DOI QR코드

DOI QR Code

조직문화와 변화개방성의 인과모형

Causality Between Organizational Culture and Openness for Change

  • 유병남 (원광대학교 경영대학 경영학부) ;
  • 이밍양 (원광대학교 경영대학 경영학부)
  • Yu, Byung-Nam (Department of Administrative Management, Wonkwang University) ;
  • Lee, Min Yang (Department of Administrative Management, Wonkwang University)
  • 투고 : 2020.12.01
  • 심사 : 2020.12.23
  • 발행 : 2020.12.31

초록

This investigation was carried out in Liaoning, Shandong, and Shaanxi where classified most of their geological organizations into profit organizations, which means they must implement enterprise-oriented reform immediately. The valid 311 questionnaires were collected and used to verify the serial mediating model by AMOS 23.0. Results verified the crucial mediating effects of structural and psychological empowerment between external-focused organizational culture and openness for change. Adhocracy culture positively affects employees' openness for change through three indirect paths, including one mediator and two mediators. Market culture impacts individuals' openness for change through two indirect paths, one is through structural empowerment and another one is through two mediators. The findings provide managers in geological organizations with an empowering management practice model which could promote geological industry reform effectively.

키워드

참고문헌

  1. A. Aggarwal, R. S. Dhaliwal, K. Nobi(2018), "Impact of structural empowerment on organizational commitment: The mediating role of women's psychological empowerment." Vision, 22(3):1-11. https://doi.org/10.1177/0972262917750225
  2. T. L. Bailey(2009), Organizational culture, macro and micro empowerment dimensions, and job satisfaction: An application of concurrent mixed and multi-level methods in the federal sector. Universal-Publishers, Florida, USA.
  3. S. J. Cho(2015), "The effect of organizational culture on knowledge management and management innovation in small business: Based on Moderating effect of entrepreneurship." Doctoral dissertation, Sangji Uni versity. http://kiss.kstudy.com/thesis/thesis-view.asp?key=3213193
  4. C. Felipe, J. Roldan, A. Leal-Reodringuez(2017), "Impact of organizational culture values on organizational agility." Sustainability, 9(12):2354. https://doi.org/10.3390/su9122354
  5. C. Gopinath, T. E. Becker(2000), "Communication, procedural justice and employee attitudes: Relationships under conditions of divestiture." Journal of Management, 26(1):63-83. https://doi.org/10.1016/S0149-2063(99)00038-0
  6. S. H. Ha, S. I. Choi(2009), "A study on the effects of employment instability and organizational trust of cluster analysis and organizational culture and empowerment on the organizational effectiveness: focused on construction industry." Korean Review of Organizational Study, 6(2):115-151. http://libproxy.wonkwang.ac.kr/90a6552/_Lib_Proxy_Url/www.riss.kr/link?id=A76539824
  7. J. J. Hebenstreit(2012), "Nurse educator perceptions of structural empowerment and innovative behavior." Nursing Education Perspective, 33(5):297-301. https://doi.org/10.5480/1536-5026-33.5.297
  8. R. M. Kanter(1988), "When a thousand flowers bloom: Structural, collective, and social conditions for innovation in organizations." Knowledge Management and Organizational Design, 10:93-131.
  9. R. M. Kanter(2008), Men and women of the corporation. Basic Books, New York.
  10. H. K. S. Laschinger, J. Finegan, J. Shamian, P. Wilk(2001), "Impact of structural and psychological empowerment on job strain in nursing work setting: Expanding Kanter's model." The Journal of Nursing Administration, 31(5):260-272.
  11. H. K. S. Laschinger, J. E. Finegan, J. Shamian, P. Wilk(2004), "A longitudinal analysis of the impact of workplace empowerment on work satisfaction." Journal of Organizational Behavior, 5(4):527-545.
  12. H. J. Lee, M. J. Kim(2017), "The effect of organizational culture and team learning behavior on organizational commitment." Journal of Culture Industry, 17(4):201-213.
  13. V. D. Miller, J. R. Johnson, J. Grau(1994), "Antecedents to willingness to participate in planned organizational change." Journal of Applied Communications Research, 22:59-60. https://doi.org/10.1080/00909889409365387
  14. Y. J. No, S. K. Yang(2016), "Effect of school principal emergent leadership on commitment to changing school mediated by teachers' empowerment." The Journal of Education Administration, 34(5):45-68. http://libproxy.wonkwang.ac.kr/90a6552/_Lib_Proxy_Url/www.riss.kr/link?id=A102769901
  15. A. Sagie, M. Koslowsky(2000), Participation and empowerment in organizations: Modeling, effectiveness, and applications. Sage Publications, United Kingdom, London.
  16. G. M. Spreitzer(1995), "Psychological empowerment in the workplace: Dimensions, measurement, and validation." Academy of Management Journal, 38(5):1442-1465. https://doi.org/10.2307/256865
  17. K. W. Thomas, B. A. Velthouse(1990), "Cognitive elements of empowerment: An "interpretive" model of intrinsic task motivation." Academy of Management Review, 15(4):666-681. https://doi.org/10.5465/AMR.1990.4310926
  18. R. Todnem By(2007), "Ready or not…." Journal of Change Management, 7(1):3-11. https://doi.org/10.1080/14697010701265249
  19. B. J. Weiner(2009), "A theory of organizational readiness for change." Implementation Science, 4(1):67. https://doi.org/10.1186/1748-5908-4-67
  20. W. J. Wheatley, J. F. Vogt, K. L. Murrell(1991), "The concern of divorce in organizations: A survey of human resource managers." Journal of Divorce & Remarriage, 15(3-4):193-204.
  21. P. S. Yang, S. B. Choi(2012), "The effects of empowering leadership on psychological capital and commitment to organizational change." Journal of Human Resource Management Research, 19(2):63-81. http://libproxy.wonkwang.ac.kr/90a6552/_Lib_Proxy_Url/www.riss.kr/link?id=A60132247
  22. R. F. Zammuto, E. J. O'Connor(1992), "Gaining advanced manufacturing technologies' benefits: The roles of organization design and culture." The Academy of Management Review, 17(4):701-728. https://doi.org/10.2307/258805