ISSN : 1229-0696
조직변화와 정서간의 관계에 대한 기존 연구들이 개인 차원의 정서에 주목한 데 비하여, 변화 과정에서 구성원들의 집합적 정서(collective emotion)에 대해서는 많은 주의를 기울이지 않았다. 본 연구는 조직변화 성공요인인 변화 필요성 인식, 비전 명확성, 구성원 임파워먼트가 변화 성과에 영향을 주는 과정에서 구성원들의 집합적 정서가 매개역할을 하는지를 조직 수준에서 정량적으로 분석하였다. 참여정부에서의 정부혁신이 시작된 지 1년 정도 지난 시점에 47개 정부 부처 구성원을 대상으로 세 가지 변화 성공요인과 긍정 및 부정정서를 측정하였으며, 이후 각 부처의 변화 성과를 외부전문가의 평가를 통해 측정하였다. 그 결과 임파워먼트를 제외하고는 집합적 긍정 및 부정정서가 변화성공요인과 변화 성과간의 관계를 완전 또는 부분매개를 하였다. 이러한 결과는 성공적인 변화를 위하여 변화요인을 충족시키는 것 이외에 조직 차원에서 변화과정 중에 구성원들이 경험하는 집합적 정서적 측면에도 주의를 기울여야 한다는 것을 시사한다.
Organizational change does not cease at one point. Rather it is continuously going on so that the emotion which employees experience during the changing process should be treated as an important factor since it influences their consequential emotion, cognition, and behavior. This study focused on the collective characteristics of emotion. Data were collected from the employees of 47 government organizations for the contextual factors and for the positive and negative emotions at the time of one year passed from the start of intervention. The innovation performances of the organizations were measured by outside experts when the intervention was over. As a result, except just one relationship, we found that the collective positive and negative emotions partially mediate the relationships between the shared awareness of the need for change, the clarity of organizational vision, and employee empowerment and the innovation performance. It showed that the change agents should keep in mind that they have to take care of the emotional responses of employees which innovation brings in. Lastly the limitations of this study and several suggestions for the future study were discussed.
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