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정보추구행동이 신입사원의 조직사회화와 조직유효성에 미치는 영향에 관한 연구 : 상사, 동료간 피드백정보량 및 퍼스낼리티의 조절효과를 중심으로

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Author(s)
유희찬
Issued Date
2006
Abstract
There is a necessity for the organizational socialization for minimizes unsuitable adaptation and shock as a newcomers. It's important to seeking informations for accomplished organizational socialization. Both socialization and psychological contract and information demonstrate that the three years of employment are critical for the development of a positive contract and information with organizational newcomers.
The purpose of this research is to confirm the effect between the organization of social characteristic and the organizational socialization what raise the result of business when the newcomers gotten business information from the leaders and peers. Besides, the other purpose of this study is to confirm whether the system immersion effected by organizational socialization through the job related and social related information.
This dissertation empirically investigates the effect of the information seeking behavior on the informational feedback quantity in the organizational socializations measured by the job satisfaction and organization involvement, as it is moderated by the leaders and peers and personality. The information seeking behavior are composed of the job and job related informal information. The job related information is composed of technical information and performance feedback, the informal information out of job is composed of a normal information and social information. And the organizational socialization are composed of a role identification, outcome efficacy, acceptance, and social integration.
The questionnaires in this study was used to investigated by the 3 years newly entering 259 people verified a construction at once in the object. The data collected were analyzed by the statistical testing methods of frequency analysis, factor analysis, reliability analysis, multiple regression, and subgroup correlation analysis.
On the basis of the result analyzed in this study, the findings could be drawn as follows.
1. The organizational socialization effected by the business information seeking behavior. but a normal information has shown negative relations with organizational socialization.
2. The feedback information quantity from the leaders and peers roles as a moderator variable between the information seeking behavior and organizational socialization. It is necessary to organizational socialization by reasonable information seeking behavior.
3. The A-type propensity, venture preference propensity and achievement directivity direction etc role as a moderator variable information between organizational socialization and the behavior for information seeking behavior. In other words, the personal quality also very important to organizational socialization. But the affirmative and negative effect have different influence by information seeking behavior.
4. The organizational socialization which relates with a job has a higher correlation with job satisfaction. And the organizational socialization with out the business had a higher correlation with organizational involvement.
Based on these findings, the implication of this study are as followers:
1. in theoretical perspective the newcomers have used the most frequently the mentors as the information givers for organization socialization.
2. in practical side, the degree of newcomers' organizational socialization was different according to the organizational socialization tactics.
Alternative Title
The Effects of Organizational Socialization, Organizational Effectiveness on Information Seeking Behavior : The Moderator of Informational Feedback Quantity in Leaders/Peers and Personality
Alternative Author(s)
Ryu, Hee-Chan
Affiliation
조선대학교 대학원
Department
경영대학원 경영학과
Advisor
윤종록
Awarded Date
2006. 8
Table Of Contents
ABSTRACT
제Ⅰ장 서론 = 1
1. 문제제기 및 연구의 목적 = 1
2. 연구방법 및 논문의 구성 = 4
제Ⅱ장 이론적 배경 = 6
1. 정보추구행동 = 6
1.1. 정보추구행동의 개념 = 6
1.2. 정보추구행동과 신입사원의 조직사회화 = 8
2. 조직사회화 = 9
2.1. 조직사회화의 개념 = 9
2.2 조직사회화와 조직적응 = 14
2.3 조직사회화의 선행연구 = 17
3. 정보피드백 = 19
3.1 정보피드백의 개념 = 19
3.2 정보피드백과 퍼스낼러티 = 25
4. 조직유효성 = 28
4.1 직무만족 = 28
4.2. 조직몰입 = 30
제Ⅲ장 연구모형 및 연구방법 = 35
1. 연구 모형 = 35
2. 가설 설정 = 36
2.1. 정보추구행동과 조직사회화 = 36
2.2. 피드백정보량에 따른 정보추구행동과 조직사회화 = 37
2.3. 퍼스낼리티에 따른 정보추구행동과 조직사회화 = 39
2.4. 조직사회화와 조직유효성 = 42
3. 연구방법 = 44
3.1. 변수의 조작적 정의 = 44
3.2. 설문지의 구성 = 46
3.3. 조사대상 및 분석방법 = 47
제Ⅳ장 가설 검증 결과 = 49
1. 조사대상자의 특성 = 49
2. 변수의 신뢰성과 타당성 검증 = 50
3. 가설 검증 = 54
3.1. 정보추구행동과 조직사회화 = 55
3.2. 피드백정보량에 따른 정보추구행동과 조직사회화 = 56
3.3. 퍼스낼리티에 따른 정보추구행동과 조직사회화 = 60
3.4. 조직사회화와 조직유효성 = 68
4. 가설검증의 결과 종합 = 69
제Ⅴ장 결론 = 72
1. 연구결과의 요약 및 시사점 = 72
2. 연구의 한계 및 앞으로의 연구방향 = 74
= 75
설문지 = 79
Degree
Doctor
Publisher
조선대학교 대학원
Citation
유희찬. (2006). 정보추구행동이 신입사원의 조직사회화와 조직유효성에 미치는 영향에 관한 연구 : 상사, 동료간 피드백정보량 및 퍼스낼리티의 조절효과를 중심으로
Type
Dissertation
URI
https://oak.chosun.ac.kr/handle/2020.oak/1467
http://chosun.dcollection.net/common/orgView/200000233142
Appears in Collections:
Business > Theses(Ph.D)(경영대학원)
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