行政組織文化 認識樣態와 組織效果性에 關한 硏究 = (A) Study on the Perception Pattern of Public Organizational Culture and Organizational Effectiveness

다국어 초록 (Multilingual Abstract)

Recently, in the situation that the failure of public bureaucracy has been discussed, the concern of organizational effectiveness in public sector has been increased. Organizational effectiveness which means goal attainment has many factors: organizational culture, personality, leadership, organizational structure, strategy, etc. Among such factors, organizational culture and personality are important concept in the study of organizational behavior. An organization's culture is a set of behavioral, emotional, and psychological frameworks that are deeply internalized and shared by the organization's members. For that reason organizational culture is principal variables to the organizational effectiveness.
In this context, this study aims to find out the pattern of organizational culture influence on the organizational effectiveness and suggest the administrative strategies of organizational culture. Concretely speaking, this study aims to find out followings:
1. Whether organizational effectiveness is affected according to organization member's perception pattern of organizational culture
2. Whether organizational effectiveness is affected according to personality.
3. Whether Organizational effectiveness is affected according to the fit between organizational culture and personality.
Traditionally precedent studys on public organizational culture in Korea have pointed out familism, fomalism, emotionalism, fatalism, and so on. Also dominant perspectives were negative. But recently many scholars have finded out possitive effects in public organizational culture, criticized precedent studys for short of positivism and prescripion.
In this context, this paper analyse the effect that organizational culture and personality influence on the organizational effectiveness. The model of this analysis is the following.
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For the purpose of this analysis, a few important hypothesis are built as follows:
Hypothesis Ⅰ-1 : Organizational commitment according, to the perception pattern of organizational culture is different among the organization members.
Hypothesis Ⅰ-2 : Job satisfaction according to the perception pattern of organizational culture is different among the organization members.
Hypothesis Ⅱ-1 : Organizational commitment is high, among the internal of locus of control.
Hypothesis Ⅱ-2 : Job satisfaction is high among. the internal of locus of control.
Hypothesis Ⅲ-1 : The effect that the perception pattern of organizational culture influence on organizational commitment have moduration effect which locus of control is a lot or, not.
Hypothesis Ⅲ-2 : The effect that the perception pattern of organizational culture influence on job satisfaction have moduration effect which locus of control is a lot or not.
The result of test about hypotheses is follows:
Firstly, each effect on organizational effectiveness according to organizational culture type is different.
Secondly, the internal of locus of control is high in the effect on organizational effectiveness.
Thirdly, the effect that organizational culture influence organizational effectiveness is different according to personality.
The conclusion based on this analysis is follows:
Firstly, for the increasement of public organizational effectiveness in Korea, it is disirable to make affiliative culture. Therefore, public organization should be managed in the eufungtional, paticipated and concurrent manner.
Secondly, Organizational effectiveness is high, if the internal make of organization members. For the increasement in the ability of self-control, Organization manager should the development training program, endow power and self-regulation to the individual.
Finally, Organizational effectiveness is able to be increased as the fit of organizational culture and personality. Therefore, public organization should select and arrange new members, and cut back administrative procedure, organizational control.

목차 (Table of Contents)

• 目次 = ⅰ
• 第1章 序論 = 1
• 第1節 硏究의 目的 = 1
• 第2節 硏究의 範圍와 方法 = 5
• 1. 硏究의 範圍 = 5
• 2. 硏究의 方法 = 6
• 第2章 組織文化와 組織效果性에 關한 理論的 背景 = 8
• 第1節 組織文化와 組織效果性 = 8
• 1. 行政組織效果性에 對한 組織文化的 接近 = 8
• 2. 行政組織文化의 意義 = 11
• 3. 個人性格과 組織效果性 = 24
• 4. 組織文化와 個人性格의 類型 = 29
• 第2節 行政組織의 效果佐에 關한 理論 = 45
• 1. 組織效果性의 槪念 및 特性 = 45
• 2. 行政組織의 效果性 模型 = 49
• 第3節 行政組織次化 認識樣態와 組識效果性 = 58
• 1. 組織文化와 組織效果性의 關係 = 59
• 2. 組織文化, 個人特性과 組織效果性 = 63
• 第3章 韓國 行政組織文化의 脈絡 = 70
• 第1節 韓國 行政組織文化의 分析 = 70
• 1. 行政組織文化의 形成的 接返 = 70
• 2. 行政組織文化의 特性分析 = 80
• 3. 積極的 · 處方的 接近의 必要性 = 85
• 第2節 韓國 行政人의 性格分新 = 88
• 1. 行政組織의 人間觀 = 88
• 2. 行政人의 行態的 特性分析 = 94
• 第3節 硏究分析의 槪念的 틀 = 100
• 1. 分析變數 = 100
• 2. 分析의 틀 = 105
• 第4章 行政組織文化 認識樣態와 組識效果性 = 110
• 第1節 硏究의 設計와 分析 = 110
• 1. 假設의 設定과 操作的 定義 = 110
• 2. 設問紙 構成 및 標本의 特性 = 115
• 3. 變數의 信賴性과 妥當性 檢證 = 121
• 第2節 組織文化 特性과 組織效果性 = 132
• 1. 組織文化特性과 組織沒入 = 132
• 2. 組織文化特性과 職務滿足 = 134
• 第3節 個人特性과 組纖效果性 = 135
• 1. 個人性格과 組織沒入 = 135
• 2. 個人性格과 職務滿足 = 137
• 第4節 組織文化, 個人性格과 組織效果性 = 138
• 1. 組織文化- 個人性格의 適合性과 組織沒入 = 138
• 2. 組織文化-個人性格의 適合性과 職務滿足 = 141
• 第5節 分析의 綜合 = 142
• 第5章 行政組織文化를 通한 組織效果性 提高方案 = 146
• 第1節 親和的 文化의 造成 = 147
• 1. 行政組織文化의 順機能的 管理 = 147
• 2. 共同體的 雰圍氣 造成 = 149
• 3. 參與的 · 合意的 組織管理 = 151
• 第2節 內在的 人間型의 定立 = 153
• 1. 權限의 委任 및 自律性의 賦與 = 153
• 2. 自律統制 訓練프로그램의 開發 = 156
• 第3節 行政律와 個人性格의 調和 = 159
• 1. 經織文化에 適合한 人力의 充員 및 配和 = 159
• 2. 行政節次 및 組織統制의 綬和 = 160
• 第6章 結論 = 163
• 참고문헌 = 170
• ABSTRACT = 187
• 설문지 = 191