침묵에 대한 종업원들의 책략적 동기유형에 관한 연구
A Study on the Strategic Motivational Types of Employee Silence
0
조회
0
다운로드
2
인용
0
참고문헌
키워드
초록
본 연구의 목적은 침묵에 대한 종업원들의 책략적 동기를 유형화하고 이들 간의 차이를 규명하는데 있다. 조직구성원의 침묵을 하나의 비언어적 의사소통 행위로 인식한 본 연구는 해석적 분석법으로 알려진 Q 방법론을 원용하였다. Q 조사는 24개의 Q 표본과 30명의 P 표본으로 2021년 2월 15부터 26일까지 수행되었다. 분석결과 4개의 종업원침묵의 동기를 도출하였다. 침묵의 책략적 특성과 기능에 입각하여 연구자는 제1유형을 유보적 침묵, 제2유형을 은폐적 침묵, 제3유형을 회피적 침묵, 제4유형을 혐오적 침묵으로 명명하였다. 제1유형은 친조직적이며 원칙주의적 특성을 갖는다. 제 2유형은 실리적 이익을 추구하는 특성을 갖는다. 제3유형은 두려움을 기반으로 한 침묵의 특성을 갖는다. 제4유형은 조직 또는 타인에 대한 냉소와 분노, 경멸 등 부정적 감정을 기반으로 한 반사회적 특성을 갖는다. 본 연구는 종업원의 침묵이 하나의 의사소통 행위로써 개인의 주관성에 입각한 책략적인 행위로 구성되어 있음을 확인하였다는 점에서 의미를 갖는다.
Abstract
The purpose of this study is to identify the strategic motivational types of employee silence and to identify differences between them. Recognizing the silence of organizational members as a nonverbal communication act, this study utilizes a Q methodology known as analytical method. The Q survey was conducted from 15 to 26 February 2021 with 24 Q samples and 30 P samples. The analysis resulted in four employee silence motivations. Based on strategic characteristics and functions, we named Type 1 suspended silence, Type 2 concealed silence, Type 3 evasive silence, and Type 4 contemptuous silence. Type 1 is pro-organizational and has principled characteristics. Type 2 has the characteristic of pursuing practical benefits. Type 3 has the characteristic of fear-based silence. Type 4 has antisocial characteristics based on feelings of cynicism and anger at an organization or others. This study is meaningful in that employees’ silence is a communication act consisting of strategic behaviors based on individual subjectivity.
참고문헌 (35)
- 김경석, "조직시민행동(OCB)의 수행동기 : Q방법론의 적용", 한국콘텐츠학회 논문지, 13(2), pp.400~411 (2013), 한국콘텐츠학회[DOI]
- 김기연, "공유경제 비즈니스에 대한 한국인의 가치인식 스키마 유형 연구", 주관성 연구, (29), pp.99~119 (2014), 한국주관성연구학회
- 김인택, "의사소통 과정에서 ‘침묵’ 행위의 사회·문화론적 해석", 코기토, 69, pp.451~484 (2011), 인문학연구소
- 김흥규, "주관성 연구를 위한 Q 방법론의이해", 간호학논문집, 6(1), pp.1~12 (1992), 서울대학교
- 남궁영, "영화 <변호인>의 수용자 유형에 관한 일고찰: Q 방법론적 접근", 주관성 연구, (50), pp.91~111 (2020), 한국주관성연구학회[DOI]
- 임민정, "포스트모던 텍스트로서의 질적 연구: 세 가지 이론을 통한 해체적 읽기", 유아교육연구, 36(2), pp.147~167 (2016), 한국유아교육학회[DOI]
- Argyris, C, "Double loop learning in organizations", Harvard Business Review, 55(5), pp.115~125 (1977)
- Ashforth, B. E., "Defensive behavior in organizations : A preliminary model", Human Relations, 43(7), pp.621~648 (1990)
- Bjoerkqvist, K., "Aggression among university employees", Aggressive Behavior, 20(3), pp.173~184 (1994)
- Bagheri, G., "Organizational silence(basic concepts and its development factors)", Ideal Type of Management, 1(1), pp.47~58 (2012)
- Beer, M., "The silent killers of strategy implementation and learning", IEEE Engineering Management Review, 28(4), pp.35~45 (2000)
- Boroff, K. E., "Loyalty, voice, and intent to exit a union firm : A conceptual and empirical analysis", ILR Review, 51(1), pp.50~63 (1997)
- Brinsfield, C. T, "Employee silence motives : Investigation of dimensionality and development of measures", Journal of Organizational Behavior, 34(5), pp.671~697 (2013)
