조직문화와 중간관리자의 리더십유형에 관한 실증연구 -중국인 중간관리자를 중심으로-
Empirical study on the types of the organizational cultures and the middle-manager leadership-Focus on Chinese middle managers-
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초록
지금까지 조직문화에 관한 연구들은 선진국에만 초점이 주로 맞추어져 있었고 중국에서의 경우는 거의 연구되지 않았다. 또한 강력하고 뚜렷한 특징을 보이는 소수의 CEO나 최고경영자층은 주목을 받아왔지만 중간관리자의 리더십에는 거의 관심을 보이지 않았다. 중국에서 경영활동을 수행하고 있는 한국기업의 경우, 전략을 수행할 수 있는 적합한 현지의 중간관리자를 발굴하고 선발하기 위하여 자사의 조직문화를 이해할 필요가 있다. 본 연구는 다음과 같은 가설에 초점을 맞춤으로써 한국기업들에게 귀중하고 실질적인 경영상의 함의를 제공하고자 한다. 첫 번째 가설은 중국에 있는 해외자회사의 조직문화 유형을 조사하고 기존의 유형과 비교하는 것과 관련이 있다. 두 번째 가설은 중국의 중간관리자 층의 리더십 유형과 서구의 유형 간의 차이를 살펴보는 것이다. 마지막 가설은 조직문화와 중간관리자 층의 리더십 사이의 관계를 검토하는 것이다. 표본자료는 중국 해외자회사에 근무하는 중간관리자들로부터 수집되었다. 약 4주 동안 152개의 설문자료가 가설 검증을 위해 최종적으로 선택되었다. 요인분석과 군집분석, 그리고 분산분석이 제시된 가설들을 검증하기 위해 활용되었다. 경쟁가치모형에 입각하여 진행된 본 연구는 중국 해외자회사의 조직문화와 중간관리자의 리더십 유형이 구별되어 나타남을 확인하였지만, 합리적 조직문화와 지원적 리더십 유형은 발견되지 않았다. 그러므로 첫 번째와 두 번째 가설은 지지되었다. 또한 각 각의 조직문화 유형과 중간관리자 리더십 유형 간의 유의한 차이가 확인되었고, 가설 3은 부분적으로 지지되었다.
Abstract
To date, most research has mainly focused on the subjects related to the organizational cultures in the developed countries and seldom investigated the ones in China. A small number of CEOs or TMT with strong and distinctive leadership have also been highlighted, but little attention has been paid to the middle management's. In the case of Korean firms operating in China, they need to know what their organizational cultures are in order to find and select right local middle managers who can conduct their strategy. This paper aims to provide some valuable and practical managerial implications to Korean firms by focusing on the followings. The first hypothesis is related to investigate the types of the organizational cultures in foreign subsidiaries in China and compare them with the existing ones. The second is about checking out the differences between the leadership types of the Chinese middle managers and the western-styled ones. The last is to examine whether there is any relationship between the organizational cultures and the leadership of the middle management. The data for this study were gathered from middle managers working in foreign subsidiaries in China. For about 4 weeks, 152 survey data were finally chosen to test hypotheses provided. The factor analysis, cluster analysis and analysis of variance were applied to test the provided hypotheses. Based on the Competing Values Model, this study verified each type of the subsidiary's organizational cultures and the middle-management leadership, but the rational organizational culture and supportive leadership type weren't shown here. Therefore, the first and second hypothesis were supported respectively. And, the differences between each type of the organizational cultures and the corresponding one of the middle-management leadership types were found to support the last hypothesis in part.
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