부산대학교 도서관

이 연구는 조직효과성 분석 이론인 경합가치모형을 탐색하는데 목적을 두었다. 먼저 경합가치모형의 탄생배경을 살펴보고, 4개의 하위모형의 구조적 관계를 논의하였다. 또한 경합가치모형을 적용한 선행연구 분석을 통해 실증 분석시 시사점을 찾아보았다. 다음으로 대학의 조직효과성과 관련된 선행연구 분석을 바탕으로 대학의 경합가치모형 구축방향을 제시하였다. 이러한 경합가치모형은 몇 가지 제한점을 보완한다면 주로 합리적 효율성의 관점에서 대학의 조직효과성을 평가하는 한국적 풍토의 개선에 좋은 대안이 될 수 있을 것으로 보인다.
This study investigates the Competing Values Framework (CVF) proposed by Quinn & Rohrbaugh and it`s application for the university. At the core of the competing values model is an assumption of competition among potential outcomes in all organizations: successful organizations appear to satisfy competing, even contradictory, criteria. Quinn and Rohrbaugh base their competing values hypothesis on the tensions-internal versus external and control versus flexibility-that exist between the axes of the model and among the values that underlie them. The approach encompasses hybrid models such as the rational goal model, the internal process model, the human relations model and the open system model. In assessing organizational effectiveness using CVF in the university, there might be taken several considerations on the variables and methodology. First, we should definitely define the values of ends and means in each models of University`s CVF. Second, it might be that for the empirical research proxy variables representing the values of ends and means need to be specified in quantifiable way. Third, it is thought that the correlation between the values of ends and means should be investigated. Fourth, to compare the organizational effectiveness among universities, it might be better that non frontier statistical methodology, for instance, data envelopment analysis, be introduced.