• Proceedings of the Korean Society of Computer Information Conference
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• 2010.07a
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• pp.381-384
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• 2010

이 연구에서는 민간부문에서 선행되어진 조직학습에 관한 연구들을 고찰하여 경찰공무원의 조직학습에 대한 전략모형을 정립하고 그 실천적 과제를 도출하고자 하였다. 조직학습은 개인이나 조직 내 특정집단이 자신이나 다른 조직으로부터 지식창출, 지식공유, 지식저장, 지시 폐기하는 순환과정을 통해서 일어난다고 하였다. 특히 경찰조직에서의 조직학습은 외부 환경변화에 대한 변동대응능력 확보와 경찰조직의 내적인 성장발전능력을 재고시킬 수 있는 효과를 얻을 수 있다.

• Proceedings of the Korea Contents Association Conference
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• 2006.05a
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• pp.103-108
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• 2006

The purpose of this paper is to study of improve the organizational performance and survival with the changes of the circumstances or in pursuit of improving the organizational effectiveness through the learning organization, the organizational culture was inspected with the condition precedent of the learning organization. The result of this empirical study is summarized as followings. First, The learning organization has a positive effect on the organizational effectiveness. The knowledge and experience accumulated by the learning organization improve the official satisfaction. Second, in the organizational culture of the learning organization, developmental and rational culture has positive effect on the learning organization, but hierarchical and group culture has no effect on the learning organization. Therefore, To establish the learning organization through the organizational learning, all managers realize the importance of developmental and rational culture because the organizational effectiveness is significant when the organization change is new.

• Korean Security Journal
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• no.10
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• pp.79-102
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• 2005

This study aims to present implications to the basic directions according to organization's own objectives, roles, physiology and changes, etc for private security being activated. The change in organization can lead to foster the foundation for coping with sharp social environmental changes. The fundamental factors leading organizational changes should include intentional, planned and future-oriented activities. This is because organizational changes can be achieved by organizational learning. Besides, organizational learning is indeed important in terms of improvement in business methods and security services, but it should be also much more examined than in any other organization, since business particularity lies in getting in most sensitive contact with customers on the spot. Therefore, this study aims to propose the developmental directions of organizational learning by positively exploring the basic learning directions according to the influences of organizational learning, focusing the organizational efficientization strategies coping with environmental changes on the organizational learning.

• Journal of vocational education research
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• v.29 no.3
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• pp.133-156
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• 2010

This study examines corporate support in learning on individual participation in learning and organizational learning. For this purpose, First, what does corporate support in learning affect individual participation in learning? Second, what does corporate support in learning and individual participation influence organizational learning? This study analyzed 1,268 employees at 139 companies. Sample sizes averaged about 9.22 employee per corporate. This paper used statistical method of hierarchical linear model. Above all, the findings show that corporate support in both formal and informal learning has meaningful effect on individual participation in formal learning and relationship. The findings reveal that corporate support in formal learning has influence on capacity, organizational memory, learning competency, adaptation to environment except sharing value. Furthermore, individual participation in learning has positive effect of increased organizational learning in all areas. In particular, it is shown that participation in informal relationship plays an important role to improve individuals' organizational learning ability.

• Proceedings of the Korean Society for Information Management Conference
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• 1998.08a
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• pp.147-150
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• 1998

환경의 급격한 변화속에서 혁신할 수 있는 조직의 능력이란 조직의 생존을 의미한다. 이러한 맥락에서 본 연구에서는 최근에 총체적인 혁신전략으로서 각광 받고 있는 학습조직이론을 도서관조직의 새로운 혁신기법으로 제시하고자 한다. 즉, 본 연구에서는 학습조직의 개념정립과 학습조직 등장의 시대적 배경, 그리고 학습조직의 구축요소와 구축단계와 함께 최근의 학술도서관의 재조직 경향과 학습조직이론간의 관련성에 대해 논하고 있다. 단, 본 연구는 앞으로 전개될 경험적 연구의 기초로서 개념의 변별 타당도 확보 차원의 이론 연구라고 할 수 있으면, 앞으로 다양한 학습조직 구축방법 등을 활용하여 실제로 도서관들을 진단하고 이들을 학습조직으로 전환시키는 사례연구들이 뒤따라야 할 것이다.

• The Journal of the Korea Contents Association
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• v.6 no.7
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• pp.42-49
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• 2006

The purpose of this paper is to study of improve the organizational performance and survival with the changes of the circumstances or in pursuit of improving the organizational effectiveness through the learning organization, the organizational culture was inspected with the condition precedent of the learning organization. The result of this empirical study is summarized as followings. First, the learning organization has a positive effect on the organizational effectiveness. The knowledge and experience accumulated by the learning organization improve the official satisfaction. Second, in the organizational culture of the learning organization, developmental and rational culture has positive effect on the learning organization, but hierarchical and group culture has no effect. on the learning organization. Therefore, to establish the learning organization through the organizational learning, all managers realize the importance of developmental and rational culture because the organizational effectiveness is significant when the organization change is new.

• The Journal of the Korea Contents Association
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• v.7 no.12
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• pp.114-122
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• 2007

The purpose of this study is how to create learning organization with one method of the lifelong learning society intention. This study proposed four basic elements to set up learning organization and planned the phase for a learning organization construction. Construction of proper learning organization on route of environment confrontation ability and success of system guidance, as well as ability development and adaptation power improvement of the individual, it will be able to augment conduct ability. Through the whole process, The foundation which socially embodies the lifelong learning society believes firmly will become.

• Journal of the Korea Academia-Industrial cooperation Society
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• v.14 no.2
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• pp.665-673
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• 2013

The main objective of this study was to investigate the effect of learning organization on social worker's organizational commitment and turnover intention in the social welfare organization. For the research, learning organization was consisted of shared vision, personal mastery, team learning and system thinking on the P. Senge's learning organization model. The results of this study were summarized as follows: Mean analyses showed that social workers perceived the level of learning organization had a higher than medium. By using a hierarchical multiple regression, shared vision, personal mastery and team learning had a positive effect on the social workers' organizational commitment. Shared vision and team learning had a negative effect on the social workers' turnover intention. This study finally discusses theoretical implications for future study and practical implications for learning organization strategies on the results.

• Industry Promotion Research
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• v.1 no.1
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• pp.51-57
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• 2016

This study verified the effect of the level of learning organization on satisfaction of learning organization support project and the moderating effect of charismatic leadership. The level of learning organization positively affected satisfaction of learning organization support project. Especially, personal mastery affected creating&spreading knowledge and financial performance, system thingking affected building learning infra, shared vision affected learning culture&activity, teamwork and financial performance. Also, charismatic leadership partially moderated the effect of learning organization. This study provided implications to manage successful learning organization by analyzing causal relationship between learning theory and practical corporate performance.

• International Commerce and Information Review
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• v.15 no.1
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• pp.207-226
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• 2013

This study examined the impact of self-directed learning on job satisfaction, organizational commitment. Also, it verified moderating effects of organizational culture(centralization, decentralization) in the era of global competition. The results of this study are as followings: 1) self-directed learning(acceptance of responsibility for learning) is positively related to job satisfaction, organizational commitment, respectively. 2) centralization moderated on the relationship between self-directed learning(acceptance of responsibility for learning, self-confidence as a learner, future orientation) and organizational commitment. 3) decentralization moderated on the relationship between self-directed learning(future orientation) and organizational commitment. We discussed the implications of these of findings for both theory and practice.