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
- 학위논문
- 저자정보
- 지도교수
- 여영현
- 발행연도
- 2016
- 저작권
- 선문대학교 논문은 저작권에 의해 보호받습니다.
이용수3
이 논문의 연구 히스토리 (2)
- 이 논문의 후속연구가 궁금하신가요?
- 연관 학술논문 또는 학술발표를 통해 보다 발전된 연구결과를 확인하실 수 있습니다.
- 이 논문의 연구 히스토리 확인하기
초록· 키워드
오류제보하기
이 연구는 공동생태군내 영리조직과 비영리조직의 조직문화, 의사
소통, 조직몰입에 대한 특성과 차이를 알아보고 변수 간에 미치는 영
향 등을 연구함으로써 공동생태군내 조직의 특성을 분석하고 문제점
을 도출하여 조직 발전의 지속 가능성을 모색하기 위한 방안을 살펴
보는 것이 목적이다.
급변하는 글로벌 환경에서 보다 효과적으로 생존하기 위해서는 개
별 조직을 넘어 공동생태군이라는 새로운 조직 개념을 고민할 필요
가 있다. 21세기 세계화의 복잡한 환경 속에서 살아남을 수 있는 조
직의 형태는 유기적이고 생태적인 가치를 지향하는 공동생태군이 적합하다는 것이다. 다시 말하자면, 이 연구는 개별적인 조직의 강화보
다는 다양한 조직유형을 유기체적으로 이끌 수 있는 보다 상위개념
의 공동생태군이 향후 필요할 것이라고 판단하였다. 이에 사회적으로
합의된 공유의 가치를 지향하는 성격의 생태론적 조직형태 중에서,
종교를 기반으로 하는 통일그룹이 공동생태군의 원형적 형태의 조직
이라고 판단하여 이 연구의 대상으로 삼았다.
원리강론(1995)에서는 공동생태군에 대해 유기체 또는 연체라고 정
의한다. 이것은 전체목적을 떠난 개체목적이란 있을 수 없고 개체목
적을 보장하지 않는 전체목적은 존재할 수 없다는 의미이다. 즉 사회
의 발전이라는 것은 공동생태군이라는 전체목적과 개체조직이라는
개체목적이 원만한 상호작용과 협력을 통해 유기적으로 공생하고 발
전했을 때 비로소 가능해진다는 뜻이다.
선행 연구에서는 생태론적 개념을 간과한 채 개별조직만의 조직유
형, 조직문화, 커뮤니케이션, 조직몰입에 대해서 주로 연구해왔다. 이
연구는 선행 연구의 한계를 극복하면서 그 성과를 바탕으로 조직의
상위개념인 생태계 이론을 적용하고자 한다. 생태계 중에서도 최상위
개념 중의 하나인 ‘공동생태’를 적용해서, 공동생태군내 조직유형이
다르더라도 상위개념에서 최고의 가치와 이데올로기를 공유한다면
조직 내에서 기존의 가설이 입증되는지를 연구해 보고자 하였다.
영리조직과 비영리조직 각각의 조직문화와 의사소통, 조직몰입에
관한 선행연구에서 부분적으로 공유되는 사례는 있었다. 그 사례를
고찰해 보았을 때 조직유형이 다르면 조직문화, 의사소통, 조직몰입의 특성도 다르게 나타나며 상호연관성도 크게 차이가 나타난다는
점을 확인할 수 있었다. 반면 이 연구에서 조직유형의 문화상이성에
대한 분석의 결과는 매우 다르게 포착되었다. 종교기반그룹의 공동생
태군내에서는 조직유형이 다르더라도 조직문화, 의사소통, 조직몰입
의 차이가 거의 없으며 상호연관성도 큰 차이가 없는 것으로 나타났
다.
다시 말하자면, 공동생태군내에서는 영리조직과 비영리조직의 차이
가 거의 없었고, 조직유형이 다를지라도 각각의 조직문화가 다르지
않았으며, 커뮤니케이션 방법과 조직몰입에서도 큰 차이를 보이지 않
았다는 것이다. 이것은 보다 상위개념인 공동생태군의 가치가 하위영
역인 영리조직과 비영리조직에 영향을 미쳤다는 것을 의미한다. 뿐만
아니라 각각의 조직들은 때로는 독립적인 기능을 하면서도, 경우에
따라서는 상호간에 상호의존과 협력을 통해 시너지 효과를 창출할
수 있었을 것으로 판단된다. 결국 종교기반그룹이라는 공동생태군내
조직은 개체목적과 전체목적을 가지고 있으며 위기에 처하면 전체목
적에 우선하고 평상시에는 개체목적에 집중한다고 볼 수 있다.
