조직개발 맥락에서의 웰빙에 대한 비판적 고찰

The current research intended to examine and critique the concept of well-being presented as an antithesis of dominant organization development discourse, and to develop a discussion to complement its limitations. The research purpose was to present an extended conceptual model of well-being for organization development by synthesizing the results of the critical discussion. The main findings according to the research questions are as follows. First, the well-being concept has diffused against the backdrop of growing positive psychology, neoliberal economic systems, social trend of pursuing happiness, and widespread self-development discourse. Second, there are issues of personalization, commodification, and instrumentation with the well-being concept in the workplace context. The issue of personalization points out that recent discussions on well-being overlooks the context and human relations, commercialization has a problem of intentionally revealing individual vulnerabilities or highlighting factions and divisions among people, and instrumentation bears the risk of functioning as disciplinary power over members and the organization as a whole. Third, in response to these issues, we proposed community well-being, co-creation of well-being, and democratic well-being as alternative perspectives, and conceptualized a model of expanded well-being for organization development. The model is built on both humanistic and democratic values as core values and supported by psychological and socio-structural approaches. As a conclusion, new agendas for organization development were discusseded.