한국수출기업의 수출기업 역량, 수출마케팅전략 실행효과 및 수출 경쟁우위가 수출성과에 미치는 영향

김정권 한국기업경영학회 2016 기업경영연구 Vol.23 No.1

The purpose of this study is to establish a research model regarding the causal relationship between the capabilities of export company, export marketing strategy implementation effectiveness, export competitive advantage and export performance and present the improvement measures of export performance through an empirical study targeting Korean export companies. According to the analysis result, the strategic performance has a positive effect on the financial performance, and such analysis result indicates that high satisfaction level of customers on an export product improves brand loyalty, and high brand loyalty leads to high repurchase and sales increase so that high financial performance can be achieved. A hypothesis saying that a competitive advantage would have a positive effect on the financial performance was not supported, but it is shown that the competitive advantage has a positive effect on the strategic performance. The competitive advantage of an export company has a direct effect on the strategic performance but it seems to have an effect on the financial performance through the strategic performance. It is shown that the export marketing strategy implementation effectiveness has a positive effect on the competitive advantage. Therefore, as the export marketing strategy implementation effectiveness of an export company becomes higher, the company can provide a higher value to consumers in foreign markets, improving the competitive advantage. Among the influence factors of export marketing strategy implementation effectiveness, export marketing program capabilities, relationship capabilities and managerial competence except for export marketing strategy formulation capabilities has a positive effect on the implementation effectiveness. Such analysis result shows that export marketing program capabilities, relationship capabilities and managerial competence which enable the company to implement export marketing strategies are specifically important for effective implementation of export marketing strategies. However, the export marketing strategy formulation capabilities has no statistically significant effect on the export marketing strategy implementation effectiveness, because the export marketing strategy formulation capabilities seem to have an effect on the export marketing strategy implementation effectiveness through the export marketing program which is a specific action program of export marketing strategy. Based on the research results, the following strategic implications are presented: First, the export marketing strategy formulation capabilities have no statistically significant effect on the export marketing strategy implementation effectiveness, because the export marketing strategy formulation capabilities have an effect on the export marketing strategy implementation effectiveness through the export marketing program. The relationship capabilities have the highest effect on the export marketing strategy implementation effectiveness among four export company capabilities, and this shows how important the favorable relationship between export company and customers/distributors of export markets is, and the export company should place the most importance on the relationship with customers and distributors of export markets in the long term. Meanwhile, the managerial competence also has a substantial effect on the export marketing strategy implementation effectiveness, and it shows that the reinforcement of manager's leadership and export marketing manager's capability for implementing export marketing strategies can lead to the improvement of export marketing strategy implementation effectiveness. Second, no matter how good export marketing strategy is, it is difficult to expect high export performance without effective implementation. Therefore, the strategy implementation effectiveness should be kept in mind from the stage of export marketing strategy formulation in order to improve ex... 본 연구의 목적은 수출기업의 역량, 수출마케팅전략 실행효과, 경쟁우위 및 수출성과의 인과관계에 대한 연구모형을 구축한 후에, 국내 수출기업들을 대상으로 실증연구를 통하여 수출성과 제고방안을 제시하는 것이다. 본 연구에서는 실증적 연구를 위해 구조방정식모형 분석을 실시하였다. 분석결과를 보면, 전략적 성과는 재무적 성과에 긍정적 영향을 미치는 것으로 나타났는데, 이는 기업이 제공하는 수출제품에 대한 고객의 높은 만족도는 상표충성도를 제고시키며, 높은 상표충성도는 높은 재구매와 매출증가로 이어져 높은 재무적 성과를 창출하게 됨을 의미한다. 경쟁우위는 재무적 성과에 긍정적 영향을 미칠 것이라는 가설은 지지되지 않았지만, 경쟁우위가 전략적 성과에는 긍정적 영향을 미치는 것으로 나타났다. 이는 수출기업의 경쟁우위가 전략적 성과에는 직접적으로 영향을 미치지만, 재무적 성과에는 전략적 성과를 매개로하여 영향을 미치는 것으로 보인다. 따라서 수출기업은 단순히 재무적 성과 제고만을 중요시하기 보다는, 장기적 관점에서 전략적 성과의 제고를 위한 수출마케팅전략의 개발과 실행을 통해 재무적 성과를 제고시킬 수 있어야 할 것이다. 수출마케팅전략 실행효과는 경쟁우위에 긍정적 영향을 미치는 것으로 나타났다. 수출기업의 수출마케팅전략 실행효과가 높아질수록 해외시장의 소비자들에게 보다 높은 가치를 제공할 수 있게 되어 경쟁우위가 제고될 수 있다고 보아진다. 그러므로 수출기업은 수출마케팅전략 실행효과 제고가 수출기업의 경쟁우위의 강화로 이어짐을 인식하고, 수출시장 소비자들의 만족도를 제고시킬 수 있도록 보다 더 높은 가치를 제공할 수 있는 수출마케팅전략의 개발과 실행에 역점을 두어야 할 것이다. 수출마케팅전략 실행효과에 대한 영향요인 중에서 수출마케팅전략개발 역량을 제외한 수출마케팅프로그램 역량, 관계형성 역량 및 경영자 역량이 수출마케팅전략 실행효과에 긍정적인 영향을 미치는 것으로 나타났다. 이러한 분석결과를 통해 수출마케팅전략의 효과적인 실행이 이루어기 위해서는 수출마케팅전략을 구체적으로 실행할 수 있는 수출마케팅프로그램 역량과 관계형성 역량 및 경영자 역량이 중요함을 알 수 있다. 따라서 수출기업은 수출마케팅전략 실행효과를 제고시키기 위해 수출마케팅프로그램 역량과 관계형성 역량 및 경영자 역량 등을 강화해야 할 것이다.

