조직 적응의 딜레마 : '나 때는 말이야'가 듣기 싫은 신입사원의 문화가치 충돌과 적합성 연구-Hofstede 문화 차원을 중심으로

초록

This study examines the impact of cultural value orientations of the new generation, who grew up after Koreansociety's great transformation period, on Person-Organization Fit (P-O Fit) from a functionalist perspective. Basedon Hofstede's cultural dimensions theory, this study utilized Sharma's (2010) Personal Cultural Orientation (PCO)scale, excluding gender equality items and focusing on nine cultural value sub-dimensions. A survey was conductedwith 477 new employees with less than three years of experience working in large corporations with more than300 employees. The nine cultural dimensions measured were: independence and interdependence(individualism/collectivism), power respect and power tolerance (power distance), risk aversion and ambiguityintolerance (uncertainty avoidance), masculinity, and tradition and prudence (long-term orientation). Hierarchical regression analysis revealed that eight out of nine hypotheses were supported. Interdependence (β=.231), power respect (β=.118), power tolerance (β=.110), masculinity (β=.093), tradition (β=.207), and prudence(β=.237) showed positive effects on P-O Fit, while risk aversion (β=-.133) and ambiguity intolerance (β=-.140)showed negative effects. Contrary to expectations, independence did not demonstrate a significant effect, suggestingthat the collectivistic organizational culture of large corporations operates as a mechanism to suppress individuals'independent tendencies. The findings empirically demonstrate the cultural lag phenomenon, where despite the spread of individualisticvalues among the new generation, large corporations still maintain traditional organizational cultures. This studyprovides theoretical contributions to understanding cultural lag in organizational settings and practical implicationsfor talent management strategies that consider cultural fit.

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