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조직 및 개인 수준의 변화준비성이 조직변화 실행과 성과에 미치는 영향

Impacts of Organizational and Individual Readiness for Organizational Change on Change Implementation and Outcome

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주제분류교육학

초록

조직변화가 기업의 성장과 생존에 핵심적인 역량과 직결된다는 인식은 고조되었지만, 조직변화의 실패율은 아직도 70%를 상회하고 있다. 이에 조직변화의 실행과 성과에 대한 조직변화준비성의 영향력을 구명하려는 목적으로 조직변화준비성의 다층구조를 고려한 통합적인 연구를 수행하였다. TQM을 도입한 47개 기업, 317명의 근로자로부터 설문조사를 실시하고, 수집된 자료는 구조방정식모형으로 MPlus 6.12를 활용하여 분석되었으며, 주요 연구결과는 다음과 같다. 첫째, 개인 및 조직 수준으로 구성된 조직변화준비성이 조직변화의 실행과 성과에 미치는 인과관계를 설정한 연구모형의 전반적인 적합도는 일반적인 기준치에 부합하였다. 둘째, 조직 수준의 변화준비성은 개인 수준의 변화준비성에 유의미한 영향을 미치는 것으로 나타났다. 셋째, 개인 및 조직 수준의 변화준비성은 조직변화 실행에 유의미한 영향을 미치는 것으로 나타났다. 넷째, 개인 및 조직 수준의 변화준비성은 조직변화 성과에 유의미한 영향을 미치는 것으로 나타났다. 조직변화의 실행 및 구축에 선행하는 변화준비성에 대한 중요성을 검증한 본 연구의 결과와 변화준비성의 세부 변인들이 제시하는 함의는, 기업 현장의 실무자들에게 조직변화의 성공을 위해 전략적으로 참여해야 할 활동을 파악하고 그 방향을 설정하는데 공헌할 것으로 기대된다.

Abstract

Organizational change becomes considered an integral capacity for growth and survival. Nevertheless, many researchers found out that up to 70 percent of major organizational changes fail. The purpose of this study is to identify the effects of readiness for organizational change on implementation and outcome. Also, this study adopted a multilevel perspective with individual and organizational level when considering change readiness in order to define the readiness for change in detail. The data were collected 317 employees in 47 Korean firms, who participated in total quality management. To test the proposed research model, covariance structural analysis was conducted by using MPlus 6.12. The major findings of this study could be summarized as follows: First, the fit index of the hypothetical model generally satisfied the recommended cutoff, and therefore it was confirmed suitably. Second, the effects of organizational readiness for change on individual readiness for change were statistically significant. Third, organizational readiness for change as well as individual readiness for change had a significantly positive effect on implementing organizational change. Forth, outcome of organizational change was influenced by both organizational readiness for change and individual readiness for change. These results could help provide some practical implication about the impact of the change readiness on change management or organization development. In particular, the understanding organizational readiness for change including five sub-factors could contribute to building practical interventions for the successful organizational change.

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