중국대학교 학장의 분산적 지도성이 조직효과성에 미치는 영향: 조직헌신의 매개효과를 중심으

근정,제혜금 교육종합연구원 2020 교육종합연구 Vol.18 No.4

The purpose of this study was to identify the relationship between the distributed Leadership, organizational commitment and organizational effectiveness of the dean of the Chinese University. Specifically, the effect of distributed leadership of Chinese universities on organizational commitment and organizational effectiveness was examined, the mediation effects of organizational commitment were identified to derive implications for improving organizational effectiveness. In this study, based on previous studies, this paper takes distributed leadership as explanatory variables, organizational commitment as mediator while taking organizational effectiveness as explained variables, and a structural equation model was used to investigate the structural relationship between variables. The main findings are as follows: First, there is a significant positive correlation between the sub-variables of distributed leadership, organizational commitment, and organizational effectiveness. Among the sub-variates of organizational commitment, value acceptance has the highest correlation with organizational effectiveness, and among sub-variates of distributed leadership, professor interaction has the highest correlation with organizational effectiveness. Second, distributed leadership has a significant effect on organizational effectiveness, and organizational commitment has a significant effect on organizational effectiveness. Third, organizational commitment has a partial mediating effect in the impact of distributed leadership on organizational effectiveness. Distributed leadership can directly affects school organizational effectiveness, but it can also be effected by organizational commitment as a mediator.

하향적 영향력 전술이 리더십 효과성에 미치는 영향: 윤리적 리더십의 조절효과

김병진,임상혁 한국기업경영학회 2018 기업경영연구 Vol.25 No.4

This study attempted to examine the effects of influence tactics and ethical leadership on leadership effectiveness(task commitment, influence effectiveness, and managerial effectiveness). Data of this study were obtained 394 employees of company and public organization. The empirical analysis show that rational tactics such as rational persuasion and soft tactics such as consultation, ingratiation was found to have a positive impact on the leadership effectiveness while hard tactics such as pressure, exchange have a negative impact on the leadership effectiveness. Ethical Leadership was found to have a positive impact on the leadership effectiveness such as task commitment, influence effectiveness, and managerial effectiveness. This study also examine interactive effects on the relationship between influence tactics and leadership effectiveness. The empirical results show ethical leadership was found to have a positive moderating impact on the relationship between rational tactics such as collaboration and task commitment. Also ethical leadership was found to have a positive moderating impact on the relationship between hard tactics such as pressure and managerial effectiveness. 본 연구는 영향력 전술과 윤리적 리더십이 리더십 효과성(과업몰입, 영향력 효과성, 관리적 효과성)에 어떤 영향을 미치는지 분석하고자 한다. 또한 영향력 전술과 리더십 효과성 간의 관계에서 윤리적 리더십의 조절효과를 검증하고자 한다. 394명의 기업과 공공조직 구성원들을 대상으로 한 실증분석결과 영향력 전술과 리더십 효과성의 관계를 보면 합리적 전술 중 합리적 설득, 연성적 전술 중 상담 및 비위 맞추기가 리더십 효과성에 정(+)의 영향을 미치고, 강성적 전술 중 압력 및 교환이 리더십 효과성에 부(-)의 영향을 미치는 것으로 확인되었다. 윤리적 리더십과 리더십 효과성의 관계를 보면 윤리적 리더십은 종속변수인 리더십 효과성 즉 과업몰입, 영향력 효과성, 관리적 효과성 등에 대해 모두 유의하게 정(+)의 영향을 미치는 것으로 밝혀졌다. 영향력 전술과 리더십 효과성 간의 관계에서 윤리적 리더십의 조절효과를 살펴보았다. 실증결과 합리적 전술인 협력과 과업몰입과의 관계에서 윤리적 리더십이 유의한 정(+)의 조절효과를 보이고, 강성적 전술인 압력과 관리적 효과성과의 관계에서 윤리적 리더십이 유의한 정(+)의 조절효과를 보였다.

