조직건강 측정도구의 구성타당성 연구 = (A) study on the construct validation of measurement for organizational health

국문 초록 (Abstract)

조직은 탄생, 성장 및 소멸의 생애주기를 갖는 생명체이다. 조직이 건강해야 지속적인 생존과 성장이 가능하다. 전통적으로 건강의 개념은 질병이나 손상이 없는 것을 일컫는다. 그러나 1948년 세계보건기구(WHO)가 건강을 질병이나 손상이 없을 뿐만 아니라 신체적·정신적·사회적으로 완전히 안녕한 상태라고 정의하면서 안녕감(well-being)까지 포함하는 개념으로 확대되었다. 즉, 건강은 환경과의 상호작용에서 잘 적응하여 신체적으로 기능이 원활할 때 나타나며, 강점(strength), 원기왕성(robustness)과 높은 삶의 질(high quality of life) 등 심리적으로 풍요롭고 충만한 삶을 영위할 때 가능하다고 볼 수 있다.
본 연구는 조직건강(organizational health)의 개념을 재정립하고 경영학 분야에 적합한 측정도구(measurement tool)를 개발하여 구성타당성을 검증하는 것이 주된 목적이다. 본 연구에서 조직건강은 조직 프로세스 상에서 발생하는 적합성(fit)과 안녕감(well-being)에 대해 구성원들이 공유하고 있는 조직의 상태로 신체적 건강(physical health)과 심리적 건강(psychological health)으로 구성된다. 신체적 건강은 조직특성이 환경과 업무방식(work ways)에서 적합성을 이루어 일하기에 알맞은 집단적 상태이며, 심리적 건강은 조직특성이 공동체를 지향하며 구성원들이 일의 의미를 찾아 활기 있게 동기화된 집단적 상태를 말한다. 조직건강의 개념, 측정지표와 측정문항은 선행연구를 정리하여 직접 현업에서 전문가로 활동하는 7명에게 Q-sort 방법으로 평가하도록 하였다. 이는 조직건강의 구성요인과 측정문항을 개발하는 단초가 되었으며, 더불어 현업전문가와의 인터뷰에서 수집된 건강한 조직과 건강하지 못한 조직에 대한 사례들은 조직건강의 측정문항으로 일부 개발되었다. 여러 단계를 통해 개발된 조직건강의 측정도구는 355명이 참여한 예비조사를 통해 4개의 구조개념(환경적합성, 업무방식적합성, 활기, 공동체지향)과 31개 문항으로 선택되었다. 본조사를 실시하여 측정모델의 전반적 적합도를 평가한 다음, 수렴타당도(convergent validity)와 판별타당도(discriminant validity) 그리고 법칙타당성(nomological validity)을 통해 구성타당성을 검증하였다.
연구 결과는 다음과 같이 요약할 수 있다.
첫째, 조직건강의 개념적 연구모델은 탐색적 요인분석과 확인적 요인분석을 통해 환경적합성(environment fit), 업무방식적합성(work ways fit), 활기(vitality), 공동체지향(community oriented) 등 4가지 요인으로 구조화됨을 검증하였다.
둘째, 조직건강 측정도구의 수렴타당성을 평가한 결과, 환경적합성(environment fit), 업무방식적합성(work ways fit), 활기(vitality), 공동체지향(community oriented)에 대한 표준화 요인적재량(standardized regression weights) 이 1개 문항을 제외하고 적어도 0.5 이상이며, 모든 문항이 C.R.>2.00로 통계적으로 유의하게 나타났다(Anderson & Gerbing, 1988). 분산추출(VE: variance extracted)의 평균이 0.5이상, 개념신뢰도(construct reliability)가 0.7 이상이므로 수렴타당성이 있다고 할 수 있다.
셋째, 조직건강 측정도구의 판별타당성을 평가한 결과, 4개 개념 각각의 평균분산추출(average variance extracted: AVE) 값이 개념들 간 상관계수(correlation coefficient)의 제곱값(square)을 상회하기 때문에 판별타당도가 있다고 할 수 있다.
넷째, 조직건강 측정도구의 법칙타당성을 평가한 결과, 조직건강은 이직의도와 조직냉소주의에 대해 법칙적 관련성을 갖고 이는 통계적으로 유의한 것으로 나타났다.
본 연구는 조직건강의 정의를 재정립하고 이론적 틀에 근거하여 구성개념과 측정문항을 개발하여 경영학에서 적용가능하고 신뢰성과 구성타당성이 검증된 측정도구를 제시하였다는 점에서 큰 의의가 있다. 이로써 조직건강은 조직의 여러 현상을 예측할 수 있으며, 조직건강 연구 분야에서 실증적 연구가 가능하게 되었다.

목차 (Table of Contents)

• 차 례
• 국문요지 ⅳ
• 제 1 장 서론 1
• 제 1 절 문제제기와 연구의 의의 1
• 제 2 절 논문의 구성 6
• 제 2 장 기존 문헌검토 8
• 제 1 절 조직 내 건강에 관한 연구동향 8
• 1. 개인수준의 건강(health)에 관한 연구 10
• 2. 개인수준의 질병(illness)에 관한 연구 11
• 3. 조직수준의 질병(illness)에 관한 연구 15
• 4. 조직수준의 건강(health)에 관한 연구 18
• 제 2 절 조직건강의 연구 21
• 1. 개념연구 22
• 1.1. 조직건강의 정의 22
• 1.2. 조직건강의 구성요인 29
• 2. 실증연구 35
• 제 3 장 본 연구의 모델 41
• 제 1 절 조직건강의 정의와 구조 41
• 1. 조직건강의 의미 41
• 1.1. 신체적 건강(적합성: fitness) 42
• 1.2. 심리적 건강(안녕감: well-being) 46
• 2. 조직건강의 정의 및 구조개념 50
• 제 4 장 조직건강 측정도구 개발 및 구성타당성 검증 52
• 제 1 절 조직건강 측정도구의 개발절차 52
• 제 2 절 조직건강의 측정도구 개발 58
• 1. 표본 59
• 2. 설문지 구성 59
• 3. 통계방법 59
• 4. 용어의 조작적 정의 60
• 5. 문항축소를 위한 분석절차 60
• 6. 결과 63
• 제 3 절 조직건강 측정도구의 구성타당성 검증 66
• 1. 표본 66
• 2. 설문지 구성 68
• 3. 통계방법 68
• 4. 조직건강 측정모델 분석 69
• 4.1. 교차타당성 검증 69
• 4.2. 구성타당성 검증 72
• 4.2.1. 수렴타당성 72
• 4.2.2. 판별타당성 73
• 4.2.3. 법칙타당성 83
• 4.2.4. 윤종건의 학교조직건강 측정도구와 비교 91
• 제 5 장 결론 및 함의 94
• 제 1 절 주요 연구결과 94
• 제 2 절 함의 97
• 제 3 절 연구의 한계점과 향후 연구방향 99
• 참고문헌 101
• 부 록 123
• Abstract 135

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