사회 연결망 분석을 활용한 소통적 학습 패러다임의 가능성 탐색 - A병원 행정조직을 중심으로-
Exploration of the Possibility of Communicative Learning Paradigm Using the Social Network Analysis -Focus on Administrative Organization of A Hospital
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초록
이 연구는 지금까지의 인적자원개발이 조직의 성과를 높이는 도구적 수단으로 간주되는 경향이 지배적이었다는 문제의식에서 출발하였다. 이에 본 연구에서는 사회 연결망 분석을 활용하되 Habermas의 의사소통 행위이론에 근거하여 인적자원개발이 도구적 학습 패러다임을 넘어서 소통적 학습 패러다임으로의 전환 가능성을 탐색하고자 하였다. 이를 위해 A병원 행정조직의 구성원을 대상으로 의사소통, 조언, 신뢰 연결망에서의 핵심 수행자 위치와 역할을 알아보았다. 그 결과, 핵심 수행자의 위치는 영역별로 차이가 있었고, 업무와 관련된 정보나 경험을 공유하면서 업무 처리 방식 및 태도를 바꾸거나 비판적 사고를 통해 전환의 과정을 경험하는 것으로 나타났다. 이러한 결과는 첫째, 인적자원개발이 연결망에서 이루어지는 소통적 학습 차원의 정보 교환에 민감하게 반응할 필요가 있다는 것과, 둘째, 적절한 수준의 성찰 활동을 지원해야 한다는 것으로 요약된다.
Abstract
This study starts from the critical mind that the tendency to regard the human resource development as a instrumental means of achieving the performance of an organization has been prevailing up to now. Thus, this study is aimed at inquiring into the possibility of transferring to communicative learning paradigm going beyond instrumental learning paradigm on the basis of Habermas's communicative action theory while using the social network analysis. For this, this study looked into the position and role of a key role-player in the communication, advice and trust network targeting the members of administrative organization of A hospital. As a result, it was found that there was a difference in the position of a key role-player. And key role-players shared information or experience about the business affairs and were changed the way of the work at hand or the attitude. They experienced the process of the transformation through critical thinking. The results of this study make the following suggestions first, human resource development has to react sensitively to the exchange of the information about communicative learning in the informal network. Second, it is summarized that human resource development has to support reflective activities of appropriate levels.
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