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RISS 인기검색어
- 검색키워드
- 저자 : 염경철 (검색결과 2 건)
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This thesis is concerned with organization members’ resistance to organizational change. Objectives The objective of this study is to clarify the formative factors of resistance and its degree to organizational change by means of empirical research. In this study, I attempted to conceptualize the state of resistance and its available factors due to organizational change. On th basis of theoretical background concerning resistance to change, I induced some related hypotheses and verified them by way of the questionnaire. This study emphasizes on the following items such as; 1) to define the resistance state. 2) to examine the formative factors of resistance especially in individual level and organizational level. 3) to induce some related hypotheses and verify them, demonstrating cor-relationships between the formative factors of resistance and the degree of resistance state. 4) to recognize the influence degree of the factors, drawing the Scattergram of the individual factors. Sample and Method This study owes to field survey as well as library research. First of all, I induced some related hypotheses based on the theoretical background, and then verified them by deductive method through statistical analysis; Chi-square and Scattergram by mean and Coefficient of variations. The samples of this study are 206persons engaged in Korean private and public enterprises. Application This study puts emphasis upon the relative model between the state of resistance and its formative factors. The resistance and its formative factors. The resistance state of organization members is divided into “strong resistance” and “Weak resistance” in the case of implementation. In addition, the formative factors of resistance is classified as the ascriptive factors of individual level and environmental factors of organizational level. The individual factors are limited to family environment, past experience, pride and self-esteem, pre-accquired privilege, sunk cost, and inconvenience of changes. And organizational factors are composed of six factors such as communication, participation, reception of the heterogeneous factors, hasty of changing terms, confidence feeling of the authorities, and organizational environment. From these factors, I have drawn the twelve hypotheses. Twelve-analysis models are designed to verify these hypotheses by respondent results of organizational members engaged in Korean enterprises through the questionnaire. Finally, the scattergram is devised to find out the the influence degree of factors by plotting the mean and the coefficient of variation of the factors, and to stratify the factors by the degree of influence. Findings The results of analysis by empirical test are as follows; 1) Both hypothesis Ⅱ and Ⅻ are failed to verify its justness. 2) The rest of the hypotheses are verified as true. 3) According to the results of the scattergram, it is demonstrated that the factors of Group-I composed of “inconvenience of changes,” “participation,” “pride and self-esteem,”.“pre-accquired privilege are more influential than those of Group-Ⅱ consisted of the rest of the factors. 4) The reason of the failure of the verification of hypotheses Ⅱ and Ⅻ is resulted from the lack of consideration for Korean traditional and social values. Limitations This study also has the limitations as follows; 1) It is difficult to clarify the resistance resulted from the interactional relations among many factors concerning psychological aspects of human behavior. 2) It is not easy to find the desirable influential degree of the factors of resistance formations through only one aspect of the questionnaire. In spite of the above limitations, this thesis may contribute to study further the organizations members’ resistance to change.
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