組織文化性向이 組織有效性과 勞使安定性에 미치는 影響에 關한 硏究 = (An) Empirical Study on the Impacts of Organizational Culture Orientation on Organizational Effectiveness and Stability of Industrial Relation

다국어 초록 (Multilingual Abstract)

The above study has been empirically implemented for 863 employees working large business enterprises in Korea in order to examine the impacts of organizational culture orientations on organizational effectiveness and the stability of industrial relations particularly focusing on moderating effects of the operational ideology style of the two federations of trade union.
This empirical study has analysed several influential relationships and differences between each variables such as ① the difference of organizational effectiveness and stability of industrial relation by organizational culture orientation which was developed by R. Harrison, ② the difference of organizational culture orientation and organizational effectiveness by the federation of trade union, ③ and the difference of organizational effectiveness and stability of industrial relation between the two union federation.
Key findings of the survey results are as follows:
① Support culture and achievement culture orientation of employee have positively influenced on organizational effectiveness such as job satisfaction and organizational commitment.
② Support culture orientation is the most strongly influenced on the stability of industrial relation, and also power culture and achievement culture orientation have positively influenced on the dependent variable in turn.
③ Achievement culture and support culture orientation in the companies under the Korea Federation of Trade Union have positively influenced on job satisfaction, and the power culture and support culture orientation in the enterprises under the Democratic Federation of Trade Union have influenced on organizational commitment respectively.
④ Support culture and power culture orientation in the business firms under the Korea Federation of Trade Union have positively influenced on stability of industrial relation, and also support culture orientation in the business companies under the Democratic Federation of Trade Union have influenced on stability of industrial relation.
⑤ The Stability of industrial relation has strongly influenced on employees job satisfaction and organizational commitment regardless of ideology style of industrial relation.
In conclusion, the above results of this study leave following suggestions:
① Business managers should establish some institutions and practice to be stabilized the values and beliefs of support culture and achievement culture.
② Business companies have to give efforts to stabilize support culture by considering and supporting employees for stable industrial relation, and also to provide efforts to anchor achievement culture by promoting achievement orientation management.
③ Top manager of the business companies has to understand that trade union is the very partner of business activities and the stability of industrial relation is very important for business success.
④ Members of business firms should try to internalize and institutionalize the values and beliefs of support culture any business enterprise under regardless of any federation of trade union to be successful improvement of organizational effectiveness and stabilization of industrial relation.

목차 (Table of Contents)

• 목차
• 제1장 서론 = 1
• 제1절 문제제기 = 1
• 제2절 연구목적 = 3
• 제3절 연구방법과 범위 = 4
• 제2장 이론적 고찰 = 7
• 제1절 조직문화 이론 = 7
• 1. 조직문화의 의의 = 7
• 2. 조직문화의 구성요소 = 10
• 3. 조직문화의 유형 = 12
• 제2절 노사안정성 및 노동조합 이론 = 27
• 1. 노사관계의 목표 = 27
• 2. 노사안정성의 선행연구 = 29
• 3. 노동조합의 개념 = 32
• 4. 한국노총과 민주노총의 비교 = 35
• 제3절 조직유효성 이론 = 47
• 1. 조직유효성의 개념 = 47
• 2. 조직유효성의 평가요소 = 49
• 3. 조직유효성의 측정변수 = 50
• 제4절 조직문화와 조직유효성 및 노사안정성의 관계에 관한 선행연구 = 61
• 1. 조직문화와 조직유효성의 관계 = 61
• 2. 조직문화와 노사안정성의 관계 = 63
• 3. 노사안정성과 조직유효성의 관계 = 65
• 제3장 연구조사의 설계 = 67
• 제1절 연구모형과 가설의 설정 = 67
• 1. 연구모형 = 67
• 2. 가설의 설정 = 68
• 제2절 변수의 조작적 정의 및 측정 = 71
• 1. 변수의 조작적 정의 = 71
• 2. 측정도구 = 75
• 제3절 조사방법과 표본의 설정 = 76
• 1. 자료수집 및 표본의 구성 = 76
• 2. 자료분석 방법 = 78
• 제4장 실증분석 = 79
• 제1절 표본의 인구 통계적 특성 = 79
• 1. 표본의 응답자 특성 = 79
• 2. 표본의 직무특성 = 80
• 제2절 자료의 신뢰성 및 타당성 분석 = 81
• 1. 신뢰성 분석 = 81
• 2. 타당성 분석 = 83
• 제3절 변수간의 상관관계분석 = 87
• 제4절 연구가설의 검증 = 89
• 1. 가설 1의 검증 = 89
• 2. 가설 2의 검증 = 91
• 3. 가설 3의 검증 = 93
• 4. 가설 4의 검증 = 95
• 5. 가설 5의 검증 = 99
• 6. 인구 통계적 변수와 조직유효성 및 노사안정성의 차이분석 = 102
• 7. 가설검증 결과의 요약 = 109
• 제5장 결론 = 110
• 제1절 연구결과의 요약 = 110
• 제2절 연구결과의 시사점 = 113
• 제3절 연구의 한계와 향후 연구방향 = 115
• 참고문헌 = 117
• 설문지 = 125
• ABSTRACT = 132