As trade competition is remarkablely intensified in both home and abroad markets, the priority of Industrial Design in product competetiveness has been increased and Industrial Design has been referred to as a corporate strategic business tool. In this situation effective and harmonious management of Design Organization is urgently needed. This thesis has studied basic design-related issues in organizational behaviour studies including designer's personality, motivation work climate and other relevant matters. Summary by issues is as follows. 1. A group of designers have been compared with non-desingers including managers and engineers on Cattel's 16 personality factors. It is found out that the designer is more abstract, affected by feelings, assertive, conscientious, venturesome, imaginative, experimenting, self-sufficient and relaxed than non-designers. This divergence in personality has been attributed by habits of thought and work, educational background etc. 2. A group of designers have been questioned by part of Rotter's internal-external locus of control scale. It is proved that the designer have internal rather than external locus of control. The tendency to internal locus of control is more obvious in design consultants than other design groups. 3. A group of desingers have been asked to make up a questionnaire which is based on M. Friedman & R. Roseman's study on type A or type B behaviour. It is found out that designers are close to type A in general. The tendency is more consipicuous in design consultants than in-house designers and senior designers are more inclined to type A than junior designers. 4. Designers' job satisfaction and desire of turnover have been questioned by a revised version of Kim, Moon-Suk questionnaire which is composed of the 6 factors, viz, job itself, growht & development, pay, company identification & supervision, physical conditions and co-workers. 1) It is proved that 'job itself' and 'growth and development' are most influencial factors in designers' job satisfaction. This tendency means that designers' job satisfaction is derived from the intrinsic motivation factor due to the professional characteristics. 2) It is found that all of 6 factors are influencial on the designer's desire of turnover. However, 'pay' factor is a bit more influencial than other factors. 5. Designers' work climate has been measured by a modified version of K. Holt's form for measurement of the organizational climate. This study identifies that 'attitude of supervisor' is the most critical climate factor in general, while 'interaction with others', 'composition of staffs' and 'physical conditions' are relatively minor factors in terms of maintaining a creative work climate.
