• 한국시스템다이내믹스연구
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• 제15권4호
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• pp.129-159
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• 2014

This Study discuss exploring normative-prescriptive factors after the themes on Organizational learning categorize two descriptive/explanatory-perspectives, prescriptive/normative dimension. The former would contain information processing model, theory of action, organizing in organization, while Senge's suggestion on Learning Organization may compose the latter. Each perspective is reconstructed and reinterpreted into the causal mapping relationship founded on system thinking and SD. Underlying on the former try to discovery validities of the latter. But this study only put forward the integral-dynamic model of organizational learning without empirical simulation.

• 지식경영연구
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• 제21권2호
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• pp.159-176
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• 2020

According to the social learning theory, leader' organizational citizenship behavior (OCB) is a predisposing factor for follower' OCB, because they acknowledge and imitate leader as a desirable example of behaviors for organizational and individual success. We investigate social learning effect of leader OCB on follower OCB and examine the moderating role of political skill in the mediated relationship between leaders OCB and follower OCB (with followers' affective organizational commitment as the mediator). We find that follower's affective organizational commitment may mediate the relationship between leader OCB and follower OCB. Furthermore, we find that follower with high political skill may focus on the instrumental value of OCB. Political skill moderates the relationship between follower' affective organizational commitment and follower OCB. Data from 325 leader-follower dyads support the hypothesis. Theoretical and practical implications of these findings are also discussed.

• 한국산업정보학회논문지
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• 제25권6호
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• pp.85-94
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• 2020

급변하는 마케팅 환경에서 조직학습의 중요성이 증대되고 있다. 다양한 관리자들의 특성 중 조절초점이론과 기업의 상층부 이론을 결합하여 조절초점이 조직의 학습활동에의 세 가지 영역(학습활동의 넓이, 깊이, 속도)에 미치는 영향을 연구하였다. 수도권의 중소중견 기업의 중간관리자 이상의 간부들을 중심으로 설문을 진행하였다. 관리자의 촉진초점은 학습의 넓이와 깊이 그리고 속도에 모두 정의 영향을 미치는 것을 확인하였고, 특히, 학습의 넓이 예방초점보다 유의미하게 높은 수준의 영향을 미치는 것을 확인하였다.

• 유통과학연구
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• 제15권1호
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• pp.43-49
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• 2017

Purpose - This study is to integrate organizational factors into UCD process. For this research purpose, we investigated the organizational factors which influence people behaviors in the context of user-centred design practice(UCP). And this study presents organizational culture, organizational learning and change management as the organizational factors. Especially, this study is to investigate how change management influences the relationship between the organizational culture/learning and UCD performance. Research design, data, and methodology - Using the survey methodology with a questionnaire, this study distributed the questionnaire to the experienced 112 practitioners of user-centred design practice in 52 Korean small and medium companies. The organizations differed in range and size from medium-scale, which is under 100 of employees, and to small-scale, which is from 100 to 500. Results - Organizational culture and organizational learning have positive effects on user-centred design practice performance as expected. And change management strengthens the positive relationship between organizational learning and user-centred design practice performance but has no effect on the relationship between organizational culture and user-centred design practice performance. Conclusions - This is the first empirical study of investigating and demonstrating some key organizational factors' relationships and UCD performance of an organization, which will support to institutionalize UCD within an organization, providing theoretical foundations.

• International Journal of Quality Innovation
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• 제7권1호
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• pp.195-205
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• 2006

Both the total quality management (TQM) and learning organization (LO) appear to be promising approaches for organizational transformation towards a more effective, efficient, and responsive organization in the past. The evolutionary development and theory supports for these two fields are distinct but they appear to have more in common than they have in distinctiveness. However, there is little synergy developed between these two fields both in academic research and industrial applications. It is possibly due to the fact that both the academia and industry are taking a limiting polarized view of TQM and LO and hence not getting the benefits of linking the two. This paper tries to establish a link between the organizational learning capability and the quality culture for TQM implementation based on a case study on the largest vocational education institution, the Vocational Training Council, of Hong Kong. The study reveals that there is a strong positive correlation between organizational learning capability and quality culture. The exploratory explanations for the links between the organizational learning capability constructs and the quality culture constructs are also discussed in this paper. The findings of the study support other literatures that TQM should be embedded in LO and serves as an enabler for organizational learning (OL) in transforming and creating organizations which continuously expand their abilities to change and shape their future.

