MZ세대 공직자들의 공공봉사동기가 직무스트레스와 공직만족도에 미친 영향: 코로나19의 영향을 중심으로

This study analyzes the changes in job stress and public service job satisfaction of MZ generation officials in Korea in consideration of the COVID-19 situation. The influence relationship between public service motivation assumed as an independent variable and public service job satisfaction, a dependent variable, and the mediating effect of job stress were verified. In addition, it was also examined whether organizational justice would control the relationship between public service motivation and job stress, and the relationship between public service motivation and public service job satisfaction. The Public Employee Perception Survey conducted annually by the Korea Institute of Public Administration was compared and analyzed in 2019 before the outbreak of COVID-19 and in 2021 after the outbreak of COVID-19. As hypothesized, public service motivation in both periods had a static effect on public service job satisfaction, and the mediating effect of job stress was also verified. In addition, the effect of organizational justice as a moderating variable showed significant differences before and after COVID-19 in the relationship between public service motivation and public service job satisfaction, and public service motivation and job stress. Job stress and public service job satisfaction of MZ generation members, who are key future players, are important considerations in preparing organizational innovation directions and operational management guidelines considering the characteristics of Korean public service society. It is necessary to devise ways to foster public service motivation through public service work and actively reduce job stress. In addition, public officials' positive perception of organizational justice should be improved so that active administration and responsible administration can be implemented by serving in public office with subjectivity and loyalty. Finally, it is suggested to recruit and deploy leaders and managers, develop education and capabilities, develop internal motivation, and prepare external incentive systems to help members internalize public service motivation.