조직사회화의 학습 결과에 대한 개발지원 관계망 특성과 조직 요인 효과
The Effects of Developmental Network Characteristics and Organizational Factors on Organizational Socialization in the Early Careers
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초록
이 연구는 조직사회화의 과정을 다수의 개발지원자들과의 상호작용을 통해 일어나는 개발지원 현상으로 보았다. 이에 따라 관계망의 관점에서 개발지원 관계망 특성이 조직사회화의 학습 결과에 대해 어떻게 영향을 미치는지를 실증적으로 검토하였다. 조직사회화가 강조되는 초기 경력자들을 대상으로 분석하였으며, 실증 분석을 위해 다층 모형을 적용하였다. 그 결과, 배태성의 지표로서 개발지원자들과의 평균적 관계 강도와 다양성의 지표로서 관계망 크기, 개발지원자들의 평균적 지위가 학습 결과인 조직가치수용과 역할·직무학습에 대해 긍정적 효과를 가지는 것으로 나타났다. 또한 이 연구는 조직사회화의 학습 결과에 대한 개발지원 관계망 특성의 효과를 분석하면서 개인 특성뿐만 아니라 조직 요인을 검토하였다. 그 결과, 조직사회화의 학습 결과 중 조직가치수용에 대한 분석에서 조직 요인에 대한 고려가 필요함을 확인하였다.
Abstract
This study regards the process of organizational socialization as the developmental phenomenon of relationships with multiple developers. Accordingly, the study substantiated how developmental network characteristics affect the learning outcomes of organizational socialization from a network perspective. For this, an empirical analysis was conducted of early career workers as the targets of organizational socialization. In addition, a multilevel model was applied by stages for analyzing the relationship between developmental network characteristics and the learning outcomes of organizational socialization. Especially applying multilevel model was attributable to the necessity of consideration for organizational factors to investigate the effect of developmental networks on organizational socialization. The summary of analysis outcomes is outlined below. The average tie strength with developers as an indicator of embeddedness, and the size of network, as well as the average position of developers, as indicators of diversity were positive variables for the learning outcomes of organizational socialization. In addition, the study confirmed that consideration for organizational factors are necessary to analyze the effects of developmental networks on organizational socialization.
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