- Brinsfield, C. T., "Voice and silence in organizations" (2009), Emerald Group Publishing
- Chiu, C. Y., "Lay dispositionism and implicit theories of personality", Journal of Personality and Social Psychology, 73(1), pp.19~ (1997)
- Creed, W. D, "Voice lessons : Tempered radicalism and the use of voice and silence", Journal of Management Studies, 40(6), pp.1503~1536 (2003)
- Dyne, L. V., "Conceptualizing employee silence and employee voice as multidimensional constructs", Journal of Management Studies, 40(6), pp.1359~1392 (2003)
- Edwards, M. S., "Voice and silence in organizations" (2009), Emerald Group Publishing
- Enz, C. A., "The performance edge : Strategic and value dissensus", Employee Responsibilities and Rights Journal, 4(1), pp.75~85 (1991)
- Heidegger, M., "Sein und Zeit" (1977), Klostermann
- Hirschman, A. O, "Exit, voice, and loyalty : Responses to decline in firms, organizations, and states" (1970), Harvard University Press
- Katz, D., "The social psychology of organizations" (1966), John Wiley & Sons
- Knoll, M., "Do I hear the whistle…? A first attempt to measure four forms of employee silence and their correlates", Journal of Business Ethics, 113(2), pp.349~362 (2013)
- Levy, S. R., "Lay theories and intergroup relations", Group Processes & Intergroup Relations, 9(1), pp.5~24 (2006)
- Martinko, M. J., "Abusive supervision : Perception or reality?", Academy of Management Proceedings, 2009(1), pp.1~7 (2009)
- Milliken, F. J., "Shades of silence : Emerging themes and future directions for research on silence in organizations", Journal of Management Studies, 40(6), pp.1563~1568 (2003)
- Milliken, F. J., "An exploratory study of employee silence : Issues that employees don’t communicate upward and why", Journal of Management Studies, 40(6), pp.1453~1476 (2003)
- Morrison, E. W., "Organizational silence : A barrier to change and development in a pluralistic world", Academy of Management Review, 25(4), pp.706~725 (2000)
- Nemeth, C. J, "Dissent, Group Process, and", Advances in group processes, 2, pp.57~75 (1985)
- Pinder, C. C., "Employee silence : Quiescence and acquiescence as responses to perceived injustice", Research in Personnel and Human Resources Management, 20, pp.331~370 (2001)
- Tangirala, S., "Doing right versus getting ahead : The effects of duty and achievement orientations on employees’voice", Journal of Applied Psychology, 98(6), pp.1040~1050 (2013)
- Vakola, M., "Antecedents and consequences of organisational silence : an empirical investigation", Employee Relations, 27(5), pp.441~458 (2005)
- Van Dyne, L., "Helping and voice extra-role behaviors : Evidence of construct and predictive validity", Academy of Management Journal, 41(1), pp.108~119 (1998)
- Wang, Y. D., "Organizational ethical climate, perceived organizational support, and employee silence : A cross-level investigation", Human Relations, 66(6), pp.783~802 (2013)
- Whiteside, D. B., "Echoes of silence : Employee silence as a mediator between overall justice and employee outcomes", Journal of Business Ethics, 116(2), pp.251~266 (2013)