In this study measure variables reflecting organizational culture characteristics of cadastral surveying performer analyze the influence on the Job satisfaction and assume that job satisfaction of members is the most important factor. Therefore the main objective is to give a consideration about the relationship between many factors from the point of view of an organizational culture among them affecting job satisfaction.
Also conceptual model was established on the basis of the former studies about organizational culture and job satisfaction, and some hypotheses on the organizational culture and job satisfaction were set up in order to test its validity.
Data for the empirical analysis were collected through various methods and procedures. Korea Cadastral Survey Corporation (KCSC) as the most typical public organization among cadastral survey performers was selected to study 'how the organizational culture has influence on the Job satisfaction'.
Questionnaire was designed for all employees of KCSC and the level of measurement was used as Likert Scale, which is the format of a typical five-level Likert items. Also SPSS-WIN 12.0, statistic method to analyze the collected data, was used for the verification of statistic significance. and the influence of organizational culture on job satisfaction was verified by factor, statistic, dispersion and multiple regression analysis. As a result, the relation between organizational culture and job satisfaction could be verified.
A study model of the influence of organizational culture on job satisfaction was designed as follows.
Management system, co-worker relation, sense of belonging, conflict management, communication and customer-orientation were selected as independent variables of the organizational culture. Self-development, the relationship with the higher-ups, duty itself, the relationship with co-workers, promotion and pay were selected as dependent variables of the job satisfaction. therefore the results of 3 typical hypotheses among 6 are as follows.
First of all, in the hypothesis as 'Job satisfaction for the self-development(dependent variables) will be highly brought out', it confirmed that independent variables such as management system, sense of belonging, communication had an effect on self-development but co-workers and customer orientation did not.
The second, in the hypothesis as 'Job satisfaction for the relationship with the higher-ups(dependent variables) will be highly brought out', the management system, co-workers' relation, conflict management, customer orientation had an effect on the relationship with the higher-ups positively but sense of belonging, communication were not.
The third, in the hypothesis as 'Job satisfaction for the promotion(dependent variables) will be highly presented', the organizational culture like management system, sense of belonging, conflict management, communication and customer orientation as the dependent variables had an effect on promotion.
Amongst the general answers on the organizational culture, the answer, 'I think I'm proud of the member of KCSC', marked 4.34 our of 5 point as the best score and next answer was 'KCSC pursues the best quality and services' as 3.94 point.
In the case of Job satisfaction, ' It is a necessary business which I have performed for KCSC' marked 4.18 point and 'I carry on my business with colleagues together' did 3.76 point.
As above results of study, it is necessary to develop the suitable organizational culture affecting the creation of regulations and etiquettes for all members of organization in order to improve the Job satisfaction. In near future more diverse questionaries and measurement methods to improve the reliability of measure variables would be required.
It was meaningful work in that it was tried to verify the relation between organizational culture and Job satisfaction empirically against former studies.