경찰 일반직공무원의 승진공정성과 직무몰입에 관한 연구

초록

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.

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