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학술연구/단체지원/교육 등 연구자 활동을 지속하도록 DBpia가 지원하고 있어요.
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본 연구는 경상북도 소방본부 산하 119안전센터 및 구조구급센터에서 근무 하는 소방공무원의 조직 내 신뢰가 조직몰입에 미치는 영향을 실증적으로 분석하여 조직 내 신뢰와 조직몰입 간의 관계를 살펴보고, 재난현장 최일선에서 근무하는 소방공무원의 조직신뢰, 상사신뢰, 동료신뢰의 강화를 통해 조직몰입을 향상시킬 수 있는 구체적 방안을 제시하는 데 목적을 둔다.
선행연구의 검토를 통하여 독립변수인 조직 내 신뢰를 조직신뢰, 상관신뢰, 동료신뢰로 구분하였고, 조직몰입을 정서적 몰입, 근속적 몰입, 규범적 몰입으로 구분하여 종속변수로 선정하였다. 또한 인구사회학적 특성에 따른 차이를 알아 보기 위해 성별, 계급, 최종학력, 근무형태 등 인구사회학적 특성을 통제변수로 선정하였다. 연구모형과 가설을 설정 후 실증적 검증을 위해 경상북도 소방본부 산하 17개 소방서의 64개 119안전·구조구급센터에서 근무하고 있는 소방공무원 대상으로 1,000부의 설문지를 배부하여 총 962부의 응답을 회수하였으며, 설문조사는 방문 및 우편조사 방법으로 진행하였다.
인구사회학적 특성에 따른 차이를 알아보고자 T검정과 일원배치 분산분석을 실시하였으며, 분석 결과는 다음과 같다. 정서적 몰입의 경우 결혼 상태, 현재 직무, 계급, 총 근무기간, 센터 근무기간에서 유의한 차이가 있었고, 규범적 몰입은 성별, 연령, 현재 직무에서 유의한 차이가 있었다. 반면 근속적 몰입에서는 인구사회학적 특성에 따른 차이가 나타나지 않았다.
조직 내 신뢰가 조직몰입에 미치는 영향을 알아보기 위해 SPSS 25.0 통계 프로그램을 활용하여 분산분석과 다중회귀분석을 실시하였으며, 분석 결과는 다음과 같다.
정서적 몰입에는 동료신뢰가 영향을 미치는 것으로 나타났고, 근속적 몰입에는 상사신뢰만이 영향을 미치는 것으로 나타났으며, 규범적 몰입에는 조직신뢰가 영향을 미치는 것으로 나타났다.
분석 결과를 바탕으로 다음과 같이 정책적 제언을 하였다. 첫째, 구성원이 사명감과 책임감을 바탕으로 조직의 발전을 위해 최선을 다하려는 규범적 몰입에 영향을 미치는 조직에 대한 신뢰를 강화하기 위해서 합리적이고 효율적인 업무 배분과 조직운영, 공정한 인사제도 등을 갖출 필요가 있다. 둘째, 현장 근무자들의 근속적 몰입에 영향을 미치는 상사에 대한 신뢰를 강화하기 위해서는 상사의 리더십과 역량의 제고가 필요하다. 셋째, 정서적 몰입과에 영향을 미치는 동료에 대한 신뢰를 높이기 위해서는 구성원 역량 강화를 위한 교육훈련과 서로 화합할 수 있는 프로그램 보급이 필요하다.
이러한 연구 결과를 바탕으로 후속 연구에서는 현장 근무자인 119안전센터 및 구조구급센터뿐만 아니라 행정근무자 등 대상을 확대하여 연구를 진행할 필요가 있다. 또한 보다 발전된 연구를 위해 조직문화, 직무 스트레스, 리더십, 직무만족, 자아효능감 등 다양한 변수들을 추가할 필요가 있다.
선행연구의 검토를 통하여 독립변수인 조직 내 신뢰를 조직신뢰, 상관신뢰, 동료신뢰로 구분하였고, 조직몰입을 정서적 몰입, 근속적 몰입, 규범적 몰입으로 구분하여 종속변수로 선정하였다. 또한 인구사회학적 특성에 따른 차이를 알아 보기 위해 성별, 계급, 최종학력, 근무형태 등 인구사회학적 특성을 통제변수로 선정하였다. 연구모형과 가설을 설정 후 실증적 검증을 위해 경상북도 소방본부 산하 17개 소방서의 64개 119안전·구조구급센터에서 근무하고 있는 소방공무원 대상으로 1,000부의 설문지를 배부하여 총 962부의 응답을 회수하였으며, 설문조사는 방문 및 우편조사 방법으로 진행하였다.
