조직유효성 결정요인으로서의 조직문화와 상사에 대한 신뢰의 관계 연구

목차

Ⅰ. 서 론

Ⅱ. 이론적 배경
2.1 조직유효성
2.2 조직문화
2.3 상사에 대한 신뢰

Ⅲ. 연구방법
3.1 연구모형 및 표본선정
3.2 변수의 조작적정의 및 측정도구

Ⅳ. 연구결과
4.1 변수의 타당성과 신뢰성 및
4.2 가설검증 및 평가

Ⅴ. 결 론
5.1 연구결과의 요약
5.2 연구의 시사점 및 제언

참고문헌

Abstract

본문내용

cations, 1985, pp.315-334.
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23. Seabright, M. A., Leventhal, D. A., & Fichman, M., "Role of Individual Attachments in the Dissolution of Interorganizational Relationships", Academy of Management Journal, Vol. 35, 1992, pp.122-160.
24. Shaw, Robert B., Trust in the Balance : Building Successful Organizations on Results, Integrity, and Concern, San Francisco : Jossey-Bass Inc., 1997.
25. Wallach, E. J., "Individuals and Organizations : The Cultural Match", Training and Development Journal, Vol. 37, 1983, pp.29-36.
26. Warr, P. B., Cook, J. & Wall, T. D., "Scales for the Measurement of Some Work Attitudes and Aspects of Psychological Well-being", Journal of Occupational Psychology, Vol. 52, 1979, pp. 129-148.
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Interrelationship between Organizational Culture and Supervisory Trust as Determinants of Organizational Effectiveness
Do, Yun-Kyeong*
Developing the company's own competition ability has been the core issue in the modern society as the information society has come and global competition has started. Therefore, each company has developed a management reformation method and has been applying it and trying to find strategies to establish the organizational effectiveness in order to compete with other companies.
This study tries to testify that supervisory trust through organizational culture creates organizational effectiveness and this study provides organizations with some devices to increase organizational effectiveness as well.
The result from the study is as follows:
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1) The higher the recognition of rational culture was, the level of organizational commitment and motivation were high. And the higher the recognition of consensual culture was, the level of organizational commitment was high. Otherwise, the higher the recognition of developmental culture was, the level of organizational commitment and motivation were low. 2) The higher the level of rational culture and consensual culture were, the supervisory trust was high and the higher the level of developmental culture was, in turn supervisory trust lowered. 3) The higher the supervisory trust was, the level of organizational commitment and motivation were high. 4) In the effectiveness of organizational commitment by rational culture, supervisory trust showed strong intermediate effects.
The implications and the limitations of these results, and the direction for future study were discussed.
Key Words : organizational effectiveness, organizational commitment, motivation, developmental culture, rational culture, consensual culture, hierarchical culture, trust
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* Assistant Professor, Department of Information Systems & Secretarial Administration, Hyechon College

키워드

조직효율성,   조직문화,   신뢰성