조직문화 연구의 동향과 과제

• 영문명: Organizational Culture Research : Trends and Challenges in Korea
• 발행기관: 한국인사조직학회
• 저자명: 장용선(Yong-Sun Chang) 문형구(Hyoung Koo Moon)
• 간행물 정보: 『인사조직연구』인사·조직연구 제16권 제1호, 65~114쪽, 전체 50쪽
• 주제분류: 경제경영 > 경영학
• 파일형태: PDF
• 발행일자: 2008.03.30

국문 초록

  본 연구는 55편의 국내 조직문화 연구논문에 대한 서술적 분석과 주제별ㆍ이론별 분석⑴과 ⑵를 하였다. 각각의 분석에서는 연구논문에 대한 내용분석과 함께 연구의 한계점을 지적하였으며, 이를 개선하기 위한 앞으로의 연구방향을 제시하였다. 서술적 분석에서는 발표기관별 및 발표시기별 논문편수, 정량적 연구와 정성적 연구의 비중, 조직문화의 유형화 연구의 비율과 유형화 모형에 따른 분포, 분석수준 등을 조사하였다. 주제별ㆍ이론별 분석은 논문의 주제를 중심으로 먼저 조직문화에 초점을 둔 연구⑴와 조직문화와 조직상황과의 관계에 초점을 둔 연구⑵로 구분하였다. 조직문화에 초점을 둔 연구⑴는 조직전체문화에 대한 연구와 하위문화에 대한 연구로 구분하였다. 조직전체문화 연구에는 조직문화의 특성과 조직문화의 형성 및 변화에 대한 연구를 담고 있다. 하위문화 연구는 하위문화 연구의 대상, 내용, 하위문화군, 조직문화와 하위문화간의 관계를 다룬 내용이 포함되어 있다. 조직문화와 조직상황과의 관계에 초점을 둔 연구⑵는 조직문화와 리더십, 조직문화와 전략, 조직문화와 조직구조, 조직문화와 관리시스템의 4가지 형태로 세분하여 분석하였다. 본 연구는 맺음말을 통해 앞으로의 연구방향을 중심으로 내용을 요약하였다.

영문 초록

  This research reviews 55 articles and dissertations on organizational culture in Korea. Sources include the Korean Journal of Management, Korean Management Review, the Korean Personnel Administration Journal, the Journal of Business Research, Daehan Journal of Business and various doctoral dissertations.
  Following descriptive, thematic and theoretic analyses, the study proposes a future direction for organizational culture research. The descriptive analysis investigates factors such as proportion of publication periods, level of analysis, typology of organizational culture, and proportion of qualitative and quantitative research. Thematic and theoretic analyses investigate research content according to main themes and theories. Main themes are in turn classified into research focused on organizational culture and research focused on the relationship between organizational culture and organizational contingencies such as leadership, strategy, organizational structure, and management system. Research focused on organizational culture is again divided into those that analyze organizational culture as a whole and those that analyze subcultures.
  Descriptive analysis finds a decreasing trend of organizational culture research, lack of qualitative research, excessive dependence on specific typologies of organizational culture, and a problematic level of analysis. The decreasing trend is related to the pattern of prior research. Lack of qualitative research led to a dearth of subject matter. Excessive dependence on specific typologies of organizational culture has oversimplified phenomena in organizational culture. The organizational level of analysis raises a problem of aggregation bias. To solve this aggregation problem, research using aggregation must measure intraclass correlation. But research measuring this correlation are few.
  In individual thematic and theoretic analysis, conclusions are as follows: First, prior research investigating organizational cultural characteristics have not fully analyzed the effect of corporate situations on differences in organizational culture. Second, research about organizational culture formation and change have been short of dynamic process. Third, existing research has largely failed to consider the environment that is unique to Korea, such as Korean traditional culture and various social and economic forces within Korea. Fourth, excessive inclination toward specific themes tend to oversimplify organizational culture research. Fifth, research about the relationship between organizational culture and leadership fall short of investigating organizational culture’s influence on leadership and identifying variables which may mediate or moderate relationships between organizational culture and leadership. Sixth, research dealing with relationships between organizational culture and strategy do not fully explain the dynamic processes through which culture and strategy influence each other. Seventh, existing research about organizational culture and organizational structure have focused only on relationships between organizational culture and specific dimensions of organizational structure, such as centralization and formalization. Eighth, prior research dealing with relationships between organizational culture and HRM do not have sufficient macro-oriented dimensions.
  Future research in Korea are suggested as follows. First, more studies on qualitative research and organizational symbolism are needed. Second, research on organizational culture characteristics need to consider various organizational circumstances such as industry, size, and history and both private and public organizations need to be included in the research. Third, research on relationships between organizational culture and leadership need to identify mediating and moderating variables to better explain those relationships. Fourth, research on relatio

목차

〈초록〉
Ⅰ. 앞머리에
Ⅱ. 서술적 분석
Ⅲ. 주제별ㆍ이론별 분석⑴：조직문화에 초점을 둔 연구
Ⅳ. 주제별ㆍ이론별 분석⑵：조직문화와 조직상황과의 관계에 초점을 둔 연구
Ⅴ. 맺음말
참고문헌
〈부록〉
ABSTRACT

키워드

조직문화 리더십 경영전략 하위문화 인적자원관리시스템 노사관계시스템 조직구조 Organizational Culture Corporate Culture HRM Organizational Structure Strategy Leadership Subculture