연구결과 통일그룹은 첫째, 종교를 기반을 하는 공동생태군내 조직
유형에 따른 문화차이는 거의 없었다. 그리고 전체적으로 3.0을 넘어
서는 높은 평균치를 나타내고 있다. 조직문화의 차이가 없다는 것은
상위개념인 공동생태군의 비전과 철학이 우선하였기 때문이라고 파
악할 수 있다.
둘째, 통일그룹의 조직문화는 위계문화와 집단문화가 강하게 나타났다. 통일그룹 자체가 종교를 기반한 공동생태군이기 때문에 종교적
영향으로 위계적인 문화가 강하며 인간중심의 집단문화가 강한 것으
로 볼 수 있다.
셋째, 통일그룹내 커뮤니케이션과 조직몰입은 영리조직과 비영리조
직 간에 차이가 없었다. 통일그룹내 영리조직과 비영리조직은 설립목
적이 다르지만 보다 상위개념의 공동생태군내에서는 상호간 주고받
는 선순환적 구조를 지니고 있었다. 공동생태군내 통일그룹은 그룹내
영리조직을 지원하고 영리조직은 비영리조직을 지원하고 비영리조직
은 다시 공동생태군의 위상과 가치를 높이는 순환구조를 가지고 있
는 것이다.
넷째, 통일그룹에서는 40대 남성 중 15년 이상의 경력을 가진 구성
원들에게서 가장 원활한 커뮤니케이션과 조직몰입이 이루어지고 있
었다. 이들은 80년대 후반 대학에 입학하여 원리연구회에서 학생운동
을 거쳐 한국사회의 변혁시대를 직접 체험한 세대이다. 이들이 통일
그룹 공동생태군의 조직내외적 유기성을 결합시키는 중추세력이라고
판단되며, 해당 그룹의 혁신성과 역동성을 담보한 유의미한 조직구성
원이라는 점을 확인할 수 있었다.
주제어 : 공동생태군, 통일그룹, 조직유형, 조직문화, 의사소통, 조직몰입,
경쟁가치모형
소통, 조직몰입에 대한 특성과 차이를 알아보고 변수 간에 미치는 영
향 등을 연구함으로써 공동생태군내 조직의 특성을 분석하고 문제점
을 도출하여 조직 발전의 지속 가능성을 모색하기 위한 방안을 살펴
보는 것이 목적이다.
급변하는 글로벌 환경에서 보다 효과적으로 생존하기 위해서는 개
별 조직을 넘어 공동생태군이라는 새로운 조직 개념을 고민할 필요
가 있다. 21세기 세계화의 복잡한 환경 속에서 살아남을 수 있는 조
직의 형태는 유기적이고 생태적인 가치를 지향하는 공동생태군이 적합하다는 것이다. 다시 말하자면, 이 연구는 개별적인 조직의 강화보
다는 다양한 조직유형을 유기체적으로 이끌 수 있는 보다 상위개념
의 공동생태군이 향후 필요할 것이라고 판단하였다. 이에 사회적으로
합의된 공유의 가치를 지향하는 성격의 생태론적 조직형태 중에서,
종교를 기반으로 하는 통일그룹이 공동생태군의 원형적 형태의 조직
이라고 판단하여 이 연구의 대상으로 삼았다.
원리강론(1995)에서는 공동생태군에 대해 유기체 또는 연체라고 정
의한다. 이것은 전체목적을 떠난 개체목적이란 있을 수 없고 개체목
적을 보장하지 않는 전체목적은 존재할 수 없다는 의미이다. 즉 사회
의 발전이라는 것은 공동생태군이라는 전체목적과 개체조직이라는
개체목적이 원만한 상호작용과 협력을 통해 유기적으로 공생하고 발
전했을 때 비로소 가능해진다는 뜻이다.
