조직 내 비공식 네트워크 특성에 대한 사례 연구: A사를 중심으로
A Case Study on the Characteristics of Informal Network in Organizations: Focus on Company A
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초록
본 연구는 조직 내 비공식 네트워크 특성을 분석하고, 무형식학습의 시사점을 제시하는데 목적이 있다. 이를 위해 사회 연결망 분석을 활용하여 A사 직원들 간의 관계를 파악하였다. 그 결과, 첫째, 구조적 차원에서 구성원들은 평균 3.5명과 비공식적 관계를 맺는 것으로 나타났고, 비공식 네트워크 유형 중에서는 의사소통 네트워크 밀도가 가장 높았다. 둘째, 상호작용 차원에서 관계빈도는 평균 일주일에 한 번 이상이었고, 업무에 긍정적인 도움을 제공하는 것으로 나타났다. 또한 행위자별 중심성분석 결과, 조언, 의사소통 네트워크의 ‘스타’와 ‘브로커’는 임원이거나 근속기간이 긴 직원이었다. 이러한 결과가 무형식학습에 주는 시사점은 다음과 같다. 첫째, 행위자 위치는 조직 내 무형식학습 촉진을 위한 관리 대상자를 파악할 수 있게 해준다. 둘째, 행위자 특성은 무형식학습의 효과성을 높이기 위한 구체적인 정보를 제공한다. 셋째, 향후 기업 내 무형식학습이 제도적, 환경적으로 정착되기 위해 인적자원개발의 역할이 의도적으로 확대될 필요가 있음을 제시한다.
Abstract
The purpose of this study was analyzed to characteristics of the informal network in organizations and proposed implications of informal learning. Toward this end, Social Network Analysis was used to analyze the relationship of staff in Company A. The findings of this study can be summarized as follows. First, from the perspective of structural characteristics, staff informally interacted with 3.5persons on the average, with the density of the communication network highest in the case of the informal network. Second, from the perspective of interactional characteristics, the frequency of relationship was more than once a week on the average and positively affecting to the work. Moreover, the actor's centrality index showed that "Star" and "Broker" in the advice, communication network referred to executives or long-serving employees. Based on the research findings, the following implications regarding the informal learning were drawn. First, the location of actors suggests whom to manage for facilitating informal learning in organizations. Second, the characteristic of actors gives organizations specific information of increasing the effectiveness of informal learning. Third, this suggests the need for the role of Human Resource Development to be expended intentionally in order to have system of informal learning in workplace.
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