조직문화 격차가 조직효과성에 미치는 영향 = 직무만족·조직몰입의 매개효과

국문 초록 (Abstract)

본 연구는 46개의 책임운영기관에 근무하는 공무원을 대상으로, 조직문화 격차가 조직효과성(직무만족, 조직몰입, 조직성과)에 미치는 영향을 탐구하였다. 구체적으로, 조직문화 격차와 조직성과의 관계가 직무만족과 조직몰입을 통하여 매개되는 효과를 중심적으로 살펴보았다. 조직문화의 격차는 경쟁가치 모형(Competing Values Framework)에서 도출한 네 가지의 문화(집단문화, 발전문화, 합리문화, 위계문화)를 바탕으로, 각 문화에서 현재의 문화에 대한 인식과 미래에 원하는 문화의 인식간의 차이로 측정하였다. 직접효과와 매개효과를 분석하기 위해 편상관(Partial Correlation) 분석과 매개회귀분석을 실시하였다. 분석결과 첫째, 각 조직문화 격차는 조직성과에 부정적인 영향을 주었다. 둘째, 조직문화 격차는 직무만족과 조직몰입이라는 매개변수를 거쳐 조직성과에 영향을 미치는 것으로 나타났다. 특히, 조직문화 격차는 직무만족이라는 매개효과를 거쳐야만 조직성과에 영향을 주는 완전매개효과를 확인하였다. 결론적으로 공무원의 직무동기를 효과적으로 관리 및 양성하는 것이 정부조직의 혁신과 성과향상을 위한 방안으로 활용될 수 있음을 제시하였다.

다국어 초록 (Multilingual Abstract)

Recent public organization/management studies have emphasized the role of organizational culture related to organizational innovation and effectiveness. However, little studies have not been focused on the effects of organizational culture gap on the organizational effectiveness(job satisfaction, organizational commitment, organizational performance). In addition, the mediating role of work motivation(job satisfaction and organizational commitment) in the association between culture gap and organizational effectiveness has not been investigated well. Using survey data from public employees in 46 executive agencies in Korea, the authors find that culture gap has a negative relationship with organizational effectiveness(job satisfaction, organizational commitment, organizational performance). In addition, job satisfaction shows its full mediating role in the relationship between culture gap and organizational performance. The theoretical and practical implications of these findings are throughly discussed.

목차 (Table of Contents)

• 논문요약
• Ⅰ. 서론
• Ⅱ. 이론적 배경
• Ⅲ. 연구 설계
• Ⅳ. 분석결과
• Ⅴ. 연구결과 요약 및 논의
• Ⅵ. 결론
• 〈참고문헌〉
• [Abstract]

참고문헌 (Reference)

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5 이경호, "중앙행정기관의 조직특성과 조직효과성의 관계에 관한 연구" 한국행정연구소 52 (52): 1-34, 2014

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