부서의 업무과정특성과 가족친화분위기가 듀얼아젠다에 미치는 영향

박보람(Boram Park),김효선(Hyosun Kim),구자숙(Jasook Koo),박찬희(Chanhi Park) 한국인사조직학회 2007 인사조직연구 Vol.15 No.2

  여성 인력의 사회 진출과 맞벌이 부부의 증가 등의 사회변화로 인해 조직구성원들의 일과 가족의 조화는 조직에게도 매우 중요한 과제가 되었다. 본 논문에서는 조직 구성원들이 ‘일과 가족의 조화’를 잘 이룰 수 있는 것과 ‘조직 효과성 향상’을 동시에 달성할 수 있음을 밝혀낸 듀얼아젠다(Dual Agenda)의 이론적 틀에 입각하여, 두 가지 변인에 동시에 영향을 미치는 부서의 업무과정의 특성과 부서의 가족친화분위기의 효과에 대해 연구하였다. 본 연구는 부서의 업무과정 특성을 알아보기 위하여 지방자치단체의 한 부서를 중심으로 현장관찰을 실시하였으며, 가설의 검증을 위해서는 지방자치단체 40개부서의 289명을 대상으로 설문지를 실시하여 공변량 구조분석을 사용해 분석하였다. 연구 결과, 부서의 방해적인 업무과 정특성은 부서의 가족친화분위기와 부(-)의 관계를 나타냈으며, 부서의 효과성(성과ㆍ몰입ㆍ만족)과도 부(-)의 관계가 유의하게 나타났다. 그러나 부서의 방해적인 업무과정 특성은 종업원의 직장-가정 간 갈등과 직접적으로는 유의미한 관계를 보이지 않았다. 또한, 부서의 가족친화적인 분위기의 경우 직장-가정 간 갈등에 유의미한 관계를 보이지 않았고, 부서의 효과성과는 오히려 부(-)의 관계를 갖는 것으로 나타났다. 다시 말해서, 부서의 분위기가 가족 친화적이지 않을수록 부서의 성과지각과 부서몰입, 그리고 부서만족이 높아지는 경향이 발견되었다. 부서의 방해적인 업무과정 특성은 직접적으로는 부서의 효과성을 떨어뜨리는 효과가 있으나 부서의 분위기가 가족 친화적이지 않은 것이 오히려 부서의 효과성을 높인다는 모순된 결과를 보이고 있다. 이러한 결과가 앞으로의 듀얼아젠다 연구에 주는 시사점을 제시하였다.   As female labor market grows and dual income families increase, work-family balance is becoming a very important issue for corporate organizations. Dual agenda perspective proposes that the concern for work-family balance can enhance workplace effectiveness as it exposes ineffective work practices and aims to correct them. From this dual agenda perspective, we examined the effects that work process routines and family friendly atmosphere within a department have on an employees’ perception of work-family conflict and on departmental effectiveness. To measure the departmental effectiveness, we used three sub-constructs of team effectiveness: perceived performance of the department, departmental commitment, and satisfaction about the department.<BR>  Our hypotheses are as follows. Negative work process routines would increase the work-family conflict felt by employees (Hypothesis 1) and lower the departmental effectiveness (Hypothesis 2). Family-friendly atmosphere in the department will decrease employee’s work-family conflict (Hypothesis 3), while heighten the departmental effectiveness (Hypothesis 4). We also suggested that these relationships may differ by gender and the level of career aspiration.<BR>  In order to understand the link between work-family conflict and organizational effectiveness, we conducted participant observation at a PR department in a local government organization for 6 weeks from October to November, 2005. Through time logs, shadowing and interviews, we identified the characteristics of work process routine that has implication for both employee’s work-family conflict and departmental effectiveness. At the end of our participant observation, we delivered the questionnaire with four major constructs of our study (work process routine, family-friendly atmosphere, work-family conflict, and departmental effectiveness) to every employee of the organization. Among the 700 employees who received the questionnaire, 297 returned it, showing 42% of response rate. The final sample is composed of 289 respondents. The demographic characteristics of this sample are as follows: 65% were male employees, 81% were married, 53% belong to dual income family, 48% belonged to the 7th rank within the organization, and 74% is in the age group of between 30 and 50.<BR>  Data were analyzed with the structural equation modeling using AMOS 4.0. In our model, we set the work process routine and family-friendly atmosphere as exogenous variables and work-family conflict and departmental effectiveness as endogenous variables. Since there was a correlation of .49 between work process routine and family friendly atmosphere, we incorporated the correlation between the two exogenous variables into our model.<BR>  Our results show that positive work process routines did not have significant effect on reducing employees’ work-family conflict, rejecting Hypothesis 1. However, positive work process routines did increase all three dimensions of the perceived effectiveness of the department, supporting Hypothesis 2. In other words, employees working in the department with positive routines seem to perceive their departmental performance to be relatively high. They are also more committed to and satisfied with their department. As for the family-friendly atmosphere, it neither reduced the work family conflicts of employees nor increased the departmental effectiveness, rejecting both Hypothesis 3 and 4. On the contrary, we found that family-friendly atmosphere actually lowered the perceived departmental effectiveness. We also examined whether gender and employee’s career aspiration moderate the relationship among four major constructs. The result showed that neither gender nor individual career aspiration showed any significant moderating effect. To summarize, our findings showed that department characteristics, such as work process routines and family friendly atmosphere, had li

