공공조직에서 조직풍토가 조직창의성에 미치는 영향
Impact of Organization Climate on Official's Creativity in Public Organizations.
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참고문헌
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초록
본 연구는 공공조직 공무원을 대상으로 창의성에 영향을 미치는 조직풍토의 결정요인을 경험적 조사와 가설검증을 통해 확인하고, 이를 바탕으로 공무원의 창의성을 동인할 수 있도록 하는 정책적 함의를 제시하였다. 본 연구는 이론적 검토와 분석과정을 통해 독립변수로 혁신전략, 커뮤니케이션, 창의성 지원, 표준화, 자율성, 협력, 위험감수용인, 혁신주도, 개인별 요인, 그리고 내재적 동기를 설정하였으며 과정적 창의성과 결과적 창의성을 종속변수로 구성하는 연구모형과 가설을 설정하였다. 분석결과 과정적 창의성이나 결과적 창의성 모두에 통계적으로 유의적인 영향을 미치는 변수는 구성원간 커뮤니케이션, 위험감수용인, 혁신주도, 내재적 동기 등 4개 변수가 제시되었다. 그리고 결과적 창의성에만 영향을 미치는 변수로는 창의성 지원이 제시되었고, 과정적 창의성에만 영향을 미치는 요인은 구성원간 협력이 제시되었다. 이와 같은 분석결과를 통해 제시한 정책적 함의로서는 아이디어나 새롭고 다양한 시각과 견해를 자유로이 제안할 수 있는 통로와 평가체계가 마련되어야 하고 조직 관리계층의 창의성 리더십이 구현되어야 할 것을 제안하였다.
Abstract
This study is confirmed by an empirical survey and hypothesis testing toward determinants of organizational climate that have effect on officials’ creativity in public organizations. And it is suggested implications that stimulates officials’ creativity based on the results of examination. The research model of this study is created as independent variables; innovation strategy, open flow of communication, creativity support, self-regulation, collaboration, risk-taking, innovation initiative, individual characteristics, and intrinsic motivation and as independent variables; creativity of process and outcome. A results of analysis suggested open flow of communication, risk-taking, innovation initiative, and intrinsic motivation with significant factors that have effect on creativity. A policy implications suggested that it will construct a channel and evaluation system be to propose freely an idea and new view, and will realized ‘creativity leadership’ by manager group of organization.
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