며, 연구 1 및 연구 2와 유사하게 6요인 고차요인 구조보다 더 양호한 것으로 나타났다. 이러한 결과를 바탕으로 20문항으로 구성된 인사평가효과성의 측정도구를 제안하고, 이 측정도구와 관련된 이론적, 실무적 시사점을 논의하였다.
The purpose of this study was to investigate the construct of performance evaluation effectiveness from evaluatee's perspective and to suggest its measurement tool for organizations to use it as a criterion of the performance system effectiveness. As the performance evaluation effectiveness from evaluatee's perspective is associated with attitudinal aspect that may be influenced by common method variances, the current study also included in the examination the emotional aspect of personality and the actual performance ratings appraised by supervisors. Through the three sub-studies in total, this research have tested the structure of the performance evaluation effectiveness construct by calibrating the measurement tool each time. Study 1 has started with a pilot research using a sample from various organizations, in which an initial measurement tool with procedural and distributive justice dimensions was set up, with an elimination of the interactional justice due to the unclear dimensional identity. The main analysis of study 1 was conducted using a sample from an electronic part production organization to test the five-dimensional structure of the performance evaluation effectiveness in which two justice dimensions, accuracy, utility, and satisfaction dimensions were included. The study examined a 5-factor model and a model of higher-order structure with the 5 factors under it. Although both models showed good fit indices, the 5-factor model was found as slightly better-fitted model. In the additional examination that included the method variance by emotional personality, the personality did not produce method bias to the structure of the construct. Study 2 was to re-examine the structure of the evaluation effectiveness construct, in which the 5-factor model fit was confirmed similar to study 1. In this study the actual performance record rated by supervisor was also examined to test if it affects as a significant method variance. The results showed that the actual performance had significant effects on both measurement model and structure model as well. In study 3, the construct and the measures were examined in terms of the generalizability across various organizations, as well as the satisfaction dimension was delved into more specifically by dividing it to system satisfaction and session satisfaction. The results of the study using a sample from various organizations confirmed the goodness-of-fit of the 6-factor structure, similar to the findings in study 1 and study 2. Suggestions for future research and practical implications were provided based on the findings.
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