사회복지기관의 조직문화가 사회복지사의 직무성과에 미치는 영향 = (The) impact of social welfare organizational culture on social worker's job performance

다국어 초록 (Multilingual Abstract)

This study is intended to prove the relationship between the social worker's job performance and the organizational culture, and to examine the social worker's job performance how to be influenced by the organizational culture closely, for being helpful to formation of desirable organizational culture in social welfare agency. The result of this research that was investigated in Daejeon can be summarized as follows.
First, the organizational culture in the social welfare agency can be classified as the culture of positiveness, mobilization, resistance, and passiveness. A social welfare agency which has the older, a longer career, higher income level, and smaller size of social workers has the more culture of positiveness and mobilization.
Second, the result of social worker's job performance was generally higher than the average. From the result of this research with items, it shows that there are high job performance results for the communications network in the agency, the relationship between co-workers, the relationship with clients, the attitude for requests, the observance of moral platform. But it shows that there are low job performance results for the participation in the professional agency, the management of time, the Understanding for politics and service of their company and the consideration of variable behavioral pattern.
Third, the positive culture mainly affects to the social worker's job performance but negative culture affects a little relatively. Concerning the low-ranked territory, their job performance was mostly affected by the positive culture and also was affected by the mobilizing culture. On the contrary, the negative culture gives them a slight effect.
Based on the findings that the positive culture affects mostly the social worker's job performance in the social welfare agency, this study is suggested as follows.
First, the compensation system for social worker must be improved or actualized in order to promote efficiency of social welfare agency. The higher an income level, the higher efficiency of social worker. As this, it shows that better treatment must be needed for social worker. Pay is enough to give social workers a motive to work harder. Consequently, pay system for social workers has to be actualized because the field of social work is one of the most important problems over the pan-national in the 21th century.
Second, it is necessary to standardize the social welfare job for increasing the social worker's job performance. As far as the company is concerned, their work as a each division or personal job is accurately separated and their organization is so desirable that they execute their mission without any problems. It's quite clear that social welfare job regarding as their properties is not easier to divide their mission by a division and personal affairs. So it needs to standardize with a fixed standard work for the purpose of not wasting of the time and duplicating of the service in working. It can be a cause of the trouble between co-workers and an obstacle in formation of the desirable organizational culture.
Finally, An enterprising spirit for changing the organizational culture more positive in the agency situation is encouraged, it needs not only the system that can gives social worker autonomy, but also an environment to help each other as members with creativity and activity in order to promote efficiency of the social worker. Particularly, the evaluating system must to be established for providing the ideas of a manager or a high-ranking officer and also for performing of their creative affairs, cooperation system for the divisions as well. Such as the above systems have to be provided for positive culture.

목차 (Table of Contents)

• 목차
• 제1장 서론 = 1
• 제1절 연구의 필요성 및 목적 = 1
• 제2절 연구문제 = 4
• 제2장 이론적 배경 = 5
• 제1절 조직문화와 직무성과 간의 관계 = 5
• 제2절 조직문화와 직무성과 간의 선행연구 고찰 = 25
• 제3장 연구 방법 = 32
• 제1절 조사대상 및 자료수집 = 32
• 제2절 변수의 정의 및 측정 = 33
• 제3절 연구모형 = 41
• 제4절 자료분석 방법 = 42
• 제4장 결과 분석 = 44
• 제1절 조사 대상자의 일반적 특성 = 44
• 제2절 사회복지시설의 조직문화 유형 분석 = 47
• 제3절 사회복지사의 직무성과 분석 = 61
• 제4절 조직문화와 직무성과 간의 관계 = 66
• 제5장 결론 및 제언 = 72
• 제1절 요약 및 결론 = 72
• 제2절 제언 = 75
• 참고문헌 = 78
• ABSTRACT = 83
• 부록 = 86