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조직설득과 혁신저항간의 관계

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Author(s)
백정훈
Issued Date
2018
Keyword
organizational persuasion", "resistance to change", "moderating effect of innovation type and procedural justice", "mediating effect of perceived risk
Abstract
In this study, Organizational innovation is the most important topic in the university. Universities try to find the way to reduce the extent to which university workers resist in the innovation. This study is designed to verify the effect of persuasion on resistance to change. The study especially focused on finding the effective persuasion on the resistance to change. The study classified resistance to change to 3 components: emotional resistance to change, behavioral resistance to change, cognitive resistance to change. The study also tries to find the moderating effect of innovation type, and procedural justice and the mediating effect of the perceived risk. Data were obtained from 216 university staffs and were analysed through multiple regression. Reliability test was analyzed to verify the consistency of data. The samples included 133 males(61.6%) and 83 females(38.4%).
The result first showed that rational persuasion significantly have negative effect on resistance to change, emotional resistance to change and cognitive resistance to change, whereas coercive persuasion have a positive effect. Instead, rational persuasion does not have an significant effect on behavioral resistance to change while coercive persuasion significantly has a positive effect. Thus rational persuasion is not the effective way to reduce the behavioral resistance. The interesting thing is that coercive persuasion is counterproductive to the organizational innovation. Therefore university need to persuade the employees in a reasonable and sensible way.
The results revealed that innovation types moderated the relationship between incentive persuasion and resistance to change, and between incentive persuasion and emotional resistance to change. More specifically, innovation type increases the negative relationship between incentive persuasion and resistance to change, and between incentive persuasion and emotional resistance to change. compared to the innovation related to individual treatment.
Procedural justice moderated the relationship between the rational persuasion and cognitive resistance to change. That is, the effect of rational persuasion on cognitive resistance to change decreases when the procedural justice is perceived to be high. Thus if university keep the procedure for innovation, the appealing persuasion is less effective.
Finally the results revealed that the perceived risk mediated the relationship between rational persuasion and resistance to change, and between coercive persuasion and resistance to change. The perceived risk also mediated the relationship between the perceived risk and emotional resistance to change, and between coercive persuasion and resistance to change. Additionally the perceived risk coercive persuasion and behavioral resistance to change. Furthermore the perceived risk mediated the relationship between coercive persuasion and cognitive persuasion to risk.
This study has several contributions. One contribution of this study is our focus on the persuasion type, not the necessity of persuasion. another contribution is that this study tried to find the relationship between persuasion and resistance to change in the public organization such as the university, not private organization. Third, the study showed the dynamic relationship between persuasion and resistance to change by verifying the moderating effects innovation types, procedural justice. Fourth, the study is meaningful in that the mediating effect of the perceived risk between persuasion type and resistance to change was found. Finally, this study has a significance in that resistance to change is classified to 3 components of emotional, behavioral, and cognitive resistance and the effect of each persuasion on each resistance was verified.
Alternative Title
The relationship between organizational persuasion and resistance to change: The moderating effect of innovation type and procedural justice, and the mediating effect of perceived risk
Alternative Author(s)
Jeong Hoon Baek
Affiliation
조선대학교 대학원
Department
일반대학원 경영학과
Advisor
정진철
Awarded Date
2018-08
Table Of Contents
목 차

ABSTRACT
제1장 서 론 1
제1절 연구의 필요성 및 연구 목적 1
제2절 연구의 구성 및 방법 7
1. 연구의 구성 7
2. 연구 방법 7

제2장 이론적 배경 8

제1절 설득 8
1. 설득의 개념 8
2. 설득의 유형 9
3. 설득의 효과 13
제2절 혁신저항 14
1. 혁신의 개념 14
2. 혁신저항의 개념 22
3. 혁신저항의 유형 23
4. 혁신저항의 영향요인 26
제3절 절차공정성 31
1. 절차공정성의 개념 31
2. 절차공정성의 결정요인 32
3. 절차공정성의 결과 32
제4절 지각된 위험 34
1. 지각된 위험의 개념 34
2. 지각된 위험의 유형 35
3. 지각된 위험의 결과 37
제3장 연구의 방법 40
제1절 연구모형 및 가설의 설정 40
1. 연구모형 40
2. 가설설정 40
제2절 조사 및 분석방법 44
1. 조사개요 44
2. 측정도구 44
3. 자료의 분석 49

제4장 실증분석 및 가설검증 50
제1절 연구대상자의 표본 구성 50
제2절 신뢰도 및 타당도 분석 52
제3절 상관분석 59
제4절 가설검증 60
1. 설득유형이 혁신저항에 미치는 영향 및 혁신유형의 조절효과 60
1. 1 혁신저항에 대한 설득유형의 영향 및 혁신유형의 조절효과 검증 60
1. 2 감정저항에 대한 설득유형의 영향 및 혁신유형의 조절효과 검증 62
1. 3 행동저항에 대한 설득유형의 영향 및 혁신유형의 조절효과 검증 64
1. 4 인지저항에 대한 설득유형의 영향 및 혁신유형의 조절효과 검증 66
2. 절차공정성의 조절효과 67
2. 1 설득유형과 혁신저항의 관계에 대한 절차공정성의 조절효과 검증 67
2. 2 설득유형과 감정저항의 관계에 대한 절차공정성의 조절효과 검증 68
2. 3 설득유형과 행동저항의 관계에 대한 절차공정성의 조절효과 검증 69
2. 4 설득유형과 인지저항의 관계에 대한 절차공정성의 조절효과 검증 70
3. 지각된 위험의 매개효과 72
3. 1 설득유형과 혁신저항의 관계에 대한 지각된 위험의 매개효과 검증 72
3. 2 설득유형과 감정저항의 관계에 대한 지각된 위험의 매개효과 검증 74
3. 3 설득유형과 행동저항의 관계에 대한 지각된 위험의 매개효과 검증 74
3. 4 설득유형과 인지저항의 관계에 대한 지각된 위험의 매개효과 검증 75

제5장 결 론 77
제1절 연구결과 및 논의 77
제2절 연구의 시사점 및 한계점 80
1. 연구의 시사점 80
2. 연구의 한계점 및 연구방향 83

참고문헌 85
설 문 지 116
Degree
Doctor
Publisher
조선대학교 대학원
Citation
백정훈. (2018). 조직설득과 혁신저항간의 관계.
Type
Dissertation
URI
https://oak.chosun.ac.kr/handle/2020.oak/13668
http://chosun.dcollection.net/common/orgView/200000266982
Appears in Collections:
General Graduate School > 4. Theses(Ph.D)
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