조직변화에 대한 구성원 저항과 관련한 선행연구에서 변화에 대한 구성원들의 심리적 정서와 행동이 반드시 일치하지 않을 수 있기 때문에 조직변화에 대한 저항의 다차원적 접근...
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https://www.riss.kr/link?id=A76440530
2008
-
325
KCI등재
학술저널
1-41(41쪽)
30
0
상세조회0
다운로드국문 초록 (Abstract)
조직변화에 대한 구성원 저항과 관련한 선행연구에서 변화에 대한 구성원들의 심리적 정서와 행동이 반드시 일치하지 않을 수 있기 때문에 조직변화에 대한 저항의 다차원적 접근...
조직변화에 대한 구성원 저항과 관련한 선행연구에서 변화에 대한 구성원들의 심리적 정서와 행동이 반드시 일치하지 않을 수 있기 때문에 조직변화에 대한 저항의 다차원적 접근이 필요함을 제시하였다. 즉 변화에 대한 저항은 노골적으로 드러내놓고 저항하는 경우와 드러나지 않게 교묘하게 감추어진 형태로 나타날 수 있다. 이러한 선행연구를 바탕으로 본 연구에서는 저항을 심리적, 행동적 저항의 2가지 요인으로 파악하고 조직변화에 대한 저항을 유발하는 원인들을 고용안정감, 변화에 관한 정보 및 경영자 신뢰 풍토로 구분하여 이들이 각각 심리적, 행동적 저항과 어떠한 관련성을 가지는지를 실증적으로 밝히고자 하였다. 그리고 저항에 따른 결과로써 구성원들의 심리적, 행동적 저항이 조직몰입과 어떠한 연관성을 갖는가를 검증하였다. 실증분석을 위해 조직변화를 추진하고 있는 국내 12개 기업을 대상으로 분석한 결과, 첫째 고용안정감은 구성원의 심리적 저항과 행동적 저항에 모두 부(-)적인 영향을 미치며, 둘째, 변화 과정에서 제공되는 변화 정보는 심리적 저항에 부정적 영향을 미치나, 행동적 저항에는 긍정적 영향을 미치는 것으로 파악되었다. 셋째, 변화 과정에서 근로자 -경영자간 신뢰 풍토는 심리적, 행동적 저항과의 관계에 모두 유의한 관련성을 확인할 수 없었다. 마지막으로, 구성원의 심리적, 행동적 저항이 높을수록 조직몰입 모두 부정적으로 영향을 미치는 것으로 나타났다.
다국어 초록 (Multilingual Abstract)
The study on employee resistance to organizational change literature noted that resistance should be classified into psychological resistance and behavioral resistance within the multi-dimensional approach. Based on the prior research, thi...
The study on employee resistance to organizational change literature noted that resistance should be classified into psychological resistance and behavioral resistance within the multi-dimensional approach. Based on the prior research, this paper examines empirically context traits(job security, change-related information, and trust climate) as antecedents that affect on those resistances and to examine how both psychological and behavioral resistance impact on organizational commitment and organizational citizenship behavior.<BR> Previous research on resistance to organizational change suggested that resistance to change in organizations requires multi-dimensional approach because employees’ emotions and behaviors in response to change do not necessarily coincide. In other words, resistance to change can be made either openly or subtly. Based on the prior research, resistance should be classified into psychological resistance and behavioral resistance within the multi-dimensional approach, and this paper examines empirically context traits(job security, change-related information, and trust climate) as antecedents that affect those resistances and to examine how both psychological and behavioral resistance impact on organizational commitment as consequences.<BR> Researchers and businessmen have attempted to define and reunify the concept of resistance to organizational change based on the assertion that organizational change efforts fail mainly because of employee resistance. However, they have not shown how employee resistance affects the success or failure of various change attempts (George & Jones, 2001; Piderit, 2000).<BR> First, most previous research examined resistance to organizational change from a single- dimensional perspective. Some researchers focused on employees’ psychological state during the change process (Labianca, Gray, & Brass, 2000), while others defined resistance with emphasis on employees’ behavior (Brower & Abolafia, 1995). Most researchers investigated resistance to change in organizations from one of the two perspectives. From a theoretical view, however, employee reactions to change include cognitive, emotional and behavioral dimensions (Breckler, 1984; Piderit, 2000).