우리나라 企業의 組織文化類型 및 組織有效性과의 關聯性 硏究 : 組織構成員의 知覺反應을 중심으로 = (A)study of organizational culture and its relationship with organizational effectiveness in Korean firms

다국어 초록 (Multilingual Abstract)

I. Introduction
Strong organization should adapt itself to the external environments and develop its particular culture in order to integrate internal structure, skill, system, and strategy. Such an organizational culture is defined as the internally shared value and the way of behavior expressed universally.
The main point of this thesis takes the pure cultural viewpoint of organization in overall interprises rather than each individual enterprises which set value which values more cultural pragmatism.
The aim of this research from this viewpoint is;
First, to classify overall organizational culture patterns of Korean firms secondly, to recognize the relationship with personnel administration characteristics as per each culture pattern thirdly, to study the relationship between organizational effectiveness and cultural pattern and lastly, to define the factors influencing the formation of organizational culture.
This research follows the framwork shown as in figure 1 below.
◁표 삽입▷(원문을 참조하세요)
(이후논문누락)
III. Limitations of the study
The limit of this research is as follows;
1) The limit of sampling range required for the organizational culture pattern universally in Korean firms.
2) The insufficient consideration of culture forming factors.
3) The limit of statistical application.
IV. Suggestions for the study
1. Until now, the organization research has emphasized the goal and means in view of efficiency and rationality while it has overlooked organizational ethics and social responsibility of enterprise. But as it was verified in this thesis that the organizational culture has a very strong influence on the sociality of organization, it is concluded that a kind of research considering the factors which contribute to both member of organization and community and which grasp their interests is necessary.
2. Oriental organizational culture put the value before action. To prove this point, in-depth research considering even the unconsciousness of member of organization is required.

목차 (Table of Contents)

• 第一章. 序論 = 1
• 第一節. 硏究의 目的 = 1
• 第二節. 硏究의 方法 및 範圍 = 2
• 第二章. 組織文化에 관한 理論的 考察 = 7
• 第一節. 組織文化의 意義 및 接近法 = 7
• 1. 組織文化의 意義 = 7
• 1) 組織文化의 定義 = 7
• 2) 組織文化의 性格 = 12
• 3) 組織文化의 重要性 및 機能 = 13
• 2. 組織文化硏究의 接近法 = 15
• 1) 文化理論의 接近 = 15
• 2) 組織文化理論의 接近 = 18
• 3) 美·日의 組織文化 = 22
• 第二節. 組織文化의 類型 = 30
• 1. 組織文化의 要素 및 類型 = 30
• 2. 헤리슨 (R. Harrison)文化類型의 槪念的 特性 = 34
• 第三節. 組織文化와 關聯變數 = 40
• 1. 組織文化에의 影響要因 = 40
• 2. 組織文化와 人事管理 = 42
• 3. 組織文化와 組織有效性 = 45
• 1) 組織有效性의 意義 및 評價要素 = 45
• 2) 組織文化와 組織有效性에 관한 先行硏究 = 47
• 第三章. 實證的 硏究의 設計 = 50
• 第一節. 硏究模型의 設計 = 50
• 第二節. 變數의 設定 및 操作的 定義 = 50
• 第三節. 硏究假說의 設定 = 54
• 第四節. 硏究標本의 特性 및 測定道具 = 55
• 第四章. 實證調査의 結果分析 = 58
• 第一節. 組織文化類型의 現狀分析 = 58
• 1. 個人의 知覺反應 分析 = 58
• 1) 韓國企業의 普遍的 文化類型 = 58
• 2) 職位別·經歷別 文化類型 = 59
• 2. 産業別 組織文化의 類型 = 61
• 1) 産業別 組織文化의 絶對水準比較 = 61
• 2) 組織文化 類型別 産業間 相對的 比較 = 62
• 第二節. 組織文化類型과 關聯變數와의 關係分析 = 65
• 1. 組織文化 形成要因과 文化類型과의 關聯性 = 65
• 2. 組織文化類型과 人事管理變數와의 關聯性 = 67
• 3. 組織文化類型과 組織有效性과의 關聯性 = 71
• 第五章. 組織文化의 變化管理 = 74
• 第一節. 組織文化의 變化戰略 = 74
• 1. 文化變化 可能性 모델 = 74
• 2. 組織文化의 創造 및 變化 = 76
• 3. 組織文化 變化의 條件 = 82
• 第二節. 組織文化의 管理 = 83
• 1. 社會化와 組織文化 = 84
• 2. 組織文化 管理의 倫理的·法的原則 = 87
• 第三節. 本 硏究結果에서 나온 管理方案 = 89
• 第六章. 結論 = 92
• 第一節. 硏究의 要約 = 92
• 第二節. 示唆點 및 限界 = 94
• 參考文獻 = 97
• 附錄 = 106
• 英文抄錄 = 122