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조직개발 맥락에서의 웰빙에 대한 비판적 고찰

A Critical Review of Well-being in the Context of Organization Development

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초록

본 연구에서는 지배적 조직개발 담론의 안티테제(antithesis)로 제시된 웰빙 개념의 의미와 한계를 검토한 후 이의 보완을 위한 발전적 개념화를 시도하고자 한다. 비판적 논의의 결과를 종합하여 조직개발을 위한 웰빙의 확장된 개념 모형을 제시하는 데 목적을 둔 본 연구의 주요 내용은 다음과 같다. 첫째, 개념의 형성과 발전 과정을 살펴본 결과 웰빙 개념은 적극적인 개인의 행복 추구에 대한 열망과 신자유주의적 사회 철학, 긍정심리학 분야의 성장, 자기개발 담론과의 시너지 등을 배경으로 확산된 것으로 볼 수 있다. 둘째, 일터 맥락의 웰빙 개념의 속성으로 개인화, 상품화, 도구화의 이슈를 제기하였다. 개인화된 웰빙 담론 속에서 최근의 웰빙에 대한 논의는 지극히 탈맥락·탈관계적이고, 상품화된 웰빙은 개인의 취약성을 의도적으로 드러내거나 때로는 사람들 간의 구획과 상대적 우월성을 부각시키며, 도구화된 웰빙은 일과 일터에서 파생되는 불행에 대항하는 개념이 아닌 규율적 권력으로 기능할 수 있음을 지적하였다. 셋째, 이러한 일터 맥락에서의 웰빙 개념의 이슈에 대응하여 공동체의 웰빙, 만들어나가는 웰빙, 민주적 웰빙을 대안적 관점으로 설정하고 조직개발을 위한 확장된 웰빙 개념의 모형을 도출하였다. 확장된 웰빙 개념은 조직개발의 가치로서 인본주의적 가치에 민주주의적 가치가 더해진 것이며, 웰빙에 대한 인지·정서적 접근과 사회·구조적 접근이 상호보완적으로 작용한다. 마지막으로, 제시한 확장된 웰빙의 개념을 바탕으로 조직개발의 새로운 아젠다를 제안하였다.

Abstract

The current research intended to examine and critique the concept of well-being presented as an antithesis of dominant organization development discourse, and to develop a discussion to complement its limitations. The research purpose was to present an extended conceptual model of well-being for organization development by synthesizing the results of the critical discussion. The main findings according to the research questions are as follows. First, the well-being concept has diffused against the backdrop of growing positive psychology, neoliberal economic systems, social trend of pursuing happiness, and widespread self-development discourse. Second, there are issues of personalization, commodification, and instrumentation with the well-being concept in the workplace context. The issue of personalization points out that recent discussions on well-being overlooks the context and human relations, commercialization has a problem of intentionally revealing individual vulnerabilities or highlighting factions and divisions among people, and instrumentation bears the risk of functioning as disciplinary power over members and the organization as a whole. Third, in response to these issues, we proposed community well-being, co-creation of well-being, and democratic well-being as alternative perspectives, and conceptualized a model of expanded well-being for organization development. The model is built on both humanistic and democratic values as core values and supported by psychological and socio-structural approaches. As a conclusion, new agendas for organization development were discusseded.

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