조직정체성, 구조적 관성 및 조직몰입이 조직 변화에 미치는 영향
The Influence of Organizational Identity, Structural Inertia and Organizational Commitment on Organizational Change
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초록
조직정체성과 다른 변수들과의 관계를 조망한 연구는 상당히 진척되었지만 구조적 관성과 조직몰입 그리고 조직변화와의 관계를 다룬 연구는 매우 드물다. 정체성의 문제는 항상 변화와 역관계를 가질 것으로 추정되고 그렇게 작용하여 왔다. 그래서 조직구성원들의 조직정체성에 대한 인식정도와 조직몰입, 구조적 관성이 조직변화에 미치는 영향을 파악할 필요가 있다. 조직정체성, 조직몰입, 구조적 관성 및 조직변화 관계의 이론적 배경을 개관하였다. 그리고 조직정체성이 강한 구성원들은 조직몰입이 높고 구조적 관성이 강하여 조직정체성을 유지하려고 하기 때문에 조직변화를 어렵게 할 것이라는 논거를 바탕으로 연구모형을 설정하고 명제를 개발하였다. 조직정체성을 보는 세 가지 관점을 기술하고 네 변수인 조직정체성, 조직몰입, 구조적 관성 및 조직변화와의 관계를 이론적으로 탐색하고 명제를 설정하였다. 그리고 향후 실증연구의 과제를 제시하고 논의에서 여러 가지 문제를 다루어 조직정체성과 구조적 관성 및 다른 요인들과 조직변화의 관계를 연구할 필요성을 제시하였다.
Abstract
Although most of the organizational researchers admit the importance of Organizational Identity in organizational studies, a few articles have shown that there are some relationships between organizational identity and organizational change. Particularly, research concerning the structural inertia is very few in Korea. This paper suggests organizational identity and committment must be considered in the study of organizational change for more enhanced research. Following the results of consecutive three years conferences in Sundance from 1994 on organizational identity, functionalism, interpretism, and post-modernism are explained. So they are introduced. The main arguing points of Hannan and Freeman(1984)‘s structural inertia are described with organizational commitment to organizational identity for the organizational change. This paper takes the functionalistic perspective to suggest some propositions concerning organizational identity and organizational commitment, structural inertia for organizational change. But experiential research should be implemented to rectify these propositions. Then, some modeling of organizational identity and other variables could be extracted afterwards.
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