A Study on Organizational/Program Effectiveness : Definition, Measurement, and Factors Affecting It

Lee, Hong Jik,Bae, Chunghyu 이화여자대학교 사회복지연구센터 2004 이화사회복지연구 Vol.5 No.-

Recently, the rapid growth of the human service sector in the U.S. generates the need to develop its quality and accountability to gain a limited fund. Hence, the issue of effectiveness is becoming increasingly important in human service sector. In response to this environment, this study aimed to clarify the definition of organizational/ program effectiveness, to investigate organizational/program effectiveness evaluation and measurement issues, and to identify important factors affecting organizational/program effectiveness. This study reviewed approximately forty cases of theoretical or empirical research on effectiveness in organizations, especially human service organizations and social welfare programs. This study also included a few studies in other fields such as business and public management are included as they are relevant to the discussion of organizational and program effectiveness in social service sector. Results of this study are the followings. First, many previous studies regarded program effectiveness as a sub-category of organizational effectiveness, and as a result, they distinguished between program effectiveness and organizational effectiveness as two different levels. Secondly, various measures were used to test the effectiveness of program or organization in the previous research, and it was proved indirectly that developing valid and reliable measures in human service field is a difficult task. Thirdly, although diverse factors were reported to determine the level of program/ organizational effectiveness, factors related to human resource were most frequently indicated as key factors among them. These results suggest that continuous research, competition, and communication among social work researchers and practitioners are needed to establish firm and universally accepted definitions and to develop valid and reliable methodologies to measure them. 1980년대 이래로 미국의 사회복지학계에서 '조직 및 프로그램 효과성'은 중요한 화두가 되어왔다. 이러한 효과성에 대한 관심은 정부의 복지지출 감소로 인해, 제한된 재원을 확보하는 일환으로 인간봉사 조직에게 요구되어지는 책무성과도 그 맥락을 같이 한다. 이러한 사회적 상황에서, 본 연구는 조직 및 프로그램의 효과성에 관한 주요 개념과 측정 방법, 그리고 효과성에 영향을 미치는 요인을 명확히 하고자, 미국의 인간봉사 조직의 효과성에 관한 40여개의 연구문헌을 고찰하였다. 또한, 본고는 연구의 목적을 위해 인간 봉사 조직체뿐 아니라 일반기업체와 기타 공공기관을 대상으로 한 효과성 연구들도 부수적으로 활용하였다. 본 연구의 결과를 정리하면, 첫째, 효과성의 개념에 있어서는 프로그램 효과성은 조직 효과성의 하위개념으로 이해되며, 서비스 성과와의 비교에 있어서, 성과는 프로그램의 결과와 영향력, 성취 등으로 표현되며, 효과성은 이러한 성과가 제시한 목표에 근접하는 정도로 제시되고 있다. 둘째, 효과성의 측정 방법에 있어서는 연구에 따라, 다양한 척도들이 이용되었는데, 이는 보편타당하고 신뢰할만한 척도의 개발이 용이하지 않다는 것을 간접적으로 증명한다. 셋째, 효과성에 영향을 주는 요인으로 다양한 요인들이 제시되고 있는데, 그 중에서 기관장의 가치, 지도력, 능력, 그리고 직원들의 인지능력과 행위 등과 같은 조직 구성원에 관련된 요인들이 주요한 효과성 결정요인으로 제시 되었다. 요컨대, 효과성에 대한 정의, 측정방법, 그리고 효과성 결정요인에 있어서, 연구의 목적 및 연구 대상 기관과 프로그램이 지향하는 목표 등에 따라 다양하게 규정되고 있음을 발견하였다. 결론적으로 본 논문은 사회복지학계에서 조직과 프로그램의 효과성에 대한 지속적인 연구와 논의를 통해, 보다 보편적으로 적용될 수 있는 개념의 정립 및 측정방법 상에서의 체계화가 필요함을 주장한다.

