조직 내 집단갈등이 조직유효성에 미치는 영향에 관한 연구
(A) Study on the Influence of Group Conflicts on Organizational Effectiveness
조직 집단갈등 조직유효성;
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This study is to research for an efficient management method which can be applied to Korean enterprises through the theoretical and practical study for what the causes and types of an organizational conflict pointed as one of the most important effective factor having an effect on organizational effectiveness in the view of organizational behavior theory is. And this is to establish and verify the hypothesis for the relation with the conflict in group and the organizational effectiveness on the bases of a theoretical study. The 407 valid responses were made from the questionnaire survey on 600 managers, staff and workers, working Seoul, Incheon, and Kyungki in order to verify hypothesis. The analysis of reliability, factorial analysis by VARIMAX rectangular rotation method, Pearson correlation and multiple regression analysis used of SPSS statistical package ver. 11.0 were implemented for testing the hypothesis formed from these data. The hypotheses are accepted or rejected similarly in most of areas, but that gives lots of suggestion. In this study, it was tried to review and analyse the performance of the study by whether the hypotheses were accepted or not. Firstly, the only two sub-hypotheses I-2-1 and I-2-2 in the hypothesis I were accepted and the all others were rejected. So it can say that the relation of the cause of the conflict (mutual reliance, objective difference) and the organizational effectiveness (job satisfaction, devotion of organization) have a significant meanings. That means low level of conflict factor have a positive effect on organizational effectiveness variables. Secondly, the sub-hypotheses II-2-2, II-3-1 and II-3-2 in the hypothesis II were accepted and the others were rejected. This means the cause of conflict has an effect on significantly organizational devotion but does not have statistically a significant effect on the job satisfaction. Thirdly, the sub-hypotheses III-1-2, III-2-1 and III-2-2 in the hypothesis III were accepted and the others were rejected. This means when the conflict type has an significant effect on organizational devotion the organizational size as a control variable has a significant effect(in the level 0.1) on that but the job satisfaction is not significant statistically. In this results, we can know the organization with a low level of conflict type (vertical and horizontal conflict) has a positive effect on the organizational effectiveness (job satisfaction and organizational devotion). It can says that the small organization with low level of horizontal conflict feels organizational devotion more highly and the large organization with low level of vertical conflict feels organizational devotion more highly. Fourthly, the sub-hypotheses IV-2-2, IV-3-1 and IV-3-2in the hypothesis IV were accepted and the others were rejected. It seems that the management characteristics (entrepreneurial mind) have an effect on the organizational effectiveness. Especially, it can say the empowerment propensity of management affects all organizational effectiveness variables. It can be suggested that this important variable rather than other management characteristics can enhance the organizational effectiveness. Limitation of this study depends on voluntary sampling method as selecting sample and also demonstrative analysis depends on the results of responses made by the survey objects, so it can be limited in the interpretation of result. In addition, it can not be considered on the variables used frequently by the existing studies related to the group conflicts. The future issues of this study will supplement the above mentioned limitation, apply for the new studying results using to the business, and contribute scientifically to scholars studying conflict theory which are expected high effect.