經營革新 關聯 不滿 및 職務疎外와 組織有效性의 關係에 관한 追後分析

Abstract

This study was designed to further analysing on the employees' alienation and dissatisfaction caused by the technique and management of business innovation. and examining organizational effectiveness in the business innovation process. In this further analysis. dissatisfaction was manipulated from interval scales to nominal scales. and alienation was measured in terms of four factors: powerlessness, meaninglessness. isolation, and normlessness, etc. And then this study examined the relationships between positive factors such as job involvement, organizational commitment. expected job performance. etc and negative factors such as demoralization. separations. laziness. labor dispute. etc in organiational effectiveness. The results suggest that lower income. lower position. lower average age. shorter organizational tenure and smaller firms as employees were the most signifacant indicators of dissatisfaction. The dissatisfied employees were also more alienated according to all four measurements such as powerlessness, meaninglessness. isolation, and normlessness. etc. Lower dissatisfaction or alienation was found to be associated with higher job involvement, organizational commitment, and expected job performance. etc, whereas higher dissatisfaction or alienation was associated with higher demoralization. separations, laziness. and labor dispute, etc. Therefore, job involvement, organizational commitment, and expected job performance were negatively correlated with demoralization, separations, laziness, and labor dispute, etc Moreover, the study found signifacant strong negative correlations between organizational commitment and separations. and between organizational commitment and laziness.