earticle

영어

Organizational culture and organizational effectiveness have gained the attention of both practitioners and academics in recent years. Critical commentaries have questioned which type of organizational culture has implications for employee attitude and behaviour, and ultimately organizational performance. This paper addresses the question “which type of organizational culture impact on employee attitude and behavior?.” The study is based on a korean airline company and draws on quantitative and qualitative data. The findings suggested that the development culture and the hierarchy culture substantiated by organizational involvement and job satisfaction. The qualitative data helped explain this trend and have highlighted two contextual issues. The organizational culture with as open system type, human relation type, reasonable goal type and internal process type have been shown to give positive and meaningful influence on organizational involvement and job satisfaction. First, as a result of demographic characteristics, the awareness of development culture was different in each age group; the age group of over 50 most preferred the development culture. The awareness of development also differed in the length of service, and result shows that the employees who worked more than 21 years have the highest preference. As a result of the analysis for the organizational effectiveness, difference of awareness for the job satisfaction was shown and employees who worked 16 to 20 years have highest preference. Second, as the result of correlation analysis of organization culture and organization effectiveness, the development culture and group culture are in strong interrelationship. The result also shows that the organizational culture and organizational commitment are in weak interrelationship. A usual interrelationship is shown between development culture and job satisfaction, and between organizational commitment and job satisfaction. Third, according to the result of the regression analysis, both organizational commitment and job satisfaction have influence in development culture and hierarchical culture. For that reason, bigger the awareness of development culture and hierarchical culture are, higher the organizational commitment and job satisfaction rise. Through looking at the result of analysis above, organizational types of X airline maintenance prefers is the development culture. Therefore, the development of organizational culture is necessary. Also, it appears that the maintenance organization has low recognition for rational culture, so the efforts to improve such are needed. Lastly, if this study is used properly for cultural development of airline maintenance organization, it will greatly improve the effectiveness of the maintenance organization.

한국어

최근 많은 조직에서 조직문화의 중요성을 인식하고, 바람직한 조직문화의 개발을 위하여 많은 노력을 하고 있다. 이와 관련하여 본 연구에서는 조직문화 유형이 조직유효성에 미치는 영향에 대해서 조사하였다. 조직문화 유형으로 Quinn 등의 연구에서 도출한 합리문화, 집단문화, 위계문화, 개발문화를 구분하였고 조직유효성은 조직몰입과 직무만족으로 구성하여 국내 항공사에 근무하는 조직구성원들을 대상으로 설문조사를 실시하였다. 그 결과 개발문화와 위계문화가 조직몰입과 직무만족에 유의한 영향을 미치는 것으로 나타났다. 이러한 분석결과에 따라 조직성과 제고를 위하여 조직문화 관리가 조직내에서 실무적으로 활용될 수 있는 근거가 마련될 수 있을 것이다. 조직문화의 중요성에 대해서는 모든 조직이 인식하고 있지만 실제 조직문화 개발은 제대로 이루어지지 않고 있는 것이 현실이다. 이에 있어서 효과적이고, 신뢰를 구축하는 조직문화 유형은 특히 구성원의 창의와 자율이 중요한 현대에 있어서 높은 조직성과를 이끌 수 있으리라 기대된다.