조직문화, 셀프리더십 및 조직유효성의 상호관계에 관한 연구
A Study on the Relationship between Organizational Culture, Self-leadership, and Organizational Effectiveness
정용근(공주대학교 경영학과); 위오기(공주대학교)
3권 2호, 53~77쪽
초록
본 연구는 조직문화를 유연선 문화와 통제성 문화로 구분하고 각각의 유형이 구성원들의 셀프리더십과 조직유효성의 변수인 조직시민행동 및 조직몰입에 어떻게 영향을 미치는가에 대하여 실증분석하였다. 이를 위해 대전에 위치한 5개 기업 및 연구소에 270 설문중 165개를 회수하여 가설을 검증하였다. 실증분석 결과 먼저 조직문화와 구성원들의 셀프리더십과의 관계에 있어서, 조직문화 중 유연성 문화는 구성원들의 셀프리더십에 긍정적 영향을 미치나, 통제성 문화는 구성원들의 셀프리더십에 영향을 미친다고 할 수 없다. 다음으로 구성원들의 셀프리더십과 조직유효성과의 관계에 있어서 구성원들의 셀프리더십이 조직시민행동 및 조직몰입에 긍정적인 영향을 미치고 있음이 밝혀졌다. 한편 조직문화와 조직시민행동과의 관계에 있어서, 유연성 문화는 조직시민행동에 긍정적 영향을 미치나, 통제성 문화는 조직시민행동에 영향을 미친다고 할 수 없다. 조직문화와 조직몰입과의 관계에 있어서 조직문화 중 유연성 문화는 조직몰입에 긍정적 영향을 미치나, 통제성 문화는 조직몰입에 영향을 미친다고 할 수 없고 유연성 문화가 통제성 문화보다 조직몰입에 더 큰 긍정적 영향을 미친다는 것을 알 수 있었다. 마지막으로 구성원들의 셀프리더십은 조직문화 중 유연성 문화와 조직유효성 변수인 조직시민행동 및 조직몰입 간에 매개역할을 하고 있으나, 통제성 문화와 조직시민행동 및 조직몰입 간에 매개 역할을 한다고 볼 수 없음을 보여 주고 있다.
Abstract
For the study, the organizational culture was divided into two categories: flexible culture and controlled culture. The objective of study was to find out how each type of organizational culture and self-leadership influence organizational citizenship behaviour and organizational commitment, identify any differences between each type of organizational culture and self-leadership in influencing the organizational citizenship etc., and ascertain how the self-leadership influences the two variables respectively. For this study, a literate research was performed followed by a practical research based on this research. The practical research was performed by analyzing the 165 questionaries returned from a total of 270 questionaries distributed to 5 research institutes and companies located in Daejeon city. The results of the study and their interpretation are provided hereunder. The first is the relationship between organizational culture and self-leadership of organizational members. The study showed that flexible culture has positive influence on the self-leadership of organizational members, whereas the controlled culture does not have much influence on the self-leadership. The second is the relationship between the self-leadership and organizational effectiveness. Self-leadership of organizational members has positive influence on the organizational citizen behaviour and organizational commitment. This means that the enhancement of self-leadership contributes to the organizational effectiveness. Consequently, the organizational members should make efforts to maintain and enhance self-leadership through the behavioral strategy of self-observation, management of cue, self-set goals, self-reward, self-punishment and rehearsal. The third is the relationship between the organizational culture and organizational citizenship behaviour. The study showed that the flexible culture has positive influence on the organizational citizenship behaviour, whereas the controlled culture does not have much influence on the organizational citizenship behaviour. Additionally, the flexible culture has more influence on the organizational citizenship behaviour than the controlled culture. This means that between the two types of organizational culture, the flexible culture induces organizational citizenship behaviour more than the controlled culture. The forth is the relationship between the organizational culture and the organizational commitment. The study showed that the flexible culture has positive influence on the organizational commitment, where as the controlled culture does not have much influence on the organizational commitment. 논문투고일: 2012년 8월 5일, 심사완료일: 2012년 8월 15일, 게시확정일자 : 2012년 8월 22일 The fifth is the role of self-leadership as a parameter between organizational culture and organizational effectiveness. The study showed that in the flexible culture, the self-leadership plays a role as a parameter between organizational citizenship behaviour and organizational commitment. However, it was found that this does not hold true for controlled culture.
- 발행기관:
- KNU 기업경영연구소
- 분류:
- 경영학일반