組織衰退의 槪念과 硏究方向

權重生 경일대학교 산업정보연구소 1993 産經硏究 Vol.4 No.1

Although Organizational Decline is a hot theme of current research and study, its theory building and empirical research have very short history in organizational study. Here introduced some concepts and types of organizaional decline shuch as Guy, Miller, and D' Aveni's. The decline stages of organizations are developed by Whetten, Sutton, Cameron, Weitzel & Jonsson and others of which are discussed in this paper. But the concepts and research directions are not yet agreed upon among the orgaizational scientists. So in this paper the concepts building and future research directions of organizational decline are suggested in the base of epistemological and phenomenological perspectives with the quantitative/qualitative empirical researches.

기업의 학습조직 구축요인이 심리적 자본과 혁신행동에 미치는 영향

권중생,노수근 한국디지털정책학회 2014 디지털융복합연구 Vol.12 No.3

조직정체성, 구조적 관성 및 조직몰입이 조직 변화에 미치는 영향

권중생 한국산업경영학회 2010 경영연구 Vol.25 No.1

Although most of the organizational researchers admit the importance of Organizational Identity in organizational studies, a few articles have shown that there are some relationships between organizational identity and organizational change. Particularly, research concerning the structural inertia is very few in Korea. This paper suggests organizational identity and committment must be considered in the study of organizational change for more enhanced research. Following the results of consecutive three years conferences in Sundance from 1994 on organizational identity, functionalism, interpretism, and post-modernism are explained. So they are introduced. The main arguing points of Hannan and Freeman(1984)‘s structural inertia are described with organizational commitment to organizational identity for the organizational change. This paper takes the functionalistic perspective to suggest some propositions concerning organizational identity and organizational commitment, structural inertia for organizational change. But experiential research should be implemented to rectify these propositions. Then, some modeling of organizational identity and other variables could be extracted afterwards. 조직정체성과 다른 변수들과의 관계를 조망한 연구는 상당히 진척되었지만 구조적 관성과 조직몰입 그리고 조직변화와의 관계를 다룬 연구는 매우 드물다. 정체성의 문제는 항상 변화와 역관계를 가질 것으로 추정되고 그렇게 작용하여 왔다. 그래서 조직구성원들의 조직정체성에 대한 인식정도와 조직몰입, 구조적 관성이 조직변화에 미치는 영향을 파악할 필요가 있다. 조직정체성, 조직몰입, 구조적 관성 및 조직변화 관계의 이론적 배경을 개관하였다. 그리고 조직정체성이 강한 구성원들은 조직몰입이 높고 구조적 관성이 강하여 조직정체성을 유지하려고 하기 때문에 조직변화를 어렵게 할 것이라는 논거를 바탕으로 연구모형을 설정하고 명제를 개발하였다. 조직정체성을 보는 세 가지 관점을 기술하고 네 변수인 조직정체성, 조직몰입, 구조적 관성 및 조직변화와의 관계를 이론적으로 탐색하고 명제를 설정하였다. 그리고 향후 실증연구의 과제를 제시하고 논의에서 여러 가지 문제를 다루어 조직정체성과 구조적 관성 및 다른 요인들과 조직변화의 관계를 연구할 필요성을 제시하였다.

조직문화, 혁신저항 및 방어적 행동의 관계

권중생 경일대학교 산업정보연구소 2000 産經硏究 Vol.6 No.2

The purpose of this paper is building a research model to find out some relations among organizational culture, innovation resistance and defensive behavior in organizations. Although there are many research articles concerning organizational culture, few papers are found about the relations between organizational culture and resistance to innovation. Especially, we cannot find any empirical research which delineates a configurative map of innovation resistance and defensive behavior in organizations. This paper generates some theoretical concepts about the relations among organizational culture, innovation resistance and defensive behavior. And this shows a research model to implement in future which will contribute to theory building and practical applications.

조직혁신과 저항 유형

權重生 慶一大學校 1999 論文集 Vol.16 No.1

This paper builds some propositions concerning the ytpes of resistance to organizational innovation. It is important to know how organizational innovation is implemented and what are the obstacles of doing innovation particularly in Korea who is experiencing structural adjustrment in many industrial and social fields. Although there are many studies about the types of innovation, there is few research concerning the resistance to organizational innovation. So to make some propositions be identified in future which will delineates some causality and correlations between innovation and some factors of resistance to innovation. Then both the practitioners and researchers can take some implictions for further applications and researches. Some factors related to resistance to organizational innovation are defensive routine, conservatism, tensions between inside and outside orientation, old and new, determined and emergent, freedom and responsibilities, additon to such a variables as organizational climate, characteristics of CEO, organizational structure, are discussed.

