警察의 組織文化가 職務滿足에 미치는 影響에 관한 硏究 = (A)study on the effect of organizational culture of the police on the job satisfaction

다국어 초록 (Multilingual Abstract)

This study aims to analyze the effect of organizational culture of the police on the job satisfaction under the present situation in which the police activities of the community policing are in active. As a result of the investigation for achieving the goal of this study is as follows.
First, it was revealed that organizational culture of the Korean police was highest in hierarchy culture(3.77), followed by market culture(3.24), adhocracy culture(3.10) and clan culture(2.51).
As a result of analyzing the difference in organizational culture by demographic features, it was found there was no difference in an average by type of organizational culture according to classes and there was a difference in an average between groups according to present department in service, Intelligence/Security department(2.9038) was lowest and Police Affairs dept.(3.5982) showed the highest market culture. Besides that, there is no difference in an average by type of organizational culture according to the class of the police station. With regard to the difference by type of organizational culture according to the number of years in service, a difference appears in 1-2 years service(2,4268), above 3 years(2,4639) and below 1 year(2.6929), and in the case of adhocracy culture, a difference appears in 1-2 years(2.9559) and below 1 year(3.2473).
Second, in respect of job satisfaction with the police, general job satisfaction was high as 3.27, indicating that the degree of satisfying their job was high. To examine it by dividing it into a motivation factor and a hygiene factor, a motivation factor was 3.23 and a hygiene one was 2.81, so it was showed that motivation factors such as promotion, achievement, development possibility, sense of responsibility, etc. was higher in satisfaction than hygiene factors such as compensation, occupation steadiness, supervision, working conditions, etc. As a result of an analysis of job satisfaction by demographic features, first with regard to job satisfaction according to a class, a difference appears in a police sergeant, a senior policeman, a policeman and above a police lieutenant, and in the case of general job satisfaction, a difference appears in a policeman, a senior policeman and above a police lieutenant. In respect of job `dept. and Police Affairs dept., and in the case of general job satisfaction, the largest difference appeared in Patrol Division and Police Affairs dept. With regard to job satisfaction according to the class of the police, there appears a difference between groups of the first class police station and the second, third class police station in a motivation factor, a hygiene factor and a general job satisfaction. In respect of job satisfaction according to the number of years in service, it was found that there was a difference in 1-2 year, 2-3 years, above 3 years and below 1 year in terms of a motivation factor, a hygiene factor, and general job satisfaction.
Third, as a result of analyses of the effect of organizational culture on a motivation factor, all the 4 types of organizational culture were found to influence motivation factor satisfaction, but group culture(R²=.276) had the greatest effect on a motivation factor, and next more influence is exerted on such an factor in the order of market culture(R²=.229), adhocracy culture(R²=.180) and hierarchy culture(R²=.141).
Fourth, as a result of analyses of the effect of organizational culture on a hygiene factors, it can be expected that the higher clan culture, the higher satisfaction with a hygiene factor will be; the higher market culture, the higher the satisfaction with a hygiene factor; the higher adhocracy culture, the higher the satisfaction with a hygiene culture; and the higher hierarchy culture, the satisfaction with a hygiene factor. In addition, with regard to the effect of the type of organizational culture on a hygiene factor, it was found all the 4 types of organization culture influence on hygiene factor satisfaction, but clan culture(R²=.302) had the greatest effect on a hygiene factor, and next more influence is exerted on such an factor in the order of adhocracy culture(R²=.184), market culture(R²=.178), and hierarchy culture(R²=.054).
Fifth, as a result of analyses of the effect of organizational culture on the job satisfaction, it can be expected that the higher clan culture, the higher job satisfaction will be ; the higher adhocracy culture, the higher job satisfaction; the higher adhocracy culture, the higher job satisfaction; and the higher hierarchy culture, the higher job satisfaction.
And to examine the effect of the type of organizational culture on job satisfaction, it was revealed that all the 4 organizational culture has an effect on job satisfaction, but market culture(R²=.161) greatest influences job satisfaction, and next more influence is exerted in such an factor in the order of clan culture(R²=.126), adhocracy culture(R²=.120), and hierarchy culture(R²=.082).
On the basis of these findings, the author proposes following political methods.
First, to make the organizational control of the police efficient, it is necessary to take measures such as team-based operation of the police organization, conversion of paradigm of police administration and systematized learning of a police organization.
Second, to make the personnel management of the police reasonable, it is essential to take measures such as activation of many-sided evaluation system, extension of employing sphere of job-vacancy announcement system and activation of a legal consultation system.
Third, to make the treatment and welfare system of the police substantial, it is necessary to extend payment of risk allowance to all the personnel and make substantial in operation methods of a customized welfare system.

목차 (Table of Contents)

• 제1장 서론 = 1
• 제1절 연구의 목적 = 1
• 제2절 연구의 범위 및 방법 = 5
• 1. 연구의 범위 = 5
• 2. 연구의 방법 = 9
• 제2장 연구의 이론적 배경 = 12
• 제1절 경찰의 조직문화 = 12
• 1. 조직문화의 의의 = 12
• 2. 경찰의 조직문화 = 15
• 제2절 직무만족의 개관 = 29
• 1. 직무만족의 의의 = 29
• 2. 직무만족의 중요성 = 35
• 3. 직무만족에 영향을 미치는 요인 = 37
• 제3절 직무만족과 관련이론 = 49
• 1. 마슬로우(A. Maslow)의 욕구단계이론 = 49
• 2. 허쯔버그(F. Herzberg)의 위생이론과 동기이론 = 51
• 3. 브룸(V. Vroom)의 기대이론 = 52
• 제4절 선행연구의 검토 = 56
• 1. 조직문화와 조직효과성과의 관련성 연구 = 56
• 2. 조직문화와 직무만족과의 관련성 연구 = 57
• 3. 직무스트레스와 직무만족과의 관련성 연구 = 60
• 제3장 연구의 설계 및 방법 = 65
• 제1절 연구의 설계 = 65
• 1. 분석의 틀 = 65
• 2. 가설의 설정 = 66
• 3. 변수의 조작적 정의 = 69
• 제2절 분석방법 = 75
• 1. 설문지 구성 = 75
• 2. 표본 설계와 자료수집 방법 = 77
• 제4장 조사결과의 분석과 논의 = 79
• 제1절 조사결과의 분석 = 79
• 1. 조사대상자의 일반적 특성 = 79
• 2. 측정지표의 타당성과 신뢰도 검증 = 81
• 3. 일반적 특성별 조직문화에 대한 차이 분석 = 87
• 4. 조직문화와 직무만족 사이의 관계 분석 = 103
• 제2절 분석결과의 논의 및 정책적 제언 = 118
• 1. 분석결과의 논의 = 118
• 2. 정책적 제언 = 125
• 제5장 요약 및 결론 = 135
• 참고문헌 = 139
• ABSTRACT = 148
• 부록 = 153