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조직문화성향과 조직유효성 및노사안정성의 영향관계에서 양대노총의차이분석
이대응 한국인적자원개발학회 2006 인적자원개발연구 Vol.8 No.2
The above study has been empirically implemented for 863 employees working large business enterprises in Korea in order to examine the impacts of organizational culture orientations on organizational effectiveness and the stability of industrial relations particularly focusing on differences of the two federations of trade union. This empirical study has analysed several influential relationships and differences between each variables such as ① the difference of organizational effectiveness and stability of industrial relation by organizational culture orientation which was developed by R. Harrison, ② the difference of organizational culture orientation and organizational effectiveness by the federation of trade union, ③ and the difference of organizational effectiveness and stability of industrial relation between the two union federation. Key findings of the survey results are as follows: ① Support culture and achievement culture orientation of employee have positively influenced on organizational effectiveness such as job satisfaction and organizational commitment. ② Support culture orientation is the most strongly influenced on the stability of industrial relation, and also power culture and achievement culture orientation have positively influenced on the dependent variable in turn. ③ Achievement culture and support culture orientation in the companies under the Korea Federation of Trade Union have positively influenced on job satisfaction, and the power culture and support culture orientation in the enterprises under the Democratic Federation of Trade Union have influenced on organizational commitment respectively. ④ Support culture and power culture orientation in the business firms under the Korea Federation of Trade Union have positively influenced on stability of industrial relation, and also support culture orientation in the business companies under the Democratic Federation of Trade Union have influenced on stability of industrial relation. ⑤ The Stability of industrial relation has strongly influenced on employees job satisfaction and organizational commitment regardless of ideology style of industrial relation. In conclusion, the above results of this study address following suggestions: ① Business managers should establish some institutions and practice to be stabilized the values and beliefs of support culture and achievement culture. ② Business companies have to give efforts to stabilize support culture by considering and supporting employees for stable industrial relation, and also to provide efforts to anchor achievement culture by promoting achievement orientation management. ③ Top manager of the business companies has to understand that trade union is the very partner of business activities and the stability of industrial relation is very important for business success. ④ Members of business firms should try to internalize and institutionalize the values and beliefs of support culture any business enterprise under regardless of any federation of trade union to be successful improvement of organizational effectiveness and stabilization of industrial relation. .
신철우,이대응 대한경영학회 2002 大韓經營學會誌 Vol.15 No.3
This study is to define effective ways for introduction, operation and revitalization of team organization to cope with changing business environments, that is, to conduct empirical survey on the impacts on the organizational effectiveness of behavioral traits of team members, managerial control practices, and leadership styles in team system in comparison with traditional organizations. As the conclusion of the study, following outcomes are suggested for academicians and practitioners to understand and apply it for their business management. ①Team system has influenced on the organizational effectiveness such as job satisfaction and organization commitment. Therefore the introduction of team system for traditional business enterprises under changing environments is being recommended for their competitive edge. ②For successful achievement of team system, building team structure and designing team management practices should not be separated in the introduction process of team system, since team system can be reinforced by the appropriate combination of team structure and team oriented management control. ③Democratic leadership is being preferred in team system as well as traditional organizations : Democratic leaders should develop employee participation plan, delegate authority and responsibility, and provide training and education programs for employee development.