행정조직의 문화유형에 대한 실증적 분석 = 조직문화평가도구(OCAI)의 적용

다국어 초록 (Multilingual Abstract)

Based on the Competing Value Model, the study investigates the type of organizational culture, using the Organizational Culture Assessment Instrument developed by Cameron and Quinn and analyzed the gap between current and desirable organizational culture empirically. The analytic results show that while the organizational members prefer the hierarchical organizational culture as a dominant organizational culture on the current level, they prefer the relational organizational culture as a desirable organizational culture on the future level. In addition, the diagnosis of organizational culture by the type of task reveals that while the planning section recognized the hierarchical organizational culture as a strong culture, the implementing section identified the market culture as a dominant culture. Those findings suggest the following implications. First, the sustainable management of organizational culture requires the suitable strategic tool relevant to the reinforcement of organizational culture. Second, despite the fact that the balance among four types of organizational culture is needed theoretically, PPS should adopt the strategy to reinforce the dominant culture, considering the characteristic of the task of each section. Nevertheless, based on the vision of PPS, the study suggests that PPS should try to not only incorporate the market culture as a dominant culture but also maintain the balance among four types of culture.

목차 (Table of Contents)

• Ⅰ. 서론
• Ⅱ. 경쟁가치모형과 선행연구 검토
• Ⅲ. 조직문화 유형별 특징과 측정방법
• Ⅳ. 조직문화 분석결과 및 논의
• Ⅴ. 결론
• 참고문헌

참고문헌 (Reference)

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6 "한국행정조직의 문화적 프로필에 관한 연구: 중앙부처를 대상으로" 39 (39): 41-62, 2005

7 "지방자치단체장의 리더십, 조직문화, 조직효과성과의 관계: 경쟁가치모형의 적용" 19 (19): 59-90, 2005

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