원조효과성 분석 연구 동향 고찰을 통한 개발협력 정책 제언

박수영(Soo young Park) 국제개발협력학회 2018 국제개발협력연구 Vol.10 No.3

연구목적: 본 연구는 현재까지 원조효과성을 규정하고 측정해온 다양한 실증 연구에 대한 고찰을 통해 우리나라 원조의 효과성 제고를 위한 정책 제안을 목적으로 한다. 연구의 중요성: 한정된 원조 예산과 성과 강화 요구를 고려할 때, 원조효과성 제고의 중요성이 높아지고 있다. 그러나, 기존 분석은 원조효과성의 다면성에 대한 고려 없이 단편적으로 수행되어 효과적인 원조 정책 수립에 제약이 있었다. 본 연구는 원조효과성을 통합적으로 분석하는 틀을 마련하고, 효과성 제고를 위한 실질적 제언을 제시한다. 연구방법론: 원조효과성과 개발효과성에 대한 최근까지의 주요 연구를 거시적 경제성장 효과성, 거시적 사회개발 효과성, 미시 프로젝트 효과성, 원조체계 효과성의 네 가지 개념으로 체계적으로 분류하고 각각의 장단점과 한계를 분석한다. 연구결과: 본 연구는 최근 연구가 원조의 효과성을 대체로 인정하며, 미시-거시 패러독스의 의미가 퇴색되고 있음을 확인했다. 또한, 최신 연구는 미시 프로젝트 효과성을 명확히 검증하기 위해 무작위표본추출법을 도입하고 증거중심 원조를 지원한다. 즉, 최근 연구 동향은 원조효과성 유무논의에서 벗어나 효과성을 제고하는 정책과 접근법, 상황을 명확히 규명하여 이를 확대, 발전시키는 방향으로 나아가고 있다. 원조추진체계의 효과성의 경우, 전 세계적으로 개선은 확인되고 있으나, 추진체계 효과성과 개발효과성 간의 논리적 연결 관계에 대한 추가적인 심층 분석이 요구된다. 결론 및 시사점: 우리나라 원조 특성을 고려 시, 프로젝트의 효과성과 추진절차의 효율성 제고가 필요하다. 따라서, RCT방식을 적용하는 증거중심 정책 수립 강화를 제안한다. 한편, 원조추진체계 효율성 제고를 위해 다양한 입장과 경험을 반영하여 개발효과성 증진 체계를 마련할 수 있도록 대안을 제시하는 연구와 정책 마련이 필요하다. 또한, 부산선언문의 원칙으로 돌아가, 다양한 이해관계자를 아우르는 파트너십 구축을 통해 개발효과성을 높이는 노력이 필요하다. Objectives: This study aims to provide policy diagnosis to improve effectiveness of Korean aid based on the systematic analysis on existing literature on aid and development effectiveness. Originality: This study provides an analytic framework for comprehensive analysis on aid effectiveness and practical policy diagnosis. Methods: This study conducts review on existing literature and systematically analyzes aid effectiveness in four ways—macro economic growth, macro social development, micro project results, and aid delivery system effectiveness. Results: Recent studies admit positive effect of aid on both macro and micro level as the micro-macro paradox is weakened. Therefore, recent studies focus more on the way and how certain policies or interventions are effectives than on whether aid has positive or negative impact. New methods such as Randomized Controlled Trial(RCT) has been introduced to better examine the actual effect of aid. The aid delivery system effectiveness is improving but further study is needed to verify the logical relationship between the effectiveness of aid delivery system and its development impact. Conclusions and Implication: Enhancing project effectiveness and improving aid management system are needed to improve Korean aid effectiveness. This study suggests adopting RCT and strengthening evidence-based policy making for Korean aid. Increasing research on development effectiveness with alternative perspective is needed. Finally, the Korean government needs to strengthen inclusive partnership following the Busan Partnership agreement.

조직 및 프로그램 효과성에 관한 연구 -주요개념 정의, 측정 방법, 주요 결정요인을 중심으로-

이홍직 ( Hong Jik Lee ),배정현 ( Chung Hyun Bae ) 이화여자대학교 사회복지연구센터 2004 이화사회복지연구 Vol.5 No.-

