본 연구의 목적은 행정조직에서 조직문화의 존재와 성과관리간 관계를 밝히는데 있다. 조직문화를 개인주의·집단주의, 권위주의·민주주의 차원으로 분석한 결과, 현재의 조직문화는 집단주의적이고 권위주의적이라는 평가가 강하나, 신념 차원에서 보면 현재의 조직문화에 대한 평가보다는 개인주의적이고 민주주의적 신념을 보이고 있다는 것이다. 다음으로 행정조직문화와 성과관리의 관계를 분석한 결과를 보면, 현재의 조직은 집단주의적, 권위주의적이면서 하향평가, 인간관계중심의 평가, 결과중심의 평가를 시행하고 있고, 개인보다는 팀단위의 성과를 기준으로 한 성과급지급을 지지하며, 연고기준의 승진제도를 지지하고 있다. 그러나, 개인주의적, 민주주의적 신념을 가질수록 다면평가, 업적중심의 평가, 평가점수의 공개, 개인능력 기준의 성과평가를 선호하며, 개인단위의 성과급 지급을 선호하고, 성과기준의 승진제도를 선호하고 있었다. 따라서 향후에는 개인주의, 민주주의 차원에서 성과관리를 설계하여 도입하여야 할 것으로 생각된다.

The purpose of this study was to clarify relationship between characteristics of organizational culture in government organization and performance management. This study surveyed characteristics of culture with dividing it into two views Individualism-Collectivism, Authoritarianism-Democracy, and performance management with dividing it into three views performance evaluation, merit pay and promotion. In results of the analysis, respondents judged existing public organizational culture had tendency to Collectivism and Authoritarianism. On the contrary, their faith showed that tendency to Individualism and Democracy was stronger than those of existing organizations. The results of analysis on relationship between characteristics of administrative organizational culture and performance management are as follows. In results of analysis on relationship between culture of administrative organization and performance management, respondents judged existing public organizational culture was collectivism and authoritarianism and existing public organization performed top-down evaluation, human relation-based evaluation, results-based evaluation, team-based merit pay system, personal connection-based promotion. On the contrary, respondents who had faith in individualism and democracy preferred firstly public opening of evaluation score and criterion of individual ability in factor of performance evaluation, secondly merit pay based on unit on individual in factor of merit pay and finally criterion of performance in factor of promotion.