선행 연구에서는 생태론적 개념을 간과한 채 개별조직만의 조직유
형, 조직문화, 커뮤니케이션, 조직몰입에 대해서 주로 연구해왔다. 이
연구는 선행 연구의 한계를 극복하면서 그 성과를 바탕으로 조직의
상위개념인 생태계 이론을 적용하고자 한다. 생태계 중에서도 최상위
개념 중의 하나인 ‘공동생태’를 적용해서, 공동생태군내 조직유형이
다르더라도 상위개념에서 최고의 가치와 이데올로기를 공유한다면
조직 내에서 기존의 가설이 입증되는지를 연구해 보고자 하였다.
영리조직과 비영리조직 각각의 조직문화와 의사소통, 조직몰입에
관한 선행연구에서 부분적으로 공유되는 사례는 있었다. 그 사례를
고찰해 보았을 때 조직유형이 다르면 조직문화, 의사소통, 조직몰입의 특성도 다르게 나타나며 상호연관성도 크게 차이가 나타난다는
점을 확인할 수 있었다. 반면 이 연구에서 조직유형의 문화상이성에
대한 분석의 결과는 매우 다르게 포착되었다. 종교기반그룹의 공동생
태군내에서는 조직유형이 다르더라도 조직문화, 의사소통, 조직몰입
의 차이가 거의 없으며 상호연관성도 큰 차이가 없는 것으로 나타났
다.
다시 말하자면, 공동생태군내에서는 영리조직과 비영리조직의 차이
가 거의 없었고, 조직유형이 다를지라도 각각의 조직문화가 다르지
않았으며, 커뮤니케이션 방법과 조직몰입에서도 큰 차이를 보이지 않
았다는 것이다. 이것은 보다 상위개념인 공동생태군의 가치가 하위영
역인 영리조직과 비영리조직에 영향을 미쳤다는 것을 의미한다. 뿐만
아니라 각각의 조직들은 때로는 독립적인 기능을 하면서도, 경우에
따라서는 상호간에 상호의존과 협력을 통해 시너지 효과를 창출할
수 있었을 것으로 판단된다. 결국 종교기반그룹이라는 공동생태군내
조직은 개체목적과 전체목적을 가지고 있으며 위기에 처하면 전체목
적에 우선하고 평상시에는 개체목적에 집중한다고 볼 수 있다.
연구결과 통일그룹은 첫째, 종교를 기반을 하는 공동생태군내 조직
유형에 따른 문화차이는 거의 없었다. 그리고 전체적으로 3.0을 넘어
서는 높은 평균치를 나타내고 있다. 조직문화의 차이가 없다는 것은
상위개념인 공동생태군의 비전과 철학이 우선하였기 때문이라고 파
악할 수 있다.
둘째, 통일그룹의 조직문화는 위계문화와 집단문화가 강하게 나타났다. 통일그룹 자체가 종교를 기반한 공동생태군이기 때문에 종교적
영향으로 위계적인 문화가 강하며 인간중심의 집단문화가 강한 것으
로 볼 수 있다.
셋째, 통일그룹내 커뮤니케이션과 조직몰입은 영리조직과 비영리조
직 간에 차이가 없었다. 통일그룹내 영리조직과 비영리조직은 설립목
적이 다르지만 보다 상위개념의 공동생태군내에서는 상호간 주고받
는 선순환적 구조를 지니고 있었다. 공동생태군내 통일그룹은 그룹내
영리조직을 지원하고 영리조직은 비영리조직을 지원하고 비영리조직
은 다시 공동생태군의 위상과 가치를 높이는 순환구조를 가지고 있
는 것이다.
넷째, 통일그룹에서는 40대 남성 중 15년 이상의 경력을 가진 구성
원들에게서 가장 원활한 커뮤니케이션과 조직몰입이 이루어지고 있
었다. 이들은 80년대 후반 대학에 입학하여 원리연구회에서 학생운동
을 거쳐 한국사회의 변혁시대를 직접 체험한 세대이다. 이들이 통일
그룹 공동생태군의 조직내외적 유기성을 결합시키는 중추세력이라고
판단되며, 해당 그룹의 혁신성과 역동성을 담보한 유의미한 조직구성
원이라는 점을 확인할 수 있었다.
