조직문화 변화활동의 효과성에 관한 연구 : 리더의 지원과 보상의 조절효과를 중심으로

다국어 초록 (Multilingual Abstract)

This thesis is examining the effectiveness of the organizational culture change efforts carried on in major Korean companies. Most of the organizational culture researches so far have used organization, not individual, as their level of analysis. Moreover they have their focus on showing the necessity of managing culture, suggesting the relation of organizational culture and performance, rather than showing the way of changing organizational culture. But this research started from more practical questions: “how to develop the desired organizational culture?”and “how to assess the effectiveness of those culture change efforts?” To assess the effectiveness of organizational culture change efforts, this paper reviewed the broad and contradictory concepts of organizational culture in previous researches and narrowed down the concepts according to the depth, width, and diversity of organizational culture concept. This paper is differentiated from the previous ones in that it assessed the result of organizational culture change efforts with the extent of individual member's acceptance of the new cultural value, rather than measuring the change of cultural type in organizational level.
To measure individuals' acceptance of organizational culture as the effectiveness of culture change effort, a survey research was performed over 272 individuals in 9 companies. When the research model was tested through regression analysis with the collected data, all of the hypothesis were supported and showed that members accept organizational culture more deeply when they are exposed to culture change efforts more often. And if the leaders support the organizational culture and if there're rewards for accepting it, those efforts effects more strongly to the individuals.
This research gave theoretical justification of organizational culture change efforts through testing what kind of change they make in individuals, filling up the limitation of previous theoretical researches on organizational culture.

목차 (Table of Contents)

• 목차
• Ⅰ. 서론 = 1
• 1. 연구의 목적 및 문제제기 = 1
• 2. 연구 방법 및 구성 = 3
• Ⅱ. 이론적 배경 = 4
• 1. 조직문화의 연구 관점 및 정의 = 4
• 2. 조직문화 변화 = 11
• 1) 조직문화 변화 필요성 = 12
• 2) 조직문화 변화가능성 = 14
• 3. 조직문화 변화활동 = 17
• 1) 변화의 3단계 = 17
• 2) 조직문화 유형구분 = 18
• 3) 조직문화 변화활동 = 20
• 4) 조직문화 변화 영향요인 = 22
• 4. 조직문화 변화활동의 효과성에 관한 선행연구 = 25
• 1) 조직문화 변화활동의 효과성 = 25
• Ⅲ. 연구 모형 및 가설설정 = 27
• 1. 연구모형 = 27
• 2. 가설 설정 = 28
• 1) 조직문화 변화활동 노출정도 = 28
• 2) 조직문화 수용도 = 29
• 3) 리더의 지원 = 31
• 4) 조직문화 수용에 대한 보상 = 33
• 5) 통제변수 = 34
• Ⅳ. 연구 방법 = 36
• 1. 연구 절차 및 표본 = 36
• 2. 변수 정의 및 측정 = 39
• 1) 독립변수 = 39
• 2) 종속변수 = 41
• 3) 조절변수 = 42
• 4) 통제 변수 = 43
• Ⅴ. 연구 결과 = 44
• 1. 신뢰성 및 타당성 분석 = 44
• 2. 상관관계 분석 = 48
• 3. 가설검증 = 50
• 1) 가설 1의 검증 = 50
• 2) 가설 2, 3의 검증 = 51
• 3) 연구 결과 요약 = 55
• Ⅵ. 논의 및 결론 = 56
• 1. 연구 요약 및 시사점 = 56
• 2. 연구의 한계 및 향후 연구 방향 = 58
• 참고문헌 = 60
• Abstract = 66
• 설문지 = 68