조직문화의 유형과 직무만족, 조직몰입 및 혁신적 업무행동 간의 구조적 관계: 농,수,산림협동조합을 중심으로

다국어 초록 (Multilingual Abstract)

This study looked into the types of organizational culture in the Agricultural, Fisheries, and Forestry cooperatives by employing Quinn & McGrath`s (1985) competing value model, and conducted an analysis of the structural equation model targeting the employees of these cooperatives to verify the relationship between organizational culture and innovational behavior. An analysis of analytical studies found that the organizational culture of these cooperatives can be classified as one of four types: show hierarchy, rational, consensus, and development, in order. This study revealed that development culture (β=.482) exerts a positive (+) influence on job satisfaction. Consensus culture (β=.349) and hierarchy culture (β=.228) have a positive (+) influence on organizational commitment. Development culture (β=.337) turned out to have a significantly positive (+) influence on innovational behavior, whereas consensus culture (β=-.367) exerts a negative (-) influence on innovational behavior. With respect to the influence of organizational culture on innovational behavior, this study analyzed the mediated effect through job satisfaction and organizational commitment and found that consensus culture and hierarchy culture have a statistically significant mediated effect, whereas rational culture and development culture have no statistically significant mediated effect. As a political implication, this study suggests that development culture is the least prevalent type of organizational culture among these cooperatives, which implies that the intensive management and cultivation of development culture is very important to promote innovational behavior by employees in pushing ahead with reformation and change for improving to an innovational ones.

참고문헌 (Reference)

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