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영성수준과 영성계발지원체계가 조직성과에 미치는 영향에 관한 연구 : 데이비드호킨스 의식지수를 중심으로

영성수준과 영성계발지원체계가 조직성과에 미치는 영향에 관한 연구 : 데이비드호킨스 의식지수를 중심으로 (Loan 1 times)

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학위논문
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김태우
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영성수준과 영성계발지원체계가 조직성과에 미치는 영향에 관한 연구 : 데이비드호킨스 의식지수를 중심으로 / 김태우
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서울 :   高麗大學校 經營情報大學院,   2010  
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111장 : 삽화 ; 26 cm
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영성수준과 영성계발지원체계가 조직성과에 미치는 영향에 관한 연구   (DCOLL211009)000000023351  
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學位論文(碩士)-- 高麗大學校 經營情報大學院 : 組織管理專攻, 2010.8
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지도교수: 김문석  
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영성수준 , 영성계발지원체계 , 조직성과 , 영성경영 , 인간중심경영 , 귀인 ,,
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260 ▼a 서울 : ▼b 高麗大學校 經營情報大學院, ▼c 2010
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502 0 ▼a 學位論文(碩士)-- ▼b 高麗大學校 經營情報大學院 : ▼c 組織管理專攻, ▼d 2010.8
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653 ▼a 영성수준 ▼a 영성계발지원체계 ▼a 조직성과 ▼a 영성경영 ▼a 인간중심경영 ▼a 귀인
776 0 ▼t 영성수준과 영성계발지원체계가 조직성과에 미치는 영향에 관한 연구 ▼w (DCOLL211009)000000023351
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영성수준과 영성계발지원체계가 조직성과에 미치는 영향에 관한 연구 : 데이비드호킨스 의식지수를 중심으로
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Abstract

 본 논문의 연구는 “영성수준과 영성계발지원체계가 조직성과에 미치는 영향에 관한 연구”의 제목으로 독립변수와 종속변수에 대한 모형설계를 하고, 영성수준과 영성계발지원체계가 높을수록 조직성과(조직시민행동, 조직몰입, 직무만족)가 어떤 영향을 미치는지에 대한 가설을 세우고 연구를 시작하게 되었다.  
 3 개의 중소기업을 대상으로 인간의식개발 프로그램인 'S'수련원에서 영성수련을 마치고 난 이후 223명을 대상으로 설문조사를 하였으며, 영성수련 전과 후에 어떤 의식지수변화가 있는지와 영성수준과 영성계발지원체계가 조직성과에 어떻게 영향을 미치는지에 대한 관계의 가설을 입증시키기 위하여 설문조사를 하였다. 또한 최고경영자와 중간관리자, 일반관리자 30명을 토대로 면접인터뷰를 통하여 수련 전과 후에 귀인에 대한 변화 등에 대해서도 연구를 진행 하였으며, 연구방법으로는 통계패키지인 SPSS 12. 0 for Windows를 통해 빈도분석, 신뢰도분석, 요인분석, 상관관계분석, 일변량 분석을 실시하였다. 

이러한 연구를 통하여 나타난 결과를 요약하면 다음과 같다
첫째 영성수준 곧 의식지수가 높을수록 조직성과(조직시민행동,조직몰입,직무만족)에 좋은 영향을 미치는 것으로 나타났다. 둘째, 영성계발교육지원체계가 높을수록 조직성과에도 영향을 미치고 있는 것으로 확인 할 수 있었다. 셋째  3 개 회사의 최고경영자 3명과 중간관리자 9명, 일반사원 18명을 면접조사를 통하여  수련 전에는 모든 문제를 외부로 전가시키고 인간관계나 태도의 면에서 적극적이거나 자발적이기보다는 부정적인 면이 많았으나 수련 후에는 대부분 일들이  내부의 문제로 인식하며, 회사일과 교육에 대한 자발적 참여는 물론 조직의 원하는 혁신전략에도 적극적으로 참여하고, 조직원과의 인간관계 개선과 자기계발에 적극적이며, 회사의 낭비요소까지 개선되어 재무적 성과를 얻는데 도움이 된 것으로 나타났다. 또한 조직의 기업문화향상에도 도움을 주고, 개인의 삶에 질에도 발전적 영향을 미치는 것으로 확인 할 수 있었다.  