1980년대 이래로 미국의 사회복지학계에서 '조직 및 프로그램 효과성'은 중요한 화두가 되어왔다. 이러한 효과성에 대한 관심은 정부의 복지지출 감소로 인해, 제한된 재원을 확보하는 일환으로 인간봉사 조직에게 요구되어지는 책무성과도 그 맥락을 같이 한다. 이러한 사회적 상황에서, 본 연구는 조직 및 프로그램의 효과성에 관한 주요 개념과 측정 방법, 그리고 효과성에 영향을 미치는 요인을 명확히 하고자, 미국의 인간봉사 조직의 효과성에 관한 40여개의 연구문헌을 고찰하였다. 또한, 본고는 연구의 목적을 위해 인간봉사 조직체뿐 아니라 일반기업체와 기타 공공기관을 대상으로 한 효과성 연구들도 부수적으로 활용하였다. 본 연구의 결과를 정리하면, 첫째, 효과성의 개념에 있어서는 프로그램 효과성은 조직 효과성의 하위개념으로 이해되며, 서비스 성과와의 비교에 있어서, 성과는 프로그램의 결과와 영향력, 성취 등으로 표현되며, 효과성은 이러한 성과가 제시한 목표에 근접하는 정도로 제시되고 있다. 둘째, 효과성의 측정 방법에 있어서는 연구에 따라, 다양한 척도들이 이용되었는데, 이는 보편타당하고 신뢰할만한 척도의 개발이 용이하지 않다는 것을 간접적으로 증명한다. 셋째, 효과성에 영향을 주는 요인으로 다양한 요인들이 제시되고 있는데, 그 중에서 기관장의 가치, 지도력, 능력, 그리고 직원들의 인지능력과 행위 등과 같은 조직 구성원에 관련된 요인들이 주요한 효과성 결정요인으로 제시 되었다. 요컨대, 효과성에 대한 정의, 측정방법, 그리고 효과성 결정요인에 있어서, 연구의 목적 및 연구 대상 기관과 프로그램이 지향하는 목표 등에 따라 다양하게 규정되고 있음을 발견하였다. 결론적으로 본 논문은 사회복지학계에서 조직과 프로그램의 효과성에 대한 지속적인 연구와 논의를 통해, 보다 보편적으로 적용될 수 있는 개념의 정립 및 측정방법상에서의 체계화가 필요함을 주장한다. Recently, the rapid growth of the human service sector in the U.S. generates the need to develop its quality and accountability to gain a limited fund. Hence, the issue of effectiveness is becoming increasingly important in human service sector. In response to this environment, this study aimed to clarify the definition of organizational/program effectiveness, to investigate organizational/program effectiveness evaluation and measurement issues, and to identify important factors affecting organizational/program effectiveness. This study reviewed approximately forty cases of theoretical or empirical research on effectiveness in organizations, especially human service organizations and social welfare programs. This study also included a few studies in other fields such as business and public management are included as they are relevant to the discussion of organizational and program effectiveness in social service sector. Results of this study are the followings. First, many previous studies regarded program effectiveness as a sub-category of organizational effectiveness, and as a result, they distinguished between program effectiveness and organizational effectiveness as two different levels. Secondly, various measures were used to test the effectiveness of program or organization in the previous research, and it was proved indirectly that developing valid and reliable measures in human service field is a difficult task. Thirdly, although diverse factors were reported to determine the level of program/organizational effectiveness, factors related to human resource were most frequently indicated as key factors among them. These results suggest that continuous research, competition, and communication among social work researchers and practitioners are needed to establish firm and universally accepted definitions and to develop valid and reliable methodologies to measure them.

조직효과성의 영향요인에 관한 고찰

이수태(Lee Soo Tae) 한국정책개발학회 2009 정책개발연구 Vol.9 No.2

This study aims to analyze the determinants of organizational effectiveness focused on the comparison analysis by Blau and Scott's organizational type : mutual-benefit associations, business concerns, service organizations, commonweal organizations. From this perspective, in order to analyze the determinants of organizational effectiveness we have selected welfare system factor and organizational management factor, organizational structure factor. We would like to verify whether the determinants of organizational effectiveness have the differences among four organizational-types categorized by prime beneficiary, such as mutual-benefits associations, business concerns, service organization, commonweal organization. In order to attain these research objectives, we established research model and a hypothesis based on extensive analysis of documentary records regarding organizational effectiveness. A summary of the results from these analyses of the research is as follows. First, in order to understand the determinants of organizational effectiveness before testing the hypothesis, we performed a relatively detailed population statistical analysis on 26 agencies chosen as a sample. And in order to establish hypothesis, we selected fourteen independent variables and one dependent variables based on documentary records. Fourteen independent variables are such variables as pay, piece rate(payment by the result system), promotion system, chief executive officer's principle which respects innovation, and chief executive officer's principle which respects performance and output, informal group, decision-making, communication, conflict-management, shinbaram culture, specialization, complexity, formalization, centralization. Dependent variable is organizational effectiveness. Organizational effectiveness was evaluated by the level of overall goal achievement and by the level of goal achievement against input costs The result of regression analysis for overall respondents revealed that three variables, such as pay, piece rate, promotion system, had not significant effect on organizational effectiveness in the significant level of 5%. As for organizational management factor, three variables, such as chief executive officer's principle which respects innovation, decision-making, conflict management, had positive effects on organizational effectiveness in the significant level of 5%. As for organizational structure factor, four variables, such as specialization, formalization, centralization, complexity, had positive effects on organizational effectiveness in the significant level of 5%. Second, to verify hypothesis in four organizational types, a multiple regression analysis was performed. The results of multiple regression analysis showed that pay had no positive effect on organizational effectiveness in three organizational types, such as business concerns, service organization, commonweal organization, in the significant level of 5%. In mutual-benefit associations, four variables, such as pay, shinbaram culture, communication, chief executive officer's principle which respects innovation, had positive effects on organizational effectiveness in the significant level of 5%. In business concerns, three variables, such as specialization, complexity, formalization, had significant effects on organizational effectiveness in the significant level of 5%. In service organization, three variables, such as chief executive officer's principle which respects innovation, conflict-management, specialization, had significant effects on organizational effectiveness in the significant level of 5%. In commonweal organization, two variables, such as decision making, formalization, had significant effects on organizational effectiveness in the significant level of 5%. 본 연구에서는 조직효과성에 영향을 주는 영향요인으로 후생복지 요인, 조직관리 요인, 조직구조 요인 등 3개 요인을 선정하여 조직효과성에 미치는 영향을 밝히고자 하였다. 조직효과성의 측정을 위해 전반적인 목표달성도와 비용투입대비 목표달성도를 하위변수로 선정하였다. 후생복지 요인으로는 보수의 수준, 성과급, 승진제도 등 3개 변수를, 조직관리 요인으로는 최고관리자의 창의성 중시, 최고관리자의 성과 중시, 비공식조직, 의사결정, 의사소통, 갈등관리, 신바람분위기 등 7개 변수를, 조직구조 요인으로는 업무의 전문화 정도, 조직 내 수평적 분화, 업무의 표준화 정도, 권한의 위임 정도 등 4가지 변수를 채택하였다. 조직효과성의 영향요인에 대한 가설을 검증하기 위해 조사대상자 전체에 대한 다중회귀분석을 실시한 결과 최고관리자의 창의성 중시, 의사결정, 갈등관리, 업무의 전문화 정도, 조직 내 수평적 분화, 업무의 표준화 정도, 권한의 위임 정도 등 7개 변수는 5% 유의수준에서 조직효과성에 통계적 유의성이 있는 것으로 나타났다. 본 연구의 종속변수인 조직효과성에 영향을 미치는 독립변수 14개의 영향력을 Blau와 Scott이 주된 수혜자를 기준으로 분류한 호혜조직, 사업조직, 서비스조직, 공익조직 등 4가지 조직유형별로 다중회귀분석을 실시한 결과는 다음과 같다. 5% 유의수준에서 통계적으로 유의미한 변수를 조직유형별로 살펴보면 호혜조직은 보수의 수준, 최고관리자의 창의성 중시, 의사소통, 신바람분위기 등 4개 변수가, 사업조직은 업무의 전문화 정도, 조직 내 수평적 분화, 업무의 표준화 정도 등 3개 변수가, 서비스조직은 최고관리자의 창의성 중시, 갈등관리, 업무의 전문화 정도 등 3개 변수가, 공익조직은 의사결정, 업무의 표준화 정도 등 2개 변수가 유의미한 변수로 나타났다.

