임파워먼트와 조직분위기가 조직유효성에 미치는 영향 연구 = (A) study on the effects of empowerment and organizational climate on organizational effectiveness

다국어 초록 (Multilingual Abstract)

"Empowerment" has become a widely used word within the organizational sciences. Widespread use of the term has come at a time when foreign competition and change have forced a search for alternative forms of management that encourage commitment, risk-taking and innovation. This interest in empowerment is due to several reasons. First, studies on leadership and management skills suggest that the practice of empowerment into subordinates is a principal component of managerial and organizational effectiveness. Second, analysis og power and control within organizations reveals that the total productive forms of organizational power effectiveness grow with superior' sharing of power and control with subordinates. Finally, experiences in team building within organizations suggest that empowerment techniques play a crucial role in group development and maintenance.
Empowerment is an energizing context which specific process expands an individual's power and feelings of trust, is usually facilitated by others, and leads to positive outcomes such as job satisfaction and organizational commitment. Empowerment is defined here as an increased intrinsic task motivation.
Organizational climate, an element of organizational environments, is said to influence behavior in one or more of several different ways. Organizational climate has been used to more of refer to a broad class of organizational and perceptual variables which reflect individual-organizational and affect individuals' behavior in organizations. Several empirical findings have shown that climate exerts a significant influence on organizational performance, as well aw affecting the motivation and behavior of individuals.
The purpose of this study was to explore an influence of empowerment and organizational climate on organizational effectiveness. And its hypotheses were as follows:
Hypothesis Ⅰ. Empowerment may influence organizational effectiveness.
Hypothesis Ⅱ. Organizational climate may influence organizational effectiveness.
Hypothesis Ⅲ. Empowerment may influence organizational climate.
Hypothesis Ⅳ. Empowerment and organizational climate may influence organizational effectiveness.
To test the research hypotheses, four hundred fifty questionnaires were distributed to six enterprises in Korea from August 10, 2005 to August 24, 2005. Four questionnaires away were discarded because they were not answered properly; a total of 431 questionnaires were used for this study. The research date were analyzed using PC SPSS? programs such Pearson Correlation, Factor Analysis, and Multiple Regression Analysis.
The results of the study are summarized as follows:
(1) The relationship between empowerment and job satisfaction was significantly positive. Among the empowerment factors, meaning, competence, and impact were significant factors that influenced job satisfaction. And the relationship between empowerment and organizational commitment was significantly positive. Among the empowerment factors, meaning and choice were significant factors that influenced organizational commitment.
(2) The relationship between organizational climate and job satisfaction was significantly positive. Among the organizational climate factors, familiarity, communication, and goal emphasis were significant factors that influenced job satisfaction. And the relationship between organizational climate and organizational commitment was significantly positive. Among the organizational commitment factors, familiarity and communication were significant factors that influenced organizational commitment.
(3) The relationship between empowerment and organizational climate was significantly positive. Among the empowerment factors, meaning and competence were significant factors that influenced empowerment.
(4) Organizational climate intermediated between empowerment and organizational commitment.
The findings in this study have shown the effects of empowerment and organizational climate on the organizational effectiveness. These date suggest the basic source for management of human resources in organizational in the aspect of human behavior. Empowered employees will have a high degree of self-confidence and self-efficacy, which consequently will lead to organizational effectiveness such as job satisfaction and organizational commitment. Therefore, the results of this study strongly suggest that each employees' morale and to improve the organizational effectiveness.

목차 (Table of Contents)

• 목차 = ⅴ
• 제1장 서론 = 1
• 제1절 문제의 제기 및 연구 목적 = 1
• 제2절 연구 방법 및 구성 = 4
• 제2장 이론적 배경 = 6
• 제1절 조직분위기 = 6
• 1. 조직분위기 개념 = 6
• 2. 분위기 형성에 대한 접근방법 = 14
• 제2절 임파워먼트 = 33
• 1. 임파워먼트의 의의 = 33
• 제3절 조직유효성 = 52
• 1. 조직유효성의 개념 = 52
• 2. 조직 유효성의 측정 = 55
• 3. 조직분위기와 임파워먼트, 조직유효성 = 67
• 제3장 연구의 설계와 방법 = 70
• 제1절 가설설정 = 70
• 제2절 자료모집 방법 = 75
• 제4장 실증연구 = 76
• 제1절 자료의 분석 = 76
• 제2절 가설의 검증 = 88
• 1. 가설Ⅰ의 검증 = 88
• 2. 가설Ⅱ의 검증 = 90
• 3. 가설Ⅲ의 검증 = 92
• 4. 가설Ⅳ의 검증 = 94
• 제5장 결론 = 101
• 제1절 연구결과의 요약 = 101
• 제2절 연구의 시사점 및 실천방안 = 106
• 제3절 연구의 한계 및 향후 연구방향 = 110
• 〈참고문헌〉 = 112
• ABSTRACT = 122
• 설문지 = 127