earticle

영어

This study explored the perceptions on organizational culture of the hospital employees such as doctors and nurses in N general hospital. This study was motivated by the writer's series of lectures on "Team Spirit-Servant Leadership" for the members of the hospital. The lectures were carried out in a way to further members' perceiving the issues to start and establish an autonomous organizational culture and seeking for an alternative idea. Through the lectures the writer began to have a desire to study organizational culture which the members of the hospital not only perceive but also expect. Accordingly, this study was started in order to promote a desirable organizational culture through the concrete and deep understanding of hospital organizational culture. This study researched into the hospital organization where there might be elements of various tensions and conflicts, especially into the members' perception of hospital organizational culture from the viewpoint of an outsider having a comparatively objective stance. For this study, the question, "What do the members of N hospital perceive their organization to be and what do they think the organization should be?", was taken as the key issue. This study used qualitative methodology stressing discovery more than other aims, in order to see into not only related phenomena and structure but also deeper senses of value and tacit assumption of the organization. In the methodology, ethnography was taken to explore the members' behaviour and interaction through their perception. As most of the interviewees attended the lecture, "Servant Leadership", this study always cautiously approached the contents of the interviews in order to secure objectivity in research, for example, carefully interpreting extremely subjective contents. In this study 18 people were individually interviewed, who were the key human resources of the hospital organization such as doctor and nurse, for 6 months from March 2008 to August. The contents of the interviews were written up for data analysis. Their significant statement data were secured through examining words and sentences extracted from the written contents in the series of interviews. Subject analysis was performed in order to find patterned rules from the secured data, and then words and sentences including organizational culture were analyzed. The analyzed words and sentences were classified according to meaning units having the same subject. In addition, subjects appropriate for the significant statements were decided, and superordinate categories were extracted through coding them. Furthermore, the information according to various frames of concepts was contextualized and redesigned. The result finally showed the organizational culture of N hospital as expressed in the following 5 categories: "take a peep at the field"; "the first choice"; "medical personnel's narrative"; "the management of the structure"; "perception and perspective". Thus, from the perspective of human resource development, the present study unfolded the process to describe naturally, analyze, and interpret their expectation of, hope for the organizational culture, in order to find the foundational data for the desirable organizational culture, into which their expectation was newly collected in this process. Consequently, the conclusion of this study is drawn as follows. Firstly, the employees of the hospital even in various situations of the organization found expectation of the desirable organization in which they grow, having meaningful enthusiasm. Secondly, the members of the hospital were sympathetic towards the necessity of appropriate complementing institution or system; the understanding of the true meaning of institution; the complementing of it. Thirdly, the employees of the hospital need autonomous organizational culture based on their trust in order for them to grow continually in the organization. The significance of the present study of the organizational culture of hospital employees lies in treating the issue of the human resource and organizational structure through exploring the key human resource of the hospital organization, doctors and nurses, from the viewpoint of a lecturer in "Servant-Leadership".

한국어

본 연구는 N 종합병원에서 근무하는 의사와 간호사 등 종사자들을 대상으로 그들 의 조직문화에 대한 인식에 대해 탐구하였다. 연구는 연구자가 이 병원의 구성원을 대 상으로 진행한 ‘팀 스피릿-서번트리더십’교육과정이 계기가 되었다. 교육의 진행과정을 통해 연구자는 조직의 구성원이 인식하고 바라는 조직문화에 대한 연구의욕을 갖게 되었다. 병원 조직문화에 대한 구체적이고 심층적인 이해를 통하여 장기적으로 바람직 한 조직문화를 창달하려는 목적으로 이 연구에 착수하였다. 현상과 구조와 함께 좀 더 깊은 가치관이나 조직의 내재된 암묵적 가정을 통찰하기 위해, 발견에 보다 중점을 둔 질적 방법론이 사용되었으며 그중에서도 문화기술지 연구 방법의 형태를 취하였다. 이 연구를 위하여 병원 조직의 핵심인력인 의사와 간호사 등 18명을 대상으로 2008년도 3월부터 8월까지 6개월간 개별면담을 실시하였으며, 면담 내 용의 필사본을 기본 자료로 조직문화를 함유한 단어와 문장을 분석하여 의미 있는 진술 에 해당하는 주제를 정하고 코딩작업을 통하여 상위의 범주를 도출하였다. 여러 개념의 틀에 입각한 정보를 맥락화하고 재설계한 결과 N병원의 조직문화는 현장 엿보기, 처음의 선택, 의료인 이야기, 구조의 운용, 인식과 관점이라는 다섯 개의 범주로 표현되었으며 이러한 연구를 통하여 다음과 같은 결론을 내릴 수 있었다. 첫 째, 병원 종사자들은 자신이 처한 다양한 상황에서도 자신의 열정과 의미를 갖고 성장 할 수 있는 조직에 대한 기대를 갖고 있었다. 둘째, 자신의 역량을 최고로 발휘할 수 있는 조직이 되기 위해서는 적정한 제도나 시스템 보완의 필요성과 함께 제도의 참의 미를 깨닫고 보완하려는 공감대를 갖고 있었다. 셋째, 구성원들은 조직 내의 지속적인 성장을 위해 신뢰가 바탕이 되는 자율적인 조직문화에 대한 필요성을 갖고 있었다.