敎育行政公務員의 組織沒入에 관한 硏究 : 忠淸南道 敎育行政公務員을 中心으로 = Study of Organizational Commitment on Educational Administrative Public Service Employees : Chungcheongnam-do Area as Analytic Center

다국어 초록 (Multilingual Abstract)

We live in a new type of world today, intelligent information society that succeeded agricultural society which followed by industrial society. Development of information technology network which shall be symbolized with internet resulted in cruel competitions among countries by globalization and tendency for more open-door policies. For this reason each country, as a means for survival in limitless international competition, seeks intensively in improving competitive power of the country in every aspect of society. In situations like this, interest in productivity of public administrations are rising and administrative reformation such as adapting private sectors' administration strategy is being conducted. To survive as a administrative organization, development of strategy and reform of network which can strengthen the compatability of administrative network is most essential. Most of all attitudes and behaviors of members towards the organization is an important variable factor as members are the ground work force of organizations. Given the background as above, the study using the concept of organizational commitment is done by analyzing the initial cause of members' attitude and behavior towards the organization and the effects of them and studying the ways to raise organization's productivity. Organizational commitment is an individual attitude towards an organization, it is accepting organization's goal and being motivated to work his or her best with adoration for the organization. Organizational commitment arouses interests of researchers and organizational leaders for that one of the resulting factors of organizational commitment, work result, has a close interrelationship.
Of numerous possible methods to raise compatibilities of local educational administrative field, recruiting exceptional human resource and inducing organizational commitment to reach organization's goal with existing human resource in the organization for effective development and propulsion of educational policies is most consequential.
Individual characteristics such as gender, age, length of employment, and education background, satisfaction level of task, organizational system centralization or decentralization of power, role in the organization, fairness in personnel disposition, impartiality of salary, work environment are influential factors for organizational commitment though there were some variations in various surveys.
The purpose of this study is realization of the low productivity level in the educational administrative organizations, investigation of practical goal and theology to find solutions for low productivity level, finding method of managing human resources to raise validation of administrative organizations, and developing programs to enhance organizational commitment by analysing the actual cases on factors for government employees' organizational commitment. To reach this goal, unique background of educational administration was grasped and with documents and previously done studies, theoretical background of organizational commitment was explained. Theoretical analysis model for this study was determined and operational identification on hypothesis and variable factors and questionnaires for measuring materials were arranged based on results of previous studies. Characteristics of samples for analysis was organized by studying the frequency of questionnaires, characteristics in accordance with the factors on background was studied by cross analysing, and established hypothesis was verified by analysing interrelationship.
Here is more detailed summary of above. The concept, organizational commitment was defined as ‘accepting the goal of the organization and an attitude of trying one's best with love for the organization' with the view that is the attitude what government employees have towards the administrative system for identifying the cause and effect of variable factors that influence government employees' organization commitment. Using systemized surveys on variable factors of organizational commitment, which are accepting organizational goal, love for the organization and efforts for the organization in educational administrative public service employees in Choongchungnam province, each case was analyzed to find out the result of analytic model. The analytic model is consisted of four factors listed below. Characteristic of task(skill variety·task significance·task autonomy·task challenge·task identity·feedback on task), characteristic of organization(fair promotion·participation value·centralization of power·relationship with superior·impartiality of salary·cohesive power), individual psychological characteristic(belief in others·willingness·desire for achievement·ability), and individual variable factors(gender·age·educational background·position in the organization·length of employment·place of employment·monthly household income).
Below is the summarized corroborative result done by frequency analysis, cross classification analysis, and correlation analysis.
First, the average organizational commitment level of educational administrative public service employees is 3.04(with the standard deviation of 1.01) which is not significantly lower than other government employees. Secondly, of variable task factors which is believed to have impact on organizational commitment, task significance, task autonomy, task challenge, and task identity were analysed to be at above average while skill variety and feedback were not meeting the standards. Thirdly, among the organizational characteristics factors which represent the environment of organization, participation value, and power of centralization was high while fairness of promotion, impartiality of salary, relationship with superior, and cohesive power was low. Fairness of promotion and impartiality of salary were analysed as extremely low, therefore ideal promotions and salary system has to be established to enhance organizational commitment. Finally there is, though it somewhat lacks regularity, psychological characteristics of individuals which effects organizational commitment. This analysis shows, belief in others, desire for achievements, and ability are high and it shows avoidance of difficult task in the organization.
Here are some suggestions on policies to raise public workers level of organizational commitment based on the result of this study. First, uniqueness and specialty of educational administrative activities has to be perceived by educational administrative public service workers and they have to be trained to have professional knowledge and ability and skill to take work related tasks. Secondly, work environment needs to be improved in order for the government workers to realize that their job has significant meaning and a postulate where desire for success can be accomplished through task and organizational activities should be provided. Thirdly, distribution of resource within the organization and decentralization power on decision making process of enforcing tasks. And finally there has to be systematic program to accomplish fair promotion and impartial salary.
I wish that more studies like this one are done in the future on organizational commitment and that leads to generalization of results of organizational commitment studies and the results be used for local government's basic resource for managing organizational network and human resource effectively.

목차 (Table of Contents)

• 목차 = i
• 제1장 서론 = 2
• 제1절 연구의 목적 = 2
• 제2절 연구방법 및 논문의 구성 = 4
• 제2장 교육행정의 특색과 교육행정가의 기술 = 7
• 제1절 교육행정의 특징 = 7
• 제2절 교육행정의 원리 = 12
• 제3절 교육행정가의 기술 = 15
• 제3장 조직몰입의 이론적 배경 = 17
• 제1절 조직몰입의 개념 = 17
• 제2절 조직몰입의 유형 = 23
• 제3절 조직몰입의 배경이론 = 28
• 제4절 유사개념 = 38
• 제5절 조직몰입의 순기능과 역기능 = 44
• 제6절 조직몰입의 과정모형 = 47
• 제7절 조직몰입의 결정요인 = 56
• 제4장 연구모형 및 가설설정 = 60
• 제1절 교육행정공무원의 조직몰입 분석모형 = 60
• 제2절 가설의 설정 = 61
• 제3절 변수의 조작적 정의 = 62
• 제4절 설문의 구성과 내용 = 72
• 제5장 교육행정공무원의 조직몰입 실증분석 = 76
• 제1절 자료의 수집 및 분석방법 = 76
• 제2절 조직몰입과 결정요인의 특성 = 80
• 제3절 가설의 검증 = 91
• 제6장 요약 및 결론 = 96
• 제1절 연구결과의 요약 = 96
• 제2절 조직몰입 수준 제고방안 = 98
• 제3절 연구의 한계와 향후과제 = 101
• 참고문헌 = 103
• Abstract = 108
• 부록 1 = 113
• 부록 2 = 124