한국의 가족주의적 전통이 직장내 인간관계에 미치는 영향에 관한 연구 = A Study of the Effects of "Familism" on the Interpersonal Relations in Work Organizations

다국어 초록 (Multilingual Abstract)

This paper begins with two questions. One is that, does the "Familism", a typical social character of the Korean people, affect the interpersonal relations in work organizations? The other question is that, how does the "Familism" work? Does it positively(or negatively) work in the formal organizations? If it does, why does it so?
As we raised these questions, we have hidden agenda. One is related with the measurement issue, the other is more theoretical one.
"Familism" has been regarded as the basic cultural values and has provided a guideline for the proper behavioral code to the Korean. However, the academic works dealing with the idea of familism hardly raised a question of how to measure it.
Measurement of the concept like familism, which reflects multifaceted realities and includes various levels of analysis, is quite tricky. Here, we decided to focus on the two levels : familism as the normative values internalized into the individual, and as an actual behavior enacted by the individual.
We made a list of "familism-oriented norms and behaviors". It includes the following items ; 1) respect the old 2) obey the old 3) patrilinear succession 4) strict division of labor along the lines of age and sex 5) hierarchical odering between sexes 6) paternalism 7) authoritarian character 8) collectivism is superior to individualism etc.. The lists are composed of 13 items of normative aspects and 8 items of behavioral ones of familism. 4 scores of Likert Scale is used to measure the degree of familism.
As a next step, we applied the list selected from the family setting to another setting, work organizations. Following the same processes, 13 items of normative and 11 items of behavioral code were made.
Second hidden agenda is more puzzling. If we assumed that the familism represents the Korean traditional heritage, work organization the modern western style rationality, then the interpersonal relations within the work organizations must be a good social structural context to show us how traditionality and modernity have met with.
Many scholars demonstrate their regrets that the conflict between traditionality and modernity has produced current such social problems as generational conflict anomie social disintegration etc…
On the other hand, a new perspective captures the crush of two forces with very different angles. Familism and industrialism have showed a sort of selective fitness in the rapid industrialization and urbanization processes since 1960s in the Korea society. Modern industrialized way of life has necessarily exerted a life strain. Within this stressful life situation, familism has helped people to adjust a new life conditions by giving motivation to work hard for their families well-being, and giving the heaven to homeless mind.
On the purpose of testing these concerns, we tried to the empirical survey with a questionnaire. The survey was held from April 20th to May 4th in 1992. The sample was collected by the quater sampling. Total 681 cases were included into the final analysis. As the statistical methods, we mainly used the break-down(one of the ANOVA) technique.
Respondents backgrounds are ; female is 38.2%, male 61.8%, age under 30 is 51.1%, 30-39 is 30.2%, over 40 is 18.7%, education level under senior high school is 27.1%, over 2-year college 72.9%, subjective evaluation of stratification is upper-middle 14.7%, middle-middle 57.7%, lower-middle 22.0%, and the type of work organizations is small-, medium-size corporations 21.0%, large corporations 27.8%, bank or other financial organizations 23.8%, civil officers 27.5%.
The summary of survey results is :
1. We found out that familism as the traditional cultural values and the guidelines of behavior has a strong influence on the working lives and interpersonal relations within the work organizations. For example, more than 75% of respondents were seeking after the primary relationships even with the formal jog settings. Moreover, the main reason to work is based on rather relational value than individual one, that is, getting credit from the significant others and feeling of belongingness were more frequently mentioned as the reason than the income, self-actualization or success in their job.
2. We noticed that most respondents have an expectation of fatherliness to their manager or owner of the corporation. When we asked the desirable leadership style, 61% of respondents answered competent and rational decision-maker as the first quality of the leadership though, many respondents chose such family-oriented quality as having intimate relation with or taking care of the lower level members as their desirable leadership style.
Overall, male, over age 40s older generation showed more familism-oriented values and behaviors than female, under age 30s younger generation. But, we could not find any consistent pattern of familism in regard to the type of work organizations.
3. We also confirmed that traditionalism and modernism have to some degree the selective fitness. The more the degree of adopting familism-oriented norms or values, the higher the level of satisfaction with the interpersonal relationships between colleagues and/or higher officers.
As usual, this paper began with the questions to solve, but remained more questions to be answered. The potential conflicts along the line of sexes and generations, which are now emerging in the various work organizations, the more desirable patterns of integrating our traditional ethos with modern rationality within the formal organizations wait for next project.

목차 (Table of Contents)

• Ⅰ. 문제제기
• Ⅱ. 이론적 배경
• Ⅲ. 조사 결과 분석
• 1. 설문지 구성 과정
• 2. 표본
• 3. 조사표본의 일반적 특성
• 4. 직장내의 가족주의
• 5. 직장내 가족주의적 가치관과 행동양식
• 6. 직장내 가족주의와 직장 만족도
• Ⅳ. 결론 및 제언
• 부록
• 참고문헌
• Abstract