농촌지도직의 조직문화가 혁신행동에 미치는 영향에 관한 연구 : 조직신뢰의 매개효과를 중심으로 = A Study on Effects of Organizational Culture on Innovative Behavior in Rural Extension Officers : Focusing on the Mediating Effect of Organizational Trust

다국어 초록 (Multilingual Abstract)

In recent years, agriculture and rural areas are facing various changes such as aging, continuous decline in the population of farmhouses, climate change, and digital agriculture transformation. Amid these changes, rural guidance officials are required to play a role as field-response and practical public officials based on solving local agricultural problems and linking and cooperating with farmers and private companies, from the existing technology distribution center. In particular, rural guidance officials working at agricultural technology centers in cities and counties face farmers directly in the field and perform the task of linking and controlling research and the private sector with agriculture. In line with the changing trends of the times, innovative behavior of rural guidance officials must be promoted, and empirical verification of environmental factors within the organization is necessary.
The purpose of this study was to identify the perception of organizational culture for rural extension public officials working at the Agricultural Technology Center, analyze the impact of organizational culture on innovative behavior, and verify the mediating effect of organizational trust in this relationship. To this end, organizational culture is defined as shared values and beliefs within the organization, such as interactions between organizational members and reflection of decision-making, and in this study, organizational culture was classified into four types: relational culture, innovation culture, performance culture, and hierarchical culture. Innovative behavior was defined as behavior in which members voluntarily propose and implement new ideas to solve and improve problems within the organization, and was analyzed by dividing them into individual innovation behavior and organizational innovation behavior. Organizational trust was set as the emotional confidence and psychological safety that members of the organization to which they belong and internal members have.
As for the survey method, a survey was conducted on rural guidance officials working at agricultural technology centers in 14 cities and counties in Jeonbuk Special Self-Governing Province, and a total of 155 valid responses were received and used for analysis. Exploratory factor analysis, reliability analysis, Pearson correlation analysis between variables, multiple regression analysis, and Sobel test were conducted in the order of analysis.
As a result of the analysis, among the subcultures of organizational culture, relationship culture and innovation culture had a significant positive (+) effect on organizational trust, and organizational trust showed a significant positive (+) effect on both individual innovation behavior and organizational innovation behavior. In addition, it was found that relationship culture and innovation culture had an indirect effect on both individual innovation behavior and organizational innovation behavior through organizational trust. On the other hand, performance culture and hierarchical culture showed statistically insignificant or negative effects on the relationship between organizational trust and innovation behavior, suggesting that performance-oriented vertical organizational culture can hinder the innovative behavior of organizational members.
These results indicate that in order to promote innovative behavior of rural extension officials working at the city and county agricultural technology centers, it is necessary to create an organizational culture environment for horizontal communication that can positively accept mutual respect, cooperation, trust, autonomy and creativity. It also means that it is very important to form and maintain organizational trust for this purpose.
Professionalism is very important for the role of rural extension officials for the continuous development of agriculture and rural areas. New skills must be quickly acquired and used in the agricultural field. For this, a capacity-building program is needed, and support should be given to the introduction of new technologies and innovative actions using them within the organization to advance, and efforts should be made to establish an organizational culture. In particular, it is proposed that the Rural Development Administration, a central administrative agency, and the Provincial Agricultural Research and extension Services, which are affiliated with the provincial government, cooperate together to come up with institutional and cultural measures for organizational innovation.

목차 (Table of Contents)

• 제1장 서론 1
• 제1절 문제제기 1
• 제2절 연구목적과 논문구성 3
• 1. 연구목적 3
• 2. 논문구성 4
• 제3절 선행연구 검토 4
• 제2장 농촌지도의 변화와 이론적 고찰 6
• 제1절 농촌지도사업과 농업행정 6
• 1. 농촌지도사업 6
• 2. 농업행정 8
• 제2절 농촌지도사업의 조직과 인력 9
• 1. 농촌지도사업의 조직 9
• 2. 농촌지도직 공무원 인력 13
• 제3절 이론적 고찰 15
• 1. 조직문화 15
• 2. 혁신행동 18
• 3. 조직신뢰 19
• 제3장 연구모형과 조사설계 21
• 제1절 연구모형과 가설 21
• 1. 조직문화와 조직신뢰 22
• 2. 조직신뢰와 혁신행동 23
• 3. 조직문화와 혁신행동 24
• 제2절 설문의 구성 26
• 1. 변수의 조작적 정의 26
• 2. 설문문항의 구성 27
• 제3절 조사대상 및 분석방법 31
• 1. 조사대상 31
• 2. 자료수집 31
• 3. 분석방법 32
• 제4장 실증분석의 결과 33
• 제1절 인구통계적 특성 33
• 제2절 측정도구의 신뢰도 및 타당성 분석 34
• 1. 신뢰도 및 타당도 분석기준 34
• 2. 신뢰도 및 타당도 검증 35
• 3. 상관관계 분석 39
• 4. 기술통계량 분석 41
• 제3절 통제변수에 대한 인식 차이 분석 42
• 1. 인구통계적 특성에 따른 조직문화의 차이 분석 42
• 2. 인구통계적 특성에 따른 조직신뢰의 차이 분석 44
• 3. 인구통계적 특성에 따른 혁신행동의 차이 분석 45
• 제4절 가설의 검증 47
• 1. 조직문화가 조직신뢰에 미치는 영향분석 47
• 2. 조직신뢰가 혁신행동에 미치는 영향분석 49
• 3. 조직문화가 혁신행동에 미치는 영향분석 50
• 4. 조직문화와 혁신행동 간 조직신뢰의 매개활동이 미치는 영향분석 53
• 제5장 요약 및 시사점 57
• 제1절 요약 57
• 제2절 시사점 59
• 참고문헌 63