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公務員 組織葛藤 原因과 管理方案에 관한 實證的 硏究 : 統合 麗水市를 中心으로 원문보기
(A) Study on the causes of government employees' organizational conflict and effective management methods : the case of integrated Yeosu city

  • 저자

    장채민

  • 학위수여기관

    順天大學校 經營行政大學院

  • 학위구분

    국내석사

  • 학과

    경영학과

  • 지도교수

  • 발행년도

    2003

  • 총페이지

    ix, 105p.

  • 키워드

    공무원 조직갈등 관리방안;

  • 언어

    kor

  • 원문 URL

    http://www.riss.kr/link?id=T10062722&outLink=K  

  • 초록

    The paper describes the causes, types, levels and aspects of Government employees' organizational conflict at the integrated Yeosu city government office in Korea. The purpose of the study is to provide effective management methods to administer the city government employees' organizational conflict and solve problems associated with it. The result of the study may help the city government reinforce competitive edges and improve administrative service quality at the era of local autonomous government. The subjects of the study were 256 Government employees, randomly selected from the 1,706 government employees at the integrated Yeosu city government. The subjects account for about 15% of total employees of the integrated Yeosu City. The integrated city government, which was previously three of City and one Gun government offices, has reorganized by the resident election for the first time in the nation. The study is based on the questionnaires and interviews with the subjects. Out of 256 subjects who answered the questionnaire, 191 subjects were interviewed again for the clarification and in-depth qualitative analyses of their responses. The results of the study showed that the conflict level seemed to be significant. While modern organizational views are that conflicts have both adverse and favorable effects at the same time, in the case of Yeosu city, the adverse effects are found to be higher than the favorable effects. The study tried to find comprehensive conflict management methods from organizational management's point of view, since a focus on the conflict only might have adverse influence upon the organization's productivity and efficiency. The study ruled out alternatives of conflict management methods that might have contrary influence upon other fields of organizational management. Instead, it tried to find progressive management methods and examined four kinds of aspects, i.e., environmental, systematic, operational, and individual aspects of organizational conflicts. First, in environmental point of view, not only "job rotation in each department" but also "Government employees' sensitivity training" needs to be conducted to recognize the integration of the government offices and to establish new human relations like a family. Authoritarian and ordering-type administration culture shall be overcome to control differentiating atmosphere and assertion based upon locality in the Local Assemblies. External support shall be reinforced to let Government employees be involved in elections and prevent the integrated City government from being divided. Second, as systematic aspects, the Central Government shall transfer organization management authority to local governments so that the local characteristics are reflected in the local governments. The local autonomous organizations shall reorganize their organization to improve specialty of organizational management, to integrate or evaluate inefficient or unproductive organizations, and to introduce harmonious job system. As a result, it can solve conflict problems raised by excessive job burden as well as unnecessary red tapes. In addition, it may help to overcome promotion and transfer issues based on the locality by improving organizational stability, introducing agreed-upon personnel management system and job evaluation system such as Multiple Appraisal, and establishing personnel management system based on job performance. Through these improvements, job satisfaction may be improved and productivity will be increased. In addition, it may help to revitalize public officials' grievance handling and personnel affairs consulting so as to have less difficulty in job performance due to internal conflict. The City government building needs to be unified so that official and unofficial communication channel may supply integrated and supporting information among employees, preventing conflict caused by rumor, gossip and other information handling mistakes. Third, individually Government employees need to cultivate sense of belonging to as well as to have pride in the organization. Informal organization among the employees may help to change their attitudes and recognition so that they may devote themselves to the official organizations. The limitations of the study include the questionnaire structures, data collections, and measurement and analyses. The difficulty in finding theoretical explanation for the complex organizational conflicts is also a limitation of this study. Future studies may step up from this study. This study is conceived due to the researcher's perception and experience of organizational conflicts as a personnel team leader. He experienced conflict phenomenon within organizations and tried to find solution as a personnel team leader. It is thought that the conflict could not be solved without organization members' understanding of the significance and substantiality of organizational conflicts. That prompted this study. The study did not provide perfect solution to the organizational conflict but shows the fact that the conflict problem is not their grievance it is a common matter shared by all of the members. As a result, the members need to reflect upon their lives and think of what they sacrificed themselves for the organizations, and may have opportunities creating amicable job circumstance that members support each other. The author hopes that the paper helps to solve adverse effects of the conflict reflected at organizational operation of the integrated Yeosu city government and to realize 'Yeosu, Beautiful Gateway to the World', the slogan and the mission of the Yeosu City government.


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