組織文化가 組織效果性에 미치는 影響 : 公共硏究組織과 民間硏究組織間 比較硏究를 中心으로 = Study on the organizational culture for enhancement of the effectiveness of the organization:based on the comparison between public R&D institutes and private R&D institutes

다국어 초록 (Multilingual Abstract)

As a community has its own culture, and each individual has their own personality, all the R&D institutes have their own unique cultural characteristics, namely the organizational culture.
The purpose of this study is to compare the types of organizational culture between the public and the private R&D institutes to identify the effects of organizational culture on the organizational effectiveness. The Competing Value Approach by Quinn was applied to this study to clarify how the effectiveness of the organization is affected by four different types of cultures: Group, Hierarchical, Developmental, and Rational.
The total number of subjects was 312, who comprised of 4 public R&D and 6 private R&D institutes. The questionnaire composition was based on 5 point scale of Likert-type, and SPSSWIN program was utilized in statistical analysis.
The results of this study can be summarized to four parts:
First, this study found out that the public and the private R&D institutes show statistically meaningful differences in all cultural aspects except in developmental culture. Although group and hierarchical culture are weak in all the R&D institutes, the private R&D institutes are stronger than the public R&D institutes in all types of the organizational culture.
Second, in the public R&D institutes, group culture affected organizational commitment and job satisfaction whereas rational culture only affected job satisfaction. In the private R&D institutes, developmental and group culture affected organizational commitment and job satisfaction. But hierarchical culture affected neither organizational commitment nor job satisfaction in the entire R&D institutes.
Third, the proper communication system enforced group culture to affect organizational commitment and job satisfaction.
Finally, the irregular workers on the annual salary system whose R&D institutes are in group culture have a strong tendency on organizational commitment and job satisfaction.

목차 (Table of Contents)

• Abstract vi
• 제1장 서 론 1
• 제1절 문제제기 및 연구목적 1
• 제2절 연구의 범위와 방법 5
• 제2장 이론적 배경 9
• 제1절 조직문화 9
• 1. 조직문화의 의의 9
• 2. 조직문화의 유형 18
• 제2절 조직효과성 23
• 1. 조직효과성의 개념 23
• 2. 조직효과성의 측정지표 25
• 제3절 공공․민간연구조직의 조직문화 비교 28
• 1. 연구조직의 업무와 조직 특성 28
• 2. 공공․민간연구조직의 조직문화 36
• 3. 공공․민간연구조직의 효과적 조직문화 49
• 제4절 상황변수의 작용 54
• 1. 의사소통의 원활성 54
• 2. 연봉계약제 임용 58
• 제3장 연구모형 및 가설설정 63
• 제1절 연구모형의 설계 63
• 제2절 가설의 설정 64
• 1. 공공연구조직과 민간연구조직간의 조직문화 비교 64
• 2. 조직문화와 조직효과성 66
• 3. 상황변수의 조절효과 68
• 제4장 실증분석 71
• 제1절 조사개요 71
• 1. 표본추출 71
• 2. 설문지의 구성 73
• 3. 분석방법 74
• 제2절 자료의 분석 74
• 1. 자료의 특성분석 74
• 2. 요인분석 76
• 3. 신뢰도 분석 79
• 제3절 가설검증과 논의 80
• 1. 가설 1의 검증 80
• 2. 가설 2의 검증 83
• 3. 가설 3의 검증 92
• 제5장 결 론 104
• 제1절 연구결과의 요약 104
• 제2절 연구결과의 한계점과 향후 연구방향 106
• 참고문헌 108
• 부 록 112