초록 열기/닫기 버튼
이 연구의 목적은 신입비서의 조직사회화 학습과정에서 발생하는 학습영역, 학습 성공지표, 학습원천을 도출하고 이들의 관계를 정립하는 것이다. 이를 위한 세부 연구 목표로는 첫째, 신입비서가 조직사회화의 과정에서 배우고자 하는 학습영역을 도출하고, 둘째, 학습원천을 도출하고, 셋째, 학습 성공지표가 무엇인지 도출하여, 마지막으로 학습영역별로 나타나는 학습 성공지표를 도출하고 성공지표별로 그에 대한 원천이 무엇인지 확인하는 것이다. 연구절차로 문헌연구를 통해 다층적 조직사회화 학습이론을 선정하여 조직사회화 학습과정에 관련 있는 요인들을 도출하였다. 이를 바탕으로 반구조화된 질문을 작성한 후, 총 23명의 신입비서를 대상으로 일대일 심층면담을 진행하였다. 수집된 면담내용은 전사한 뒤, 코딩작업과 범주화 작업을 거쳐 연구결과를 분석하였다. 조직사회화의 학습영역은 직무역할 수행, 동료집단, 조직의 역사․ 목표․ 가치관, 조직의 미래전망으로 확인되었다. 조직사회화의 학습 성공지표는 자신의 역할과 부가적인 역할을 적절하게 수행, 조직과 사회적 융합을 이룸, 내적 안정성의 향상, 조직에 대해 긍정적으로 외부에 묘사하는 것으로 나타났다. 학습원천은 동료, 상사, 멘토, 공식적 사회화, 조직문서, 전임자, 개별학습으로 도출되었다. 이러한 결론을 바탕으로 다음과 같이 제언한다. 첫째, 연구의 신뢰도와 타당도를 높이기 위해 연구 대상자의 선정과정에서 실제 비서직의 종사자와 유사한 산업군의 분포로 진행하는 것이 필요하며, 둘째, 고용형태에 따른 결과를 따로 도출하는 연구가 필요하다.
The purpose of this study is to identify the source, area, and success indicators of learning occurring in the process of organizational socialization by reflecting on the specificity of the new secretary and to establishing basic data to help organize organizational socialization. Specific questions of this study are presented as follows: First, what is the learning area that a new secretary tries to achieve in the process of socialization? Second, what is the learning source in the new secretarial organization? Third, what is the indicator that the new secretary succeeded in adapting to the organization through the process of organizational socialization learning? Fourth, what are the success metrics for each learning area achieved through the organizational socialization learning process, and what is the source of the success metrics? In order to solve the research questions, the researcher developed a new semi-structured questionnaire and conducted 23 times interviews based on, a new model for organizational socialization by Cooper-Thomas and Anderson(2006). Twenty-three new secretaries were interviewed, and the interview results were coded, categorized and analyzed. The learning areas for organizational socialization have been identified in four ways. The role of the new secretary, his or her peer group, the organization's history, goals and values, and the future outlook of the organization. Indicators that showed that the learning of organizational socialization was successful were as follows: successfully fulfilling their role, carrying out additional roles, enhancing social cohesion within the organization, enhancing internal stability within the organization, and positive external descriptions of the organization. Learning sources of organizational socialization are determined by identifying factors from whom they have learned from such as colleagues, supervisors, mentors, formal socialization programs, organizational documents, predecessors, and individual learning. Finally, learning areas, learning sources, and learning success metrics for organizational socialization have the following relationships. If learning the task role and learning a peer group are successful, the individual role and additional roles are performed well. The success of learning about the organization's history, objectives, and values has resulted in reaching a successful indicator of achievement and social cohesion. Learning about the organization's future prospects has been confirmed to be met with an indication of its role, internal stability, and an indication of positive external representation of the organization. Sources of learning success indicators are through peers, supervisors, mentors, formal socialization programs, organizational documents, predecessor studies, and individual learning. Social cohesion with the organization is learned through peer, supervisor, mentor, formal socialization programs, organizational documents and predecessor. Social cohesion with the organization is learned through peers, supervisors, mentors, formal socialization programs, organizational documents and predecessors, Internal stability is achieved through peers, supervisors, mentors, formal socialization, and organizational documents. Finally, the success metrics for positive external descriptions are learned through peers, supervisors, mentors, formal socialization and organizational documents. This study has two suggestions based on the conclusion. First, in order to increase the credibility and validity of the research, it is necessary to proceed with a similar industrial distribution of actual secretarial staff to the actual secretary of the research. Second, a study by results of the employment status is necessary.
키워드열기/닫기 버튼
Organizational socialization, New secretary, Learning area, Learning source, Learning success indicator
