국내 중간관리자의 업무성향 형성요인에 관한 연구 : 부르디외의 아비투스와 장(場)개념을 중심으로

초록

This study explored the factors that shape the work disposition of Korean middle managers through Bourdieu's concepts of habitus and field. It was found that work disposition of organisational members is not defined as a single, independent characteristic, but rather a complex product that is formed in the context of various factors and contexts within the organisation, such as organisational culture, relationships with supervisors, colleagues, and team members, job duties, and roles. The study conducted in-depth interviews with six middle managers with more than 10 years of experience to analyse the process of disposition formation and change, focusing on personal experiences and socialisation processes. The results showed that first, organisational culture had an important influence on the change of middle managers' work dispositions, and different work dispositions were observed in closed and competitive cultures and open and free cultures. Second, the relationship with the supervisor had a strong influence on the formation of employees' work disposition, and different work disposition changes could be observed depending on the positive or negative influence. Third, the nature of the job required different work dispositions to perform well, and participants tried to minimise the difference between their temperament and work disposition. Fourth, after being assigned the role of a middle manager, the participants tended to use their own nature or temperament more strongly, and they were influenced by their past supervisors to exercise leadership. This study highlights that work dispositions in organisations interact with various social contexts and are subject to change. These findings have practical implications in a variety of organisational management areas, including teamwork and conflict management, as well as the development of tailored HR strategies based on the work dispositions of organisational members. Future research should explore other work influencing factors besides the four work-shaping factors of dispositions (i.e., organisational culture, relationships, jobs, and roles) and, conversely, further investigate the two-sided process of how actors' agency affects their organisations.

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