• Asia Marketing Journal
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• 제6권3호
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• pp.1-26
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• 2004

본 연구는 우리나라의 CRM 발전을 위해 어떠한 조직문화가 형성되어야 하는가에 대한 이론적, 실증적 연구를 수행하는데 그 목적을 두었다. 본 연구는 먼저 인사조직 분야의 학습조직이론을 도입하여 CRM의 활성화를 위해서는 어떠한 조직문화가 조성되어야 하는가를 제안하고 그 결과 CRM의 활성화를 위해서는 개인학습의 활성화와 전사적 차원에서의 정보공유의 활성화가 전제되어야 함을 도출하였다. 더 나아가 개인학습의 활성화 차원에서는 전사적 참여, 권한이양을 통한 실험적 시도의 활성화, 최고경영진의 조성적 리더십 등의 세 가지 요인을, 정보공유의 활성화 차원에서는 커뮤니케이션의 활성화 및 조직기업의 보유 등의 두 가지 요인을 도출하였다. 또한 본 연구에서는 우리나라 CRM관련 실무자를 대상으로 하는 설문조사를 통해 본 연구에서 제시된 내용들을 실무적인 관점에서 검증하였다.

• 통상정보연구
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• 제15권1호
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• pp.207-226
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• 2013

본 연구에서는 글로벌 경쟁시대의 기업성과향상을 위하여 수출기업에서 자기주도학습능력이 직무만족과 조직몰입에 미치는 영향을 살펴보고, 집권화와 분권화된 조직문화특성이 자기주도학습능력과 직무만족과 조직몰입에 미치는 조절효과를 살펴보았다. 연구결과는 다음과 같다. 첫째, 학습에 대한 자기주도학습능력 변수 중 학습의 책임수용성 변인만이 직무만족과 조직몰입에 정적(+)인 영향을 미치는 것으로 나타났다. 둘째, 집권화의 조직문화의 조절효과를 살펴본 결과, 학습의 책임성 수용(t=-1.934, p<0.01), 학습자적 신념(t=-1.820, p<0.001), 미래지향성(t=2.249, p<0.001) 변인들과 조직몰입 관계에 집권화가 조절효과를 나타내고 있는 것으로 나타났다. 셋째, 미래지향성(t=-1.645, p<0.01) 변인과 조직몰입 관계에 분권화가 조절효과를 나타내고 있는 것으로 나타났다. 본 연구결과를 통하여 학습자 개인적차원과 조직적 차원에서 자기주도학습능력에 대한 지원 및 분위기 조성이 전제 되어야 한다는 기존 연구결과를 수출기업에서 다시 재확인하였으며, 지식정보사회에서 조직의 역량과 성과를 향상시키기 위해 관료제적 계층조직에서 유기적 학습조직으로 적극 변화되어야 한다는 연구결과를 제시하였다.

• Asia pacific journal of information systems
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• 제32권1호
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• pp.151-167
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• 2022

This paper is motivated by social influence theory implying the multilevel nature of knowledge management (KM) in an organization. Organizational knowledge is generated and distributed by individuals from different groups across organizational boundaries. Its transfers are supported by IS/IT practice, i.e., the individual and collective use of the technology available in the organization. I propose a multilevel perspective to explain how IS/IT practice supports multilevel KM capabilities to manage organizational knowledge successfully and how the effectiveness of multilevel KM capabilities expands into the improvement of multilevel task-related organizational performance. The multilevel KM theory extends the knowledge-based view of the firm by describing the dynamic process through which strategic values of knowledge are generated by IS/IT practice across the organizational levels. This paper also discusses multilevel insights on the strategic value of organizational learning based on the social context of organizations.

• Asia pacific journal of information systems
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• 제32권1호
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• pp.168-190
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• 2022

This review aims to synthesize social network theories by drawing on the importance of social network perspectives in understanding knowledge management with technology in organizations. I provide an overview of prior social network research with the following core ideas: the primacy of relations between organizational actors, the utility of actors' embeddedness in social fields, the social utility of network connections, and the structural patterning of social life. On top of that, I summarize critical social perspectives (the social capital theory, the structural hole theory, the embeddedness perspective, the social exchange theory, the organizational learning theory, and the innovation diffusion theory) to suggest potential research questions for future studies in social network research in the knowledge management discipline.

• The Journal of Asian Finance, Economics and Business
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• 제7권11호
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• pp.987-998
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• 2020

This study aims to examine OL as a potential mediating variable in the relationship between IT and organizational performance. Organizational learning (OL) has been proposed as the mechanism to accomplish this task. Existing empirical research demonstrates that OL may indeed act as a mediator for the effect of IT on organizational outcomes. Also, existing literature discusses the use of technology in the organization, and the case for OL as the key knowledge process, and the intersection between technology and OL as a knowledge-based means for improving organizational performance. Many studies use a descriptive measure of OL despite the theory suggesting that a normative measure may be more appropriate. This study aims to address these concerns in a setting by using structural equation modelling (SEM) to compare the effectiveness of descriptive and normative measures of OL as mediating variables in knowledge-intensive organizations. Survey results support OL as a mediator between IT and organizational performance in addition to normative measures of OL outperforming descriptive measures. Implications for research and practice are discussed. To test the model, we will apply (SEM) structural equation modeling in the analysis of a moment structures (AMOS) on the empirical evidence collected from 218 Pakistani CEOs and top managers.