본 연구는 최근 PR분야에서 활발히 논의되고 있는 관계경영 이론의 관점에서 조직문화, 사원 커뮤니케이션, 조직-사원 관계성 간의 연관성을 살펴보고자 하였다. 국내 19개 조직에 종사하는 481명의 직원들을 대상으로 설문조사를 실시한 결과, 조직문화는 사원 커뮤니케이션에 유의미한 영향을 끼치는 것으로 나타났다. 특히, 구성원들이 자신의 조직문화가 집단문화나 발전문화라고 인식할수록 자신과 조직과의 관계를 긍정적으로 평가하는 성향을 보였다. 또한 사원 커뮤니케이션과 조직-사원 관계성 사이에도 유의미한 연계가 있음이 확인되었다. 보다 구체적으로는 구성원들이 자신이 조직과 관련된 적절한 정보를 전달받고 있다고 여기고, 상사의 상호작용 스타일을 긍정적으로 인식하고 있을수록 조직-사원 관계성을 긍정적으로 평가하는 것으로 나타났다. 이러한 결과를 토대로 본 연구의 이론적-실무적 함의에 대한 논의를 전개하였다.

The purpose of this study was to investigate the associations among organizational culture, employee communication strategies, and employee- organization relationships. Data were collected by conducting a survey of 481 employees in 19 organizations in South Korea. Findings of this study showed that organizational culture was a critical and significant antecedent of employee-organization relationships. More specifically, clan culture and developmental culture were more positively related to the four relationship outcomes(trust, commitment, satisfaction, and control mutuality) than hierarchical culture and market culture. As was suggested in previous research, employee communication strategies were differently implemented according to the varing types of organizational culture. At the same time, communication strategies had considerable influence on the quality of internal relationships. This empirical study showed that the organizational culture can be an important factor in developing reciprocal relationships between organizations and its employees. This study also showed how specific communication strategies can affect the quality of employee-organization relationships, which may provide PR practitioners guideline on how to strategically manage internal communication.

The purpose of this study was to investigate the associations among organizational culture, employee communication strategies, and employee- organization relationships. Data were collected by conducting a survey of 481 employees in 19 organizations in South Korea. Findings of this study showed that organizational culture was a critical and significant antecedent of employee-organization relationships. More specifically, clan culture and developmental culture were more positively related to the four relationship outcomes(trust, commitment, satisfaction, and control mutuality) than hierarchical culture and market culture. As was suggested in previous research, employee communication strategies were differently implemented according to the varing types of organizational culture. At the same time, communication strategies had considerable influence on the quality of internal relationships. This empirical study showed that the organizational culture can be an important factor in developing reciprocal relationships between organizations and its employees. This study also showed how specific communication strategies can affect the quality of employee-organization relationships, which may provide PR practitioners guideline on how to strategically manage internal communication.

조직문화, 조직-공중 관계성, 사원 커뮤니케이션