공기업 조직문화의 실증분석 : 집단성-격자성의 문화이론을 중심으로 = Culture Theory, Group, Grid, Organizational Culture, Public Enterprise

국문 초록 (Abstract)

조직문화가 구성원의 ‘문화적 편향’과 ‘사회적 관계’에 의해 결정된다고 보는 ‘문화이론’의 틀에 따라 ‘집단성’과 ‘격자성’을 기준으로 문화를 유형화하고 이를 중심으로, 한국 공기업의 조직문화를 실증적으로 고찰하고 그 시사점을 도출하였다. 공기업은 공공성과 기업성의 복합적인 임무를 수행하므로, 정부지분율과 설립목적 및 임무의 성격을 기준으로 정부기업, 정부투자기관(진흥형, 개발형, 중간형) 및 정부출자기관으로 나누어 각 유형별로 1개씩 5개 공기업을 선정하고, 이들 기관에 근무하는 직원을 대상으로 설문조사를 실시한 뒤, 그 결과를 요인분석 및 분산분석기법에 의해 분석하였다.
분석 결과 같은 공기업 내에도 다양한 하위문화가 존재하며, 구성원들이 처한 사회적 맥락에 따라 문화적 편향이 변화할 개연성을 확인하였다. 이는 조직문화를 정태적인 시각에서 접근하는 경향에 대한 수정이 필요함을 시사한다. 선행연구를 기초로 설정한 ‘정부지분율’과 ‘설립목적 및 임무의 성격’이라는 기준에 따라 조직문화의 4가지 유형이 일정한 패턴을 보일 것이라는 기대는 충족하지 못했으나, 공기업별로 문화적 편향이 상당히 차이가 나며, 경영기조가 성과와 고객만족을 중시하는 방향으로 전환함에 따라 점차 저격자성-저집단성의 개인주의 문화를 지향할 가능성을 엿볼 수 있었다.

다국어 초록 (Multilingual Abstract)

The purposes of this study are i) to confirm the relevance of Doll and Torkzadeh's measurement instrument of user satisfaction, ii) to examine user satisfaction of the public sector information system, and iii) to investigate factors affecting user satisfaction of the public sector information system.
The study executed the survey of 300 officials from 15 departments in Air-Force H.Q. in Semptember, 2001.
For dependent variables, the survey included Doll and Torkzadeh's 12 items measuring user satisfaction of Air-Force Information Systems.
For independent variables, the survey used 5 items indicating CEO support, 5 items representing IT support, and 10 items explaining demographical characteristics.
For analysis, this study employed factor analyses and LISREL.
The result show that officials had higher user satisfaction with the Air-Force Information System and CEO support was much more important in determining officials' user satisfaction than IT support and demographical characteristics.
In this paper, we empirically analyze the organizational culture of five Korean public enterprises based on the criteria of 'group and grid' in accordance with the framework of the so-called 'culture theory' which considers an organizational culture as being determined by 'cultural bias ' and 'social relations, ' and derive some implications toward ongoing reform efforts in Korea's public sector.
As public enterprises carry out dual missions of enhancing public accountability and pursuing profitability simultaneously, we categorize them into five groups by the character of their missions and the ratio of government ownership.
We select one enterprise for each group and conduct a survey on 60 employees for each enterprise. Survey results are analyzed through a factor analysis and an ANOVA.
Key findings are as follows: (i) Diverse sub-cultures exist even within an identical public enterprise; (ii) A seemingly concrete cultural bias may be affected in response to changing circumstances; (iii) A hypothesis that organizational culture of public enterprises vary depending on the character of their missions and the ratio of government ownership is not proven. Nevertheless, cultural biases are considerably different from each other and the recent drive of performance-oriented and customer-friendly restructuring is likely to transform the existing hierarchical and bureaucratic culture into an individualistic one with a low-group and low-grid property.
The findings suggest a modification to the current uni-dimensional approach to study organizational culture.
Public personnel administration has been subjected to virtually uninterrupted wave of reforms under the legacy of New Public Management.
It has been the key area of governmental reforms during the past two decades. Many efforts were made to initiate structural changes also in Korea.
However. since the feature of traditional class system prevails in the human resource management of the Korean government, it is difficult to achieve the utmost cfficiency.
This paper examines major issues of public personnel administration in Korea, particularly form the viewpoint of CDRCareer Development Program).
The purpose of this paper is threefold.
First, the notion of CDP is introduced to the field of public personnel administration research.
Second, the current problems of personnel administration in Korea are analysed from the views of Career Development Program.
Third, policy alternatives are developed for the improvement of job competency of public officials in Korea.
To accomplish these objectives, this research adopts questionnaire survey method and Brain Storming approach in part.
Seven policy alternatives are presented in this study.
In order to successfully achieve the unification of South and North Korea, it is necessary to carry out a systematic study as to how the political and administrative systems of North Korea could be transformed into a democratic system.
Such a transformation implies the fundamental reconstruction of a nation, accompanied by drastic changes in political and administrative systems.
In the case of the former East Germany, the nations statehood itself changed as a result of German unification.
Regardless of the method, if the product of Korean unification were a democratic, constitutional, free-market economy and a welfare society, North Korea would inevitably undergo a transformation of its state system.
In particular, the transformation of human