인적자원개발제도와 조직문화유형이 고령자고용률에 미치는 영향 분석 :The effects of human resource development system and organizational culture pattern on older worker's employment rate

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자료유형: 학위논문

저자정보: 장망 (조선대학교, 조선대학교 대학원)

지도교수: 장용선

발행연도: 2016

저작권: 조선대학교 논문은 저작권에 의해 보호받습니다.

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2016

인적자원개발과 조직문화가 고령자고용률에 미치는 영향 분석

장망 , 장용선 한국산업경제학회 정기학술발표대회 초록집 2016.05 학술대회자료

인적자원개발제도와 조직문화유형이 고령자고용률에 미치는 영향 분석

장망 경영 2016.01 학위논문

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The rapidly aging-society is changing the existing social structure paradigm as a whole. It is predicted that the elderly population ratio of South Korea would be more than 14% in 2019. Human Resource development system''s signification and Organizational Culture pattern''s signification changes have been progressing since foreign currency crisis in 1997.
The purpose of this study is to explore the relationship between human resource development system, Organizational Culture pattern and older worker''s employment rate. Using work place panel survey of 2013 by the Korean Labor Institute, this research examines effects of human resource development system and Organizational Culture pattern on older worker''s employment rate. The research finds: Organizational Culture pattern(adhocracy culture, clan culture) has a positive effect on older worker''s employment rate. But Human Resource development system has a negative effect on older worker''s employment rate. However the interaction of Organizational Culture pattern and Human Resource development system was not significant.
Future research can offer meaningful implication for Human Resource development system and Organizational Culture pattern to retain older workers'' employment in korean companies.

#인적자원개발제도 #조직문화유형 #고령자고용률

제1장 서론 ······································································1
제1절. 연구배경 및 연구 목적 ········································1
1. 연구배경 ··································································1
2. 연구 목적 ·································································3
제2장 이론적 배경 ·························································4
제1절. 인적자원개발(HRD) ··············································5
1. 인적자원개발(HRD)의 중요성 ····································5
2. 인적자원개발(HRD)의 개념 ·······································6
3. 인적자원개발(HRD)의 영역 ·······································8
제2절. 조직문화 ······························································12
1. 조지문화의 개념 ······················································12
2. 조직문화의 유형 ······················································14
3. Cameron & Quinn의 경쟁가치모형 ··························15
제3절. 고령자고용 ·························································17
1. 고령사회의 현황 ·····················································17
2. 고령사회에서 고령자들에 대한 고용정책방안·············20
제3장 연구모형 및 가설 설정 ·····································24
제1절. 연구모형 ······························································24
제2절. 연구 가설의 설정 ················································25
1. 인적자원개발은 고령자고용률에 미치는 영향 ············25
(1). 전반적 영향 ························································25
(2). 심리적 계약 차원 ·················································27
(3). 내적 일관성 차원 ·················································29
(4). 과련 연구결과 ·····················································29
2. 조직문화는 고령자고용률에 미치는 영향 ···················31
3. 조직문화는 인적자원개발과의 상호작용 ····················34
제4장 실증분석 ·······························································36
제1절. 변수의 조작적 정의 및 측정 ······························36
1. 인적자원개발 ··························································36
2. 조직문화 ································································37
3. 고령자고용률 ··························································37
4. 통제변수 ································································38
제2절. 표본의 선정 및 특성 ·········································38
1. 표본의 선정 및 특성 ··············································38
제3절. 실증분석결과 ·····················································45
1. 조직문화의 요인분석과 신뢰성 검증 ·······················45
(1). 조직문화의 요인분석 ·············································45
(2). 조직문화의 신뢰성 검증 ·········································45
2. 변수들 간의 상관관계 분석 ····································47
3. 고령자고용률의 영향에 대한 회귀분석 ····················49
제5장 결론 ········································································52
제1절. 연구결과 요약과 논의 ·······································52
제2절. 연구의 한계 및 미래 연구방향 ·························56
1. 연구의 한계 ···························································56
2. 미래 연구방향 ························································56
【참고문헌】······································································57

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