this study designed a model on the independent and dependent variables under the title of "Study on the impact of the Level of Spirituality and the spirituality support system on the Organizational Performance, and started the discussion after making a hypothesis on how the increased level of spirituality and spirituality support system will affect the organizational performance (organizational citizenship behavior, organizational immersion, and occupational satisfaction). The survey has been conducted on 223 people from 3 small and medium sized companies who completed the spirituality training, a type of human consciousness enhancement program, at ‘S’ training center in order to confirm the hypothesis on whether their consciousness index has changed after the spirituality training, and how the level of spirituality and spirituality support system has affected their organizational performance. In addition, the study has been done on the nobleman effect by interviewing 30 CEOs, mid-level managers and administrators. The statistics package of SPSS 12.0 for Windows was used as the method of study to conduct the frequency analysis, reliability analysis, factorial analysis, correlation analysis, and univariate analysis. The results of these studies are summarized as follows. Firstly, it was found out that as the level of spirituality, namely, the consciousness index, increased, it positively affected the organizational performance (organizational citizenship behavior, organizational immersion, occupational satisfaction). Secondly, it was confirmed that the improved organizational support system also positively affected the organizational performance. Thirdly, it was proved through the interviews with 3 CEOs, 9 mid-level managers, and 18 office workers that they blamed others for all their problems and showed negative attitudes towards relationships with other members before the spirituality training, but after they completed the training, they not only started to view their problems coming from inside but also voluntarily participated in company activities and training. They actively participated in revolutionary strategy set by the organization, made efforts to improve relationships with other members of the organization and develop their potentials, which eventually led to financial gains from reduced waste factors. In addition, it improved the company culture and gave positive impact on the quality of lives from noblemen effect.

Table of Contents

목   차  
 
제 1장 서론
    제 1절 문제제기 및 연구 목적 ·······························································  1 
    제 2절 연구방법 및 구성  ·····································································  3
 
제 2장 영성(靈性)에 관한 선행연구
    제 1절 영과 영성의 정의 
         1. 영성개념과 이론     ································································   4
         2. 철학적 영성     ······································································   7
         3. 기독교적 영성   ·····································································   10
         4. 불교적 영성     ·····································································   17
         5. 유교적 영성     ·····································································   20
         6. 선도적 영성     ·····································································   21  
         7. 심리학적 영성   ·····································································   22   
         8. 인간심리적 영성     ·······························································   23

    제 2절 영성회복을 위한 교육모델   
         1. 인간의 의식변화 과정  ··························································    27
            1) 소크라테스 대화법   ························································    27
            2) 영성의식교육 프로그램     ···············································    28
            3) 춤으로 영성접근의 이해  ··················································    30
            4) 명상으로 영성접근의 이해  ···············································    32
     
    제 3절 데이비드 호킨스 의식지수와 의식지수 평가모델 
         1. 데이비스호킨스          ·······················································    34
         2. 운동역학에너지와 의식지수 측정원리      ·······························    34
         3. 의식지수에 따른 설명             ········································     41

제 3장 영성과 조직성과와의 관계

    제 1절  조직성과
         1. 조직성과의 개념과 측정지표   ···············································    44
            가. 조직시민행동      ··························································    47
            나. 조직몰입          ··························································    48
            다. 직무만족          ··························································    50
            라. 귀   인       ································································    52    
           
    제 2절  영성경영계발과 조직성과 예시
         1. 영성경영의 의미와 필요성        ·········································    56
         2. 기업경영에서의 영성경영 트렌드  ········································     60
         3. 현대 회사가 원하는 인재상       ········································     67
       

제 4장  실증연구

     제 1절 연구 모형 및 가설 
        1. 연구모형     ······································································     70
        2. 가   설      ·········································································   71
    제 2절  변수의 조작적 정의 
        1. 영성수준에 따른 의식지수 측정          ································    72
        2. 조직시민행동   ····································································    72
        3. 조직몰입   ··········································································    72  
        4. 직무만족   ··········································································    72
        5. 조직지원체계            ·····················································     72
        6. 인구통계학적 사항       ·····················································     72
        7. 조사대상 및 기간        ·····················································     73
        8. 설문지 구성          ···························································    74
        9. 통계분석             ···························································    74
        10.통계분석 검증         ·························································    75

     제 3절  결과 및 해석 
        1. 기초통계분석             ···················································    80
         2. 변수들간의 관계분석      ···················································    81
        3. 면접조사 결과분석     ························································    91

제 5장 결론 및 연구의 한계
      제 1절 결론 및 제언     ··························································    93
      제 2절 연구의 한계         ····················································    96

참고문헌              ·········································································   97
영문초록              ·········································································  101
부록 : 설 문 지      ·········································································  104


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