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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.
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.