주제어 : 공동생태군, 통일그룹, 조직유형, 조직문화, 의사소통, 조직몰입,
경쟁가치모형
목차
< 목 차 >목차 ···················································································································· ⅰ그림목차 ············································································································ ⅶ표 목차 ·············································································································· ⅷ국문요약 ············································································································ ?제 1 장 서 론 ························································································ 1제 1 절 연구배경 및 목적 ·············································································· 11. 연구배경 ······································································································ 12. 연구목적 ······································································································ 5제 2 절 연구범위 및 방법 ·············································································· 91. 연구범위 ······································································································ 92. 연구방법 ···································································································· 10제 2 장 이론적 배경 및 선행연구 ····················································· 13제 1 절 조직 생태학과 공동체 생태학 ······················································· 131. 생태학의 의의 ·························································································· 132. 조직 생태학 ······························································································ 143. 공동체 생태학 ·························································································· 174. 공동생태군 ································································································ 20제 2 절 영리조직과 비영리조직 ··································································· 231. 영리조직의 개념과 유형 ········································································· 232. 비영리조직의 개념과 유형 ····································································· 28제 3 절 조직문화, 커뮤니케이션, 그리고 조직몰입 ·································· 321. 조직문화 ···································································································· 322. 커뮤니케이션 ···························································································· 433. 조직몰입 ···································································································· 49제 4 절 조직문화, 커뮤니케이션, 조직몰입의 상관성 ······························· 531. 조직문화와 커뮤니케이션과의 관계 ··················································· 532. 조직문화와 조직몰입과의 관계··························································· 553. 커뮤니케이션과 조직몰입과의 관계 ··················································· 57제 5 절 선행연구의 검토 ·············································································· 601 조직문화 연구의 특징과 함의······························································ 602. 커뮤니케이션 연구의 특징과 함의 ····················································· 633. 조직몰입 연구의 특징과 함의····························································· 66제 3 장 통일그룹의 현황 및 특성 ····················································· 71제 1 절 통일그룹의 현황 ·············································································· 711 통일그룹의 연혁······················································································ 712. 영리조직··································································································· 733. 비영리 조직····························································································· 75제 2 절 통일그룹의 특성 ·············································································· 791. 영리조직(PO) 특성················································································ 822. 비영리 조직(NGO?NPO)의 특성······················································ 85제 3 절 연구대상 ························································································· 871. 영리조직··································································································· 872. 비영리 조직····························································································· 90제 4 장 연구모형 및 조사설계 ·························································· 93제 1 절 연구모형 및 가설 ············································································ 931. 연구 모형·································································································· 932. 연구가설··································································································· 94제 2 절 조사설계 ··························································································· 981. 표본 및 자료수집 ··················································································· 982. 측정 ········································································································· 1003. 분석방법 ·································································································· 104제 3 절 자료분석 방법 ················································································ 105제 5 장 실증분석 및 결과 ································································ 109제 1 절 표본의 특성 ···················································································· 109제 2 절 타당도 및 신뢰도 분석 ···································································1111. 타당도 분석 ···························································································· 1112. 신뢰도 분석 ···························································································· 115제 3 절 빈도분석 ························································································· 1171. 생태적 환경 유사성 측정문항들의 빈도분석································· 1172. 조직문화 측정문항들의 빈도분석····················································· 1203. 커뮤니케이션 측정문항들의 빈도분석 ············································· 1244. 조직몰입 측정문항들의 빈도분석····················································· 129제 4 절 조직유형에 따른 조직문화, 커뮤니케이션, 조직몰입차이검증 결과 ···················································································· 131제 5 절 공동생태군 내 조직문화, 커뮤니케이션, 조직몰입간상관분석 결과 ······················································································134제 6 절 인구통계학 변수와 조직문화, 커뮤니케이션, 조직몰입차이검증 결과 ······················································································1381. 인구통계학적 변수와 조직문화 차이검증 결과 ····························· 1382. 인구통계학 변수와 커뮤니케이션 차이검증 결과························· 1433. 인구통계학적 변수별 조직몰입 차이검증 결과 ····························· 144제 7 절 경로분석 결과 ················································································ 146제 8 절 논의 및 시사점 ·············································································· 154제 6 장 결 론 ······················································································ 157제 1 절 연구결과의 요약 ············································································ 157제 2 절 연구의 전망 제시 ·········································································· 160참고문헌 ············································································································ 163Abstract ············································································································ 185설문지 ················································································································ 189
최근 본 자료
댓글(0)
0