지원사업
학술연구/단체지원/교육 등 연구자 활동을 지속하도록 DBpia가 지원하고 있어요.
커뮤니티
연구자들이 자신의 연구와 전문성을 널리 알리고, 새로운 협력의 기회를 만들 수 있는 네트워킹 공간이에요.
논문 기본 정보
- 자료유형
- 학술저널
- 저자정보
- 발행연도
- 2006.12
- 수록면
- 121 - 148 (28page)
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초록· 키워드
오류제보하기
The above study has been empirically implemented for 863 employees working large business enterprises in Korea in order to examine the impacts of organizational culture orientations on organizational effectiveness and the stability of industrial relations particularly focusing on differences of the two federations of trade union.
This empirical study has analysed several influential relationships and differences between each variables such as ① the difference of organizational effectiveness and stability of industrial relation by organizational culture orientation which was developed by R. Harrison, ② the difference of organizational culture orientation and organizational effectiveness by the federation of trade union, ③ and the difference of organizational effectiveness and stability of industrial relation between the two union federation.
Key findings of the survey results are as follows:
① Support culture and achievement culture orientation of employee have positively influenced on organizational effectiveness such as job satisfaction and organizational commitment.
② Support culture orientation is the most strongly influenced on the stability of industrial relation, and also power culture and achievement culture orientation have positively influenced on the dependent variable in turn.
③ Achievement culture and support culture orientation in the companies under the Korea Federation of Trade Union have positively influenced on job satisfaction, and the power culture and support culture orientation in the enterprises under the Democratic Federation of Trade Union have influenced on organizational commitment respectively.
④ Support culture and power culture orientation in the business firms under the Korea Federation of Trade Union have positively influenced on stability of industrial relation, and also support culture orientation in the business companies under the Democratic Federation of Trade Union have influenced on stability of industrial relation.
⑤ The Stability of industrial relation has strongly influenced on employees job satisfaction and organizational commitment regardless of ideology style of industrial relation.
In conclusion, the above results of this study address following suggestions:
① Business managers should establish some institutions and practice to be stabilized the values and beliefs of support culture and achievement culture.
② Business companies have to give efforts to stabilize support culture by considering and supporting employees for stable industrial relation, and also to provide efforts to anchor achievement culture by promoting achievement orientation management.
③ Top manager of the business companies has to understand that trade union is the very partner of business activities and the stability of industrial relation is very important for business success.
④ Members of business firms should try to internalize and institutionalize the values and beliefs of support culture any business enterprise under regardless of any federation of trade union to be successful improvement of organizational effectiveness and stabilization of industrial relation.
This empirical study has analysed several influential relationships and differences between each variables such as ① the difference of organizational effectiveness and stability of industrial relation by organizational culture orientation which was developed by R. Harrison, ② the difference of organizational culture orientation and organizational effectiveness by the federation of trade union, ③ and the difference of organizational effectiveness and stability of industrial relation between the two union federation.
Key findings of the survey results are as follows:
① Support culture and achievement culture orientation of employee have positively influenced on organizational effectiveness such as job satisfaction and organizational commitment.
② Support culture orientation is the most strongly influenced on the stability of industrial relation, and also power culture and achievement culture orientation have positively influenced on the dependent variable in turn.
③ Achievement culture and support culture orientation in the companies under the Korea Federation of Trade Union have positively influenced on job satisfaction, and the power culture and support culture orientation in the enterprises under the Democratic Federation of Trade Union have influenced on organizational commitment respectively.
④ Support culture and power culture orientation in the business firms under the Korea Federation of Trade Union have positively influenced on stability of industrial relation, and also support culture orientation in the business companies under the Democratic Federation of Trade Union have influenced on stability of industrial relation.
⑤ The Stability of industrial relation has strongly influenced on employees job satisfaction and organizational commitment regardless of ideology style of industrial relation.
In conclusion, the above results of this study address following suggestions:
① Business managers should establish some institutions and practice to be stabilized the values and beliefs of support culture and achievement culture.
② Business companies have to give efforts to stabilize support culture by considering and supporting employees for stable industrial relation, and also to provide efforts to anchor achievement culture by promoting achievement orientation management.
③ Top manager of the business companies has to understand that trade union is the very partner of business activities and the stability of industrial relation is very important for business success.
④ Members of business firms should try to internalize and institutionalize the values and beliefs of support culture any business enterprise under regardless of any federation of trade union to be successful improvement of organizational effectiveness and stabilization of industrial relation.
목차
Ⅰ. 서론
Ⅱ. 선행연구와 가설설정
Ⅲ. 변수의 조작적 정의 및 측정
Ⅳ. 실증분석 및 가설검증
Ⅴ. 결론
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UCI(KEPA) : I410-ECN-0101-2009-325-016499151