Examining Perspectives and Contributions Embedded in Organizational Culture Research: A Review of Research in the Korean Corporate Context

Kim, Taesung; Chang, Jihyun; Gu, Baek Pyoung

doi:10.46260/kslp.19.4.1

Cited by 1 publication

(2 citation statements)

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“…Many global enterprises are working to improve their organizational capabilities through a range of organizational change tactics, so that their employees can both adapt to change and lead it (Balogun and Hope Hailey 2015;Burnes and Jackson 2011;Meaney and Pung 2008;Bond Baker 2009). In line with this focus on organizational change tactics, there has been an increasing demand for Organization Development (hereafter OD) initiatives especially in large enterprises in South Korea (hereafter Korea) (Kim et al 2017). However, enterprises, which have attempted to implement OD have, at times, encountered challenges in achieving cultural change (Kim et al 2017;Choi 2012).…”

Section: Introductionmentioning

confidence: 99%

“…In line with this focus on organizational change tactics, there has been an increasing demand for Organization Development (hereafter OD) initiatives especially in large enterprises in South Korea (hereafter Korea) (Kim et al 2017). However, enterprises, which have attempted to implement OD have, at times, encountered challenges in achieving cultural change (Kim et al 2017;Choi 2012). One of the main challenges has been attributed to the neglect of contextual considerations when implementing OD practices (Klein and Sorra 1996;Rees et al 2012).…”

Section: Introductionmentioning

confidence: 99%

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Perceptions of organization development in South Korea: the use of a sensemaking approach

Lee

Rees

2019

Human Resource Development International

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This qualitative study explores how employees engage in sensemaking duringOrganization Development (OD) initiatives in chaebols, that is, large family-owned firms in South Korea. In adopting a case study approach, semi-structured interviews were conducted with 37 respondents drawn from different levels of a chaebol to address three research questions. First, what key contextual factors are associated with employees' sensemaking at different levels of an organization? Second, how do individuals at different levels of the organization make sense of an OD initiative through the 'searching for plausibility' property of sensemaking? Third, what contextual cues are influential when employees engage in 'identity construction' in sensemaking in response to an OD initiative? The findings and implications of the study demonstrate multiple subjective realities, which employees from different levels construct, indicating that the prevailing norms and practice within the existing culture, which have been influential in constructing the identities of employees should be identified when attempting to implement OD to change the organizational culture.

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