조직 효과성 제고를 위한 정부의 조직 이미지에 관한 연구

오시영,조태준,지규원,진종순 한국행정연구원 2009 기본연구과제 Vol.2009 No.-

I. Research Background and Objective□ Background of the Research○ The public distrusts government-Researchers and practitioners have tried to identify ways to increase trust in public sector organizations-The extant literature has focused on the images of government because the public has not trusted public employees` behaviors and public policies○ Organizational images as an alternative to increase trust in governmental organizations-Organizational image, which has been studied in the fields of organizational behavior and industrial/organizational psychology, may be one alternative to improve trust in governmental organizations-Organizational image has been researched along two dimensions, including perceived organizational identity and construed external image, but there have been few empirical studies of the relationships between images and organizational outcomes, including effectiveness and productivity□ Objective of the Research○ Examining the effects of organizational images on effectiveness in public sector organizations-This research empirically examines whether organizational image in governments leads to increases in organizational effectiveness, which consists of job satisfaction and organizational commitment-Some studies have argued the importance of organizational image to increase outcomes at the macro levels, while there is little empirical study of the thesis in public managementII. Main Research Questions and Analysis Results□ Research methods○ Sample, data collection, and data analysis-The sampling frame was drawn from public employees who work at ten ministries, tree authorities, and commissions in the central government in Korea-Six hundred usable data points were returned for analyzing the causal relationships between perceived organizational identity and construed external image and organizational effectiveness, respectively-Multi- cluster sampling method has been adopted in this study-For conducting the analyses, this study employed structural equation modeling (SEM)-Before analyzing the causal relationships, in the measurement model, this study employed confirmatory factor analysis to verify the validation of the constructs researched in this study□ Results of analyses○ Measurement models-The findings indicate that the two dimensions of organizational images met the cutoff values of model fit indices; they also show construct validation-The results also indicated that organizational effectiveness, considered as a second- order construct consisting of job satisfaction and commitment, not only met the thresholds of model fit, but also verified the construct validation○ Structural model-The findings are that perceived organizational identity to the governmental bureaucracy leads to increases in job satisfaction (.56; unstandardized path: .61, p < .001) and organizational commitment (.59; unstandardized path: .63, p〈.001)-Second, perceived organizational identity with the ministry improves job satisfaction (.55; unstandardized coefficient: .51, p〈.001) and organizational effectiveness (.55; unstandardized coefficient: .49, p < .001)○ Multi- group analysis-This study conducted a multi- group analysis for analyzing the moderating effect of construed external image considering the mean value-Considering mean value of construed external image to the governmental bureaucracy and the ministry, respectively, this study expected to find that the higher group is more likely to have a greater impact on the relationship between perceived organizational identity and effectiveness rather than the lower group-Unexpectedly, however, our hypotheses in terms of moderating effect were rejected in this study. In general, the findings were that organizational image, which consists of perceived organizational identity and construed external image, would be an alternative to increase organizational effectiveness in government organizationsIII. Policy Recommendations□ Psychological mechanism as an alternative to increase organizational effectiveness○ Organizational images play a role of predictor to increase effectiveness in public sector organizations-Management techniques and extrinsic motivation would be predictors to increase effectiveness and performance in public sector organizations, although there have been debates about whether they can increase outcomes in public sector organizations-This study found that the psychological mechanism, including organizational images, would be one predictor to increase outcomes in public management-Emphasizing public employees` trust, flexibility, and consistency regarding government policies, we expect that it would be one alternative to increase effectiveness in public sector organizations○ Managers in public sector organizations should make efforts to build public employees` positive images regarding their government and ministries-Managers should allow public employees to take part in the decision-making and implementation processes, as well as to help achieve internal consistency regarding public policies