<BR> In short, resistance can be conceptualized as an emotional state or a behavior. As each state is an important component of employee response to change in organizations, defining resistance with emphasis on either of the two perspectives seems less than complete. In reality, understanding employee resistance to organizational change from the both perspectives will help understand employee response to change in depth.<BR> Thus, this paper attempted to define each state of employee resistance to change in organizations based on the fact that employees’ psychological and behavioral reactions to organizational change can be different. For instance, during the change process, employees can have discontent or other psychological resistance, but the resistance can be explicitly expressed and lead to behavioral resistance. In addition, as psychology, behavior and cognition of organizational change do not necessarily coincide, resistance can usually accompany conflicting emotions. In this regard, this paper put an emphasis on multi-dimensions of resistance, examine the relations between each dimension and factors that cause employee resistance during the organizational change process and empirically identify how the outcomes of resistance affect organizational commitment.<BR> For an empirical analysis, this paper administered surveys to 12 Korean companies which were implementing organizational change, and this paper obtained the following findings:<BR> First, job security was found to have a significant negative relationship with an employee’s psychological and behavioral resistance. It was found that, among factors that af
목차 (Table of Contents)
참고문헌 (Reference)
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3 김진희, "제도 내재화와 조직 냉소주의가 조직몰입과 혁신지향 활동에 미치는 효과" 한국경영학회 36 (36): 825-853, 2007
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1 권중생, "조직혁신에 대한 구성원의 방어적 행동" 한국산업경영학회 15 (15): 177-206, 2000
2 김진희, "제도 내재화와 조직 냉소주의가 조직몰입과혁신지향활동에 미치는 효과" 한국경영학회 36 (36): 825-853, 2007
3 김진희, "제도 내재화와 조직 냉소주의가 조직몰입과 혁신지향 활동에 미치는 효과" 한국경영학회 36 (36): 825-853, 2007
4 이군희, "사회과학연구방법론" 법문사 2005
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계열사가 가지는 자율성의 결정요인 - 시너지관점과 자원기반관점의 통합적 접근
Models of Organization and Organizational Trust
부하체면에 영향을 미치는 상사행위의 구성개념 및 측정에 관한 연구
인사ㆍ조직연구의 발전과 미래 과제 - 인사ㆍ조직연구 게재논문과 한국인사ㆍ조직학회 학술대회 발표논문 분석결과를 중심으로
학술지 이력
연월일 | 이력구분 | 이력상세 | 등재구분 |
---|---|---|---|
2027 | 평가예정 | 재인증평가 신청대상 (재인증) | |
2021-01-01 | 평가 | 등재학술지 유지 (재인증) | |
2018-01-01 | 평가 | 등재학술지 유지 (등재유지) | |
2015-01-01 | 평가 | 등재학술지 유지 (등재유지) | |
2013-02-27 | 학술지명변경 | 한글명 : 인사·조직연구 -> 인사조직연구 | |
2013-02-26 | 학회명변경 | 한글명 : 한국인사·조직학회 -> 한국인사조직학회 | |
2011-01-01 | 평가 | 등재학술지 유지 (등재유지) | |
2009-12-29 | 학회명변경 | 한글명 : 한국인사ㆍ조직학회 -> 한국인사·조직학회 | |
2009-01-01 | 평가 | 등재학술지 유지 (등재유지) | |
2007-07-04 | 학술지명변경 | 외국어명 : Korean journal of management -> Korean Journal of Management | |
2007-01-01 | 평가 | 등재학술지 유지 (등재유지) | |
2004-01-01 | 평가 | 등재학술지 선정 (등재후보2차) | |
2003-01-01 | 평가 | 등재후보 1차 PASS (등재후보1차) | |
2002-01-01 | 평가 | 등재후보 1차 FAIL (등재후보1차) | |
1999-07-01 | 평가 | 등재후보학술지 선정 (신규평가) |
학술지 인용정보
기준연도 | WOS-KCI 통합IF(2년) | KCIF(2년) | KCIF(3년) |
---|---|---|---|
2016 | 1.29 | 1.29 | 1.59 |
KCIF(4년) | KCIF(5년) | 중심성지수(3년) | 즉시성지수 |
1.64 | 1.69 | 2.995 | 0.48 |