價値增幅媒體로서의 祖織

權重生 경북대학교 경제경영연구소 1989 經商論集 Vol.17 No.3

There are many functions of organizations in industrialized society. One of them is the function of amplifying the values of organizations to the society through organization members and works. In achieving this social functions of organization human nature must be considered in different perspective where that human nature is not law-bound but self-bound and not constant but malleable. Most management theorists view human nature as law-bound and malleable in some degree. In this paper humans are not viewed as a part of cause-effect model so to make humans consistent with existing social order and make him or herself to effort in conjoining the functions of society. Hermeneutical man model views humans as a sense-making creature through work and interpreting the world as interactions of symbols which represent its own meaning. Then the most important thing in human behavior must be the values and belief which man himself possesses in orgazational life. The values of organizational members are internalized and idealized when the values and belief system operate well enough to achieve collective successes time after time. Then these values and symbolic fields are stabilized with organizational cohesiveness and efficiency. New experiences of organizational competence reinforces their members to idealization and generate reconcilliation myth. These can be the virtuous circle in organizational life. These processes are almost the same in institution building. But when the organizational performance does not increase and the values are not taken for granted anymore to the members the basic assumptions must be converted and changed to the state that new basic assumptions and value systems might be emerged. These are the process of double-loop learning. Most of these might be possible only when human nature is seen as malleable and self-bound. Hermeneutical man searches values which coincide with his own beliefs and basic assumptions through heuristic way of finding. When the values are consistent with organizational one these can be shared to the all organization members and ensure their organizational behavior available and valid until they don't work well in achieving their goals. In this manner the organizations amplify individual values to the social level. Thus organization should develop the values that might be accepted in society and expand its values to the end all human welfares are increased and accomplished.

組織變化의 文化的 側面

權重生 慶一大學校 1989 論文集 Vol.5 No.1

In this thesis three cultural perspectives in organization changes are discussed. One is the normative approach to organization change which perspective stands for that organization should have the intentions why the organization be changed and to where it should go. Second one is situational approach to organization change which stands for that organization change must be performed in terms of sector conditions in which the organization is activating. The last one is paradigmatic approach in which three paradigms of cultural perspective to organiation change such as integration, difference, and ambiguity paradigms. First of all organization change is considered to have such a process as unfreezing, transformation or change, and refreezing that Kurt Lewin argued. Most scholars of organization change agree on this point. The difference between each perspectives is how to recognize the importance and time of change and how to plan to accomplish it. According to ambiguity paradigm there can be no planning because the change is always occurring in organization ebvironments. In this perspective we should consider that organizations have their own characters and ideologies like an organism. But it must be valid to think the organization change is accomplished in the way that fact premises and value premises must be coordinated to where it should go and for what the organization is moving.

리더십과 조직성과 간에 미치는 팔로워십 특성의 조절효과와 매개효과에 관한 비교분석

권중생,정대식 한국산업경제학회 2012 산업경제연구 Vol.25 No.4

지금까지의 연구에서는 팔로워를 리더와 조직성과의 매개변수로 보는 것과 조절변수로 보는 관점으로 양분되어 있었다. 매개변수로 보는 연구에서는 조직의 성과를 높이기 위해서 리더가 변혁적 리더십을 발휘할 수 있도록 리더교육이 우선되어야 한다는 것을 강조하였다. 이것이 팔로워에게 전달되어 조직성과와 연결된다는 관점이다. 반면 조절변수로 보는 연구에서는 조직의 성과를 높이기 위해서 상황론적 관점에서 팔로워의 상황에 적합한 리더십을 발휘하는 것이 조직성과를 높인다고 본다. 따라서 본 연구는 팔로워십이 리더십과 조직성과 사이에 매개역할을 하는지 조절역할을 하는지 동시에 규명하고자 하였다. 분석 결과 팔로워십은 그 특성에 따라 조절효과와 매개효과가 있는 것으로 파악되었다. 특히 독립적 사고에서는 유사조절효과가 있으며 적극적 사고로 구분한 능동적 참여와 팀 정신은 완전 매개효과를 나타내었다. 팔로워의 목표일치성 지각은 리더와 조직성과에 매개효과와 동시에 유사조절효과를 나타내었으며 비판적 사고는 변혁적 리더십과 거래적 리더십 모두에서 유사조절효과를 가지는 것으로 파악되었다. 그리고 적극적 사고로 분류한 능동적 참여와 팀 정신은 조절효과가 아니라 완전 매개효과를 나타내었다. 팔로워의 특성 중 독립적 사고보다 적극적 사고가 리더와 조직성과 사이에 없어서 안 될 매개 역할을 한다는 것은 이 요인들에 대한 연구를 심화시킬 필요가 있음을 시사한다. Till now, most of the researches related to leadership consider followers as a mediating variable for achieving organizational goals and as a moderating variable one. When the followership is used as a mediating factor in leader-performance relationships, leadership educational programs are focusing on leaders to enhance their capability as transformational leader. Then used as a moderating factor, situational approach for the organizational effectiveness is needed. This paper investigates the characteristics of followership whether it is moderating factor or mediating one between leadership and organizational performances. Survey Questionnaires were collected from companies around Taegu and Kyungsang Province. The finding results show that followership has both mediating and moderating functions between leadership and organizational performances. Sub-components of followership, progressive participation and team spirit characteristics show pure mediating effects between both transformational and transactional leadership and organizational performances. The critical thought moderates both the leaderships and organizational performances. The goal identification has similar moderating effect between them. But it has mediating effects. Hence more elaborate researches to investigate the positive followership variables such as progressive participation and team spirit should be done for practical use in field.

逆說的 組織行動

權重生 慶北大學校 經商大學 經濟學科 1987 慶商大學論集 Vol.15 No.-

組織炳理의 診斷과 處置介入

權重生 경일대학교 산업기술연구소 1991 産業技術硏究所 論文集 Vol.1 No.-

Organizational Pathology is an emerging topic of organizational studies in recent years. Most of the organizations have pathological elements at any degree. The pathological elements stem from so many contexts such as structure, strategies and behavioral aspects in organizations. So the diagnosis of the organizational pathologies can lead to the buildings of their intervention strategies for the making of the organizations healthy.