변혁적 리더십이 팀・개인 효과성에 미치는 영향에 관한 다수준 분석: 팀・개인 창의성의 매개 효과를 중심으로

박동호,윤필현 한국기업경영학회 2015 기업경영연구 Vol.22 No.6

In recent times, the research aiming at exploring the process of a team & individual’s effectiveness enhancement in the organizational behavior field is in active progress, in which creativity is handled as a major variable having an influence on effectiveness. However reality is that the research which explores the process of a team & individual’s effectiveness improvement through creativity is still in an insufficient state. Accordingly, this study looked into the mediated effect of creativity, which forms at a level of a team and an individual as a result of team members’ cognition of a team leader’s leadership in terms of social cognitive theory, on effectiveness. This study results are summarized as follows: First, this study could confirm the significant partial mediated effect of individual creativity in the relations between transformational leadership cognized at a level of a team and individual effectiveness. Individual creativity has significant mediating effects (partial mediation) on the relationship between transformational leadership and individual effectiveness perceived by individuals at the team level. The findings verify the following. First, the sub-variables of transformational leadership(inspirational motivation, consideration for individuals, intellectual stimulation) mainly focus on the relationship between a leader and individuals. The fact that transformational leadership, which influences the sub-variables, enhances individual effectiveness by affecting the creativity of individuals has been verified. Second, team creativity has no mediating effects on the relationship between perceived transformational leadership perceived at a team level and the team effectiveness. It implies that transformational leadership is a prerequisite to enhancing team creativity and team effectiveness. Also, team creativity can serve as a prerequisite that affects team effectiveness. However, there is a limited mechanism among all the variables. Thus, the effects of transformational leadership and team creativity should be distinguished in enhancing the effectiveness at the team level. Also the following analysis and debate should be needed for the role of transformational leadership as the preceding variable. This study is significant in that it proves the effects of transformational leadership as a team-level variable affecting the individual-level variables. The findings are significant for the following reasons. First, the influence of transformational leadership on individual effectiveness was verified through a multi-level analysis. It can identify the mediating effects of individual creativity on the relevance of variables measured at different levels based on social cognitive theory. Second, this study proves the top-down process where transformational leadership perceived at a team level affects individual effectiveness through individual creativity. There is a need to carry out the following analysis regarding variables that can make the mediation or connection with transformational leadership, team creativity and team effectiveness at a team level. Also, the effects of creativity can be more clearly analyzed provided that more studies about individual & team creativity and effectiveness are proceeded. It is because the aim of enhancing creativity is the effectiveness including fruits. In particular, it would be more specific analysis of the effect on transformational leadership. 근래에 조직 행동 분야에서 팀과 개인의 효과성 증진 과정에 대한 연구가 활발히 진행되고 있으며, 창의성은 효과성에 영향을 미치는 주요 변수로 다루어지고 있다. 하지만 창의성을 통해 팀과 개인의 효과성을 증진하는 과정 탐색의 연구는 아직 부족한 실정이다. 이에 따라 본 연구는 사회인지이론 관점에서 팀 구성원들이 팀장의 리더십을 인지하고, 그 결과로 팀과 개인수준에서 형성되는 창의성이 효과성에 영향을 미치는 매개적 효과를 살펴보았다. 본 연구의 결과를 요약하면 다음과 같다. 첫째, 팀 수준에서 인지된 팀장의 변혁적 리더십이 개인 효과성에 영향을 미치는 관계에서 개인 창의성의 부분 매개 효과가 정(+)의 방향으로 유의하게 나타났다. 둘째, 팀이 인지한 변혁적 리더십과 팀 효과성 간의 관계에서 팀 창의성은 매개적 효과가 없는 것으로 확인되었다. 본 연구의 결과가 지니는 의미는 변혁적 리더십이 개인 효과성에 영향을 미치는 관계에서, 개인 창의성이 갖는 매개적 효과를 사회인지이론의 근거로 다수준 분석방법을 통해서 실증하였고, 팀 수준에서 인지된 변혁적 리더십이 개인 창의성을 통해 개인 효과성에 영향을 미치는 하향식(top-down) 프로세스를 검증하였다는 점이다. 향후 후속연구로서 팀 수준에서는 변혁적 리더십, 팀 창의성과 팀 효과성을 연결하거나 조정할 수 있는 변인에 대한 후속 연구가 필요하다.