직업가치관의 차이가 군 조직변화에 대한 구성원의 태도와 행동에 미치는 영향
A Study on the Effects of Work Values on Responses of Military Members to Organizational Change-With Special Focus on Air Force
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본 연구에서는 397명의 군(공군) 구성원들을 대상으로 그들 간에 직업가치관의 차이가 존재하는지, 그리고 이런 직업가치관의 차이가 조직변화에 대한 구성원들의 태도와 행동에 어떤 영향을 미치는지를 가설을 세워 검증하고자 했다. 연구결과, 군 구성원들의 직업가치관 유형에 따라 조직변화에 대한 태도와 행동에 차이를 보이는 것으로 나타났다. 또한 조직변화의 경우, 태도와 행동이 반드시 일치하지 않을 수 있다는 기존 견해에 대해 군 조직을 대상으로 한 본 연구에서는 일치함을 보여 주었다. 그리고 조직변화에 대한 군 구성원들의 태도가 직업가치관과 행동 간에 부분매개 역할을 하는 것으로 나타났다. 결론에서 본 연구 결과의 이론적, 실무적 시사점과 함께 미래연구방향에 대해 논의했다.
Abstract
In this paper, we hypothesize that military members’ attitudes and behaviors toward change depend on types of their work values-beliefs pertaining to desirable end-states or behaving in the work setting. The empirical study has been done using data collected from 397 military members of Air Force who are experiencing or expecting an organizational change. Empirical results indicates that first, members with intrinsic work values or self-actualization value showed more receptive attitudes and innovative behaviors toward change while members with extrinsic work values or material values formed more resistant attitudes and expressed more such attitudes in acts of dissent or protest; second, overt behaviors to organizational change were most likely to be predicted from attitudes regardless of the nature of attitudes and behaviors; third, members’ attitudes to organizational change had partial mediating effects on the relationship between their work values and behaviors. Finally, implications of this study and future research directions are discussed in conclusion.
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