군 조직에서 신 인사제도 수용도의 영향요인 연구

Abstract

In general, since the new personnel system can be settled in the organization only when the members of the organization sympathize, the leaders of the military organization are required to make efforts to improve the acceptance, which is essential for forming a consensus. Therefore, it is essential to identify which factors have a significant impact on the acceptance of the new personnel system and to take appropriate actions to increase the acceptance. Against this background, this study aims to present factors influencing the acceptance of the new personnel system, verify how the influencing factors directly affect the acceptance, and whether the interaction between the influencing factors has a significant effect on the acceptance. To this purpose, we first understood the acceptance of the new personnel system of military organizations, and derived institutional fairness, LMX, and self-efficacy as major factors influencing acceptance through existing literature research results and analysis of the characteristics of military organizations. Subsequently, research hypotheses on the relationship between influencing factors and acceptance were established and demonstrated based on organizational fairness theory, social exchange theory, and job demand-resource theory.
 A survey of 570 military officers was conducted, and then 388 valid data was obtained, and the following research results were obtained based on the regression analysis of this. First, it was confirmed that institutional fairness, LMX, and self-efficacy had a significant effect on the acceptance of the new personnel system. Second, in the relationship between institutional fairness and acceptance of the new personnel system, LMX did not have a significant moderating effect, but self-efficacy was proven to have a positive moderating effect. The meaning of this study is that it has provided an opportunity for military organizations to recognize the importance of the acceptance of the new personnel system and to expand their understanding, and proved the direct and moderating effects between influencing factors and acceptance. Finally, the implications, limitations, and future research directions of the study were presented.