組織文化類型과 組織有效性 關係에 있어서 組織特性 變數의 調節效果 : 公私立 癡매療養病院을 중심으로 = (The)effects of the adjustment of the variables particular to certain organizations in the respect of the forms of organizational cultures of public and private hospitals for dementia recuperation and the organizational efficiency

다국어 초록 (Multilingual Abstract)

Korea turning into an aging society rapidly, the need for hospitals for dementia recuperation which is most of all required for long-term recuperation of senile dementia that has been emerging as one of the most important social problems is urgent. Since the year of 2000, the number of the hospitals for dementia recuperation has steadily increased. That is why the research on the organizational culture of the hospitals for dementia recuperation is justified.
This research has chosen 11municipal and provincial hospitals for dementia recuperation and 11 hospitals specializing in the treatment of the old, which are scattered across the nation, as the samples for the research. First of all, through theoretical manipulation, we elicited the basic configuration and hypothesis for the research by considering the pervious research related to the characteristics of the organizations of the hospitals for dementia recuperation and establishing a theory for efficient management of hospitals. In addition, we classified cultures into a few forms and found the effect which cultural forms have on the organizational efficiency by establishing the perception and attitude of the members of the organization towards the organizational culture. And then, we established how the strategy, structure and managing techniques that are the variables characterizing an organization control the relationship between the forms of organizational culture and organizational efficiency. Through such research, by understanding what influence the perception of the new organizational culture has on the organizational efficiency, we came to see the important points for establishing sound values and rationalization of management, which are the key-elements for the organizational culture of the hospitals for dementia recuperation. The summary of the research is as follows.
First, taking into consideration the differences according to the forms of organizational culture, there has been found certain differences among the human relations culture, open system culture, internal process and rational goal culture. Human relations culture and open system culture have proven to have especially great influence in the job satisfaction, organizational devotion and job accomplishment. To take the characteristics of the forms of organizational culture into consideration, the human relations culture attaches importance to the integration and flexibility of the inner organization and focuses on human relations, trying to from a family-like atmosphere. The open system culture is characterized as the adjustment, change and elasticity to the outer environment, attaching importance to organizational innovation and change and respecting the value like originality, adventurousness and the spirit of challenge. The internal process aims at the integration, stability and status-quo of the inner organization and attaches importance to the pre-existing procedures and regulations. The rational goal culture stresses efficient performance of given tasks and rational achievement of goals. As stated above, there are four types and forms of culture.
Second, after examining whether different influence the interaction among the various forms(the human relations culture, open system culture, internal process and rational goal culture) have on the organizational efficiency, it has been proven that they do not influence the job satisfaction, organizational devotion and job accomplishment which are the variables of the organizational efficiency through the interaction among the different cultural forms. It can be seen that the key cultural forms influence the organizational efficiency independently. This results from the fact that the different characteristics that form the four axes of the organizational culture forms interact a dichotomy-like way. If the elasticity of the organization is stressed, the different forms of culture interacting, then chaos comes. If order is given importance, the organization comes to suffer rigidity. In case of the integration of the inner organization, impassion and uninterest are caused to emerge. The orientation towards the outer environment may result in hostility and bellicosity.
Third, to examine whether the strategy, structure and managing techniques, which are the variables characterizing an organization, control the relations between the forms of organizational culture and organizational efficiency, it has been found that the human relations culture and internal process control the relationship among the job satisfaction, organizational devotion and job attainment. In the open system culture and rational goal culture, it has been found that the strategy controls the relationship with the job attainment. The structure and managing techniques has proven to have the controlling effect in the job satisfaction and organizational devotion in the human relations culture and internal process culture, while they have no influence in the open system culture and rational goal culture. With respect to the job accomplishment, the structure and managing techniques have controlling effect in the human relations culture, open system culture and rational goal culture.
Fourth, with respect to the population-statistic variables, to examine the relationship with the organizational efficiency, it has been observed that the public and private hospitals are different in only the organizational devotion and aren't different in organizational efficiency. With respect to the occupation and sex, difference could be observed only in job satisfaction and organizational devotion, but not in job accomplishment. With respect to scholarship, only the organizational devotion showed some difference and with respect to the age, position and the period of continuance in office, only the job satisfaction, organizational devotion and job accomplishment showed some difference.
Fifth, the workers at the hospitals for dementia recuperation evaluate their job accomplishment which they conduct to be relatively high(3.35 of 5), but their job satisfaction(3.14) and organizational devotion(3.21) were relatively low. This mainly results from the fact that they think that the input of efforts does not in proportion to the compensation. The organization of hospitals is deemed to need to introduce the chart of balanced accomplishment in order to secure social efficiency and economic efficiency. They should understand and reflect their members' organizational devotion, job satisfaction and job accomplishment, which are more or less abstract, in their management rather than make only the sales figures and profits the final indexes of the management of the hospitals.

목차 (Table of Contents)

• 목차 = ⅰ
• 제1장 서론 = 1
• 제1절 연구의 배경 = 1
• 제2절 연구의 목적 = 2
• 제3절 연구의 범위 = 4
• 제2장 조직문화, 조직특성, 조직유효성에 관한 이론적 고찰 = 6
• 제1절 조직문화 = 6
• 1. 조직문화의 개념 및 구성요소 = 6
• 2. 조직문화의 접근방법에 따른 조직문화유형 = 11
• 제2절 조직특성 = 20
• 1. 조직구조에 대한 관점 = 20
• 2. 병원조직과 치매요양병원의 특성 = 24
• 제3절 조직유효성 = 51
• 1. 조직유효성 의의 및 평가요소 = 51
• 2. 본 연구에서 조직유효성 측정내용 = 56
• 제4절 조직문화, 조직특성, 조직유효성과의 관계에 대한 선행연구 = 61
• 1. 조직문화와 조직유효성과의 관계 = 61
• 2. 병원의 설립형태 및 조직문화와 조직특성과의 관계 = 65
• 3. 조직특성과 조직유효성과의 관계 = 67
• 제3장 실증연구의 설계 = 69
• 제1절 연구모형의 설계 = 69
• 제2절 가설 설정 및 변수의 조작적 정의 = 70
• 1. 가설설정 = 70
• 2. 변수의 조작적 정의 = 72
• 제3절 조사방법과 표본설정 = 77
• 1. 실증연구 대상기관 선정 = 77
• 2. 자료수집 및 표본의 구성 = 79
• 3. 설문지 구성 = 80
• 4. 자료의 분석방법 및 사용목적 = 82
• 제4장 실증분석 및 가설의 검증 = 83
• 제1절 표본의 특성 분석 = 83
• 1. 표본의 일반적 특성 = 83
• 2. 측정도구의 신뢰성 검증 = 85
• 3. 측정도구의 타당성 검증 = 87
• 4. 요인별 기술통계 분석 = 97
• 5. 변수간의 상관관계 = 98
• 제2절 가설의 검증 및 인구 통계적 변수와 조직유효성과의 관계 = 100
• 1. 가설 1의 검증 = 100
• 2. 가설 2의 검증 = 104
• 3. 가설 3의 검증 = 113
• 4. 가설 4의 검증 = 116
• 5. 가설 5의 검증 = 120
• 6. 인구 통계적 변수와 조직유효성과의 관계 = 123
• 제3절 가설검증 결과의 요약 = 131
• 제5장 결론 = 133
• 제1절 연구결과의 요약 = 133
• 제2절 연구의 시사점 및 향후과제 = 135
• 1. 연구의 시사점 = 135
• 2. 연구의 한계 및 향후과제 = 138
• 참고문헌 = 139
• 설문지 = 153
• 부록 = 164
• Abstract = 191