혁신적 조직문화가 인적자원의 혁신성과 조직몰입에 미치는 영향 = The Influence of Innovative Organization Culture to Human Resource Innovation and Organizational Commitment

국문 초록 (Abstract)

대체로 조직문화를 네 가지로 나누어 각각의 문화형태에 따라 조직행동의 여러 변수와의 관계를 파악한 것이 이제까지의 조직문화와 관련된 연구의 경향이라 할 수 있다. 각 조직문화 유형에 따른 조직의 성과를 연구한 것은 많지만 혁신적인 조직문화 특성이 인적자원의 혁신성과 조직몰입에 미치는 영향을 파악한 것은 거의 없다. 이 논문에서는 조직문화가 혁신적일 때 인적자원의 행동도 혁신적으로 변하고 도전적이며 미래 지향적인 구성원들에 의해 조직성과의 하나인 조직몰입이 높아져 더욱 열심히 일하며 조직에 남아있으려는 경향이 커진다는 것을 검증하였다. 현재의 조직문화를 분석하고 그 조직문화를 혁신적으로 바꾸게 되면 조직 구성원들의 직무관련 행위도 혁신적으로 바뀌어 조직몰입을 증대시키도록 실무적으로 활용할 수 있다. 혁신적 조직문화가 조직몰입에 직접 영향을 미치는 것이 인적자원의 혁신적 행위에 따라 조직몰입 정도가 영향을 받는 간접효과보다 크다는 것을 파악하였다. 이것은 인적자원의 매개영향에 대한 다양한 해석을 가능케 한다. 그러므로 더 구체적인 변수 설계에 의한 연구가 필요하다.

다국어 초록 (Multilingual Abstract)

Although most organization members recognize that organizations should take innovative change to survive in the radical environmental change, it is difficult to implement the innovative change. In this paper, earlier studies on organizational innovation for some elements of organizational performance including organizational commitment are reviewed. This paper assumes that to make organizational innovation successful, human resource the core factor of it should implement it. To make the human resource innovative, organizational culture should be innovative in advance. Then the human resource could be innovative and committed to organization. The structural equation model for this research shows that the innovative organizational culture causes human resource innovative and organizational commitment could be gotten. The innovative organizational culture influence the commitment also. But the results shows that organizational commitment is enhanced directly from the innovative organizational culture rather through the innovativeness of human resource. It could be interpreted as a reason of resistance to innovation in organization from some members. The research results may be available to apply to make organizational members innovative with some cautions of managing them for the enhancement of organizational commitment and useful formation of organization culture for that.

목차 (Table of Contents)

• I. 서 론
• II. 이론적 배경 및 가설설정
• III. 연구의 설계와 분석
• IV. 연구결과
• V. 결 론

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