본 연구는 조직문화와 직무만족, 조직몰입, 조직시민행동과 같은 조직유효성 간의 관계에 사회적 자본의 매개효과가 있는지를 검증하는 것이다. 병원조직 구성원을 대상으로 조사한 바에 의하면, 전체중심 조직문화가 강할수록 조직동일시 수준과 대인간 신뢰에 대한 지각이 높게 나타났다. 전체중심 조직문화는 직무만족, 조직몰입, 그리고 조직시민행동에 모두 정(+)의 영향을 미치는 것으로 나타났다. 조직동일시와 대인간 신뢰는 각각 직무만족, 조직몰입 그리고 조직시민행동에 정(+)의 유의한 영향을 미치는 것을 보여주었다. 그리고, 전체중심 조직문화의 조직유효성 변수와의 관계에서 사회적 자본의 하위변수인 조직동일시와 대인간 신뢰가 매개효과를 보이는 것으로 분석되었다. 결론적으로 조직문화는 사회적 자본의 매개역할에 의해 조직유효성을 높일 수 있다는 분석결과를 얻었다. 이러한 결과는 구성원의 태도 및 행동관련 유효성을 제고하는데 사회적 자본의 중요성을 강조한다.

The study aims to test the mediating effects of social capital between organizational culture and such organizational effectiveness variables as job satisfaction, organizational commitment, organizational citizenship. The data are collected from 11 large hospital employees. The research findings are as follow; first, the more the hospital employees perceive of holistic culture, the higher the respondents perceive organizational identification and interpersonal trust. Holistic culture has a positive effect on job satisfaction, organizational commitment and organizational citizenship. Organizational identification and interpersonal trust respectively has a positive effect on job satisfaction, organizational commitment and organizational citizenship. Furthermore, organizational identification and interpersonal trust show a mediating effect on the relationship between organizational culture and organizational effectiveness. In conclusion, this study reveals that organizational culture can enhance organizational effectiveness by the mediating role of social capital. In addition, it emphasizes the importance of social capital in improving the positive aspects of employee attitude and behavior.

The study aims to test the mediating effects of social capital between organizational culture and such organizational effectiveness variables as job satisfaction, organizational commitment, organizational citizenship. The data are collected from 11 large hospital employees. The research findings are as follow; first, the more the hospital employees perceive of holistic culture, the higher the respondents perceive organizational identification and interpersonal trust. Holistic culture has a positive effect on job satisfaction, organizational commitment and organizational citizenship. Organizational identification and interpersonal trust respectively has a positive effect on job satisfaction, organizational commitment and organizational citizenship. Furthermore, organizational identification and interpersonal trust show a mediating effect on the relationship between organizational culture and organizational effectiveness. In conclusion, this study reveals that organizational culture can enhance organizational effectiveness by the mediating role of social capital. In addition, it emphasizes the importance of social capital in improving the positive aspects of employee attitude and behavior.

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holistic culture, job satisfaction, organizational commitment, organizational citizenship, organizational identification, interpersonal trust, mediating effect