인구사회학적 특성에 따른 차이를 알아보고자 T검정과 일원배치 분산분석을 실시하였으며, 분석 결과는 다음과 같다. 정서적 몰입의 경우 결혼 상태, 현재 직무, 계급, 총 근무기간, 센터 근무기간에서 유의한 차이가 있었고, 규범적 몰입은 성별, 연령, 현재 직무에서 유의한 차이가 있었다. 반면 근속적 몰입에서는 인구사회학적 특성에 따른 차이가 나타나지 않았다.
조직 내 신뢰가 조직몰입에 미치는 영향을 알아보기 위해 SPSS 25.0 통계 프로그램을 활용하여 분산분석과 다중회귀분석을 실시하였으며, 분석 결과는 다음과 같다.
정서적 몰입에는 동료신뢰가 영향을 미치는 것으로 나타났고, 근속적 몰입에는 상사신뢰만이 영향을 미치는 것으로 나타났으며, 규범적 몰입에는 조직신뢰가 영향을 미치는 것으로 나타났다.
분석 결과를 바탕으로 다음과 같이 정책적 제언을 하였다. 첫째, 구성원이 사명감과 책임감을 바탕으로 조직의 발전을 위해 최선을 다하려는 규범적 몰입에 영향을 미치는 조직에 대한 신뢰를 강화하기 위해서 합리적이고 효율적인 업무 배분과 조직운영, 공정한 인사제도 등을 갖출 필요가 있다. 둘째, 현장 근무자들의 근속적 몰입에 영향을 미치는 상사에 대한 신뢰를 강화하기 위해서는 상사의 리더십과 역량의 제고가 필요하다. 셋째, 정서적 몰입과에 영향을 미치는 동료에 대한 신뢰를 높이기 위해서는 구성원 역량 강화를 위한 교육훈련과 서로 화합할 수 있는 프로그램 보급이 필요하다.
이러한 연구 결과를 바탕으로 후속 연구에서는 현장 근무자인 119안전센터 및 구조구급센터뿐만 아니라 행정근무자 등 대상을 확대하여 연구를 진행할 필요가 있다. 또한 보다 발전된 연구를 위해 조직문화, 직무 스트레스, 리더십, 직무만족, 자아효능감 등 다양한 변수들을 추가할 필요가 있다.
목차
제1장 서론 ·································································································1제1절 연구 배경 및 목적 ··················································································11. 연구 배경 ···································································································12. 연구 목적 ···································································································2제2절 연구 범위 및 방법 ··················································································31. 연구 범위 ···································································································32. 연구 방법 ···································································································4제2장 이론적 배경 ···················································································6제1절 소방조직 업무의 특성과 체계 ······························································61. 소방조직의 업무 ·······················································································62. 소방조직의 특성 ·······················································································73. 경상북도 소방조직의 체계 ·····································································8제2절 조직 내 신뢰의 의의 ············································································121. 소방조직에서 신뢰의 중요성 ·······························································122. 신뢰의 개념 및 정의 ·············································································133. 조직 내 신뢰의 개념 ·············································································15제3절 조직몰입 ··································································································161. 조직몰입의 개념 ·····················································································162. 조직몰입의 구성요소 ·············································································17제4절 선행연구 검토 ························································································181. 조직 내 신뢰의 주요 선행연구 ···························································182. 조직몰입의 선행연구 ·············································································193. 조직 내 신뢰와 조직몰입의 관계에 관한 선행연구 ·······················20제3장 연구 설계 ·····················································································23제1절 연구모형 및 연구가설 ········································································231. 연구모형 ···································································································232. 연구가설 ···································································································24제2절 변수와 측정 방법 ················································································241. 독립변수 ···································································································242. 종속변수 ···································································································25제3절 자료수집 및 분석방법 ········································································261. 자료수집 ···································································································262. 분석방법 ···································································································303. 측정도구의 타당도 및 신뢰도 ·····························································31제4장 연구결과 및 분석 ······································································36제1절 연구대상자의 인구사회학적 특성 ······················································36제2절 연구대상자의 특성 ················································································381. 인구사회학적 특성에 따른 차이 분석 ···············································382. 연구변인 간 상관관계 분석 ·································································48제3절 가설검증 ··································································································501. 조직 내 신뢰가 정서적 몰입에 미치는 영향분석 ···························502. 조직 내 신뢰가 근속적 몰입에 미치는 영향분석 ···························513. 조직 내 신뢰가 규범적 몰입에 미치는 영향분석 ···························534. 가설검증의 요약 ·····················································································54제5장 결론 및 제언 ·············································································· 58제1절 연구결과 요약 ······················································································58제2절 시사점 및 제언 ····················································································591. 시사점 ·······································································································592. 제언 ···········································································································60제3절 연구의 제한점 및 향후 연구 방향 ··················································63참고문헌 ···································································································64부록 : 설문지 ··························································································67Abstract ···································································································71
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