• Industry Promotion Research
• /
• v.2 no.2
• /
• pp.31-44
• /
• 2017

This study is to investigate the relationship between the communication type recognized by members of organization and the learning transfer climate in the organization, and when it comes to the type of communications within organization set as independent variable, four variables such as communication with supervisor, media quality communication, and organizational outlook communication were proposed and regarding learning transfer climate which is a dependent variable, four sub-parameters such as supervisor support, colleague support, transfer opportunity and organizational compensation recognition were selected. 116 copies of the statistical data excluding statistically insignificant surveys were used for 150 participants who participated in the 2015 core competency curriculum for SMEs and 3 months have passed, in order to achieve this study's objective. Meanwhile, the research hypothesis was verified with the collected data through frequency analysis, factor analysis, reliability verification, technical statistical analysis, and simple and multiple regression analysis by using the statistical package program of SPSS 20.0. Results of this study have shown that firstly, communication with supervisor, media quality communication, and organizational outlook communication all showed a positive (+) significant influence on the superior support in the influence relationship between communication type in organization and supervisor support which is learning transfer climate. Secondly, communication type in organization doesn't appear to affect colleague support of learning transfer climate. Thirdly, communication with supervisor, media quality communication, and organizational outlook except for communication with colleagues have shown a positive (+) influence on transfer opportunity in the influence relationship between communication type in organization and transfer opportunity of learning transfer climate. Lastly, communication with supervisor and communication on organizational outlook showed positive(+) influence in the influence relationship between communication type in organization and organizational compensation recognition of learning transfer climate.

• Journal of the Korean association of regional geographers
• /
• v.8 no.4
• /
• pp.529-541
• /
• 2002

This paper aims to provide a context-specific interpretation on the shifting process of in-house R&D spaces in a large Korean firm in the context of rapidly changing markets and technology. Drawing on the case study of LG Electronics Company, one of the Korea's flagship companies, I examine the causes and mechanisms leading to a shift in domestic R&D spaces and the nature of learning processes between R&D teams and between R&D and other organizational units, particularly manufacturing. It appears that the current reshaping processes of domestic R&D spaces in LGE focus more on the clustering of core R&D laboratories than the geographical integration of conception and execution. However, it should not simply be viewed that such a move would be reduced to the linear model of innovation and organizational learning. Instead, it involves the firm-specific mode of regulating organizational competences. As contextual variables to induce such a firm-specific mode of organizational change, I consider the spatial form of organization, the spatial sources of knowledge and learning, and the powers of relational learning that can be made between distanciated actors and teams.

• Korean Security Journal
• /
• no.37
• /
• pp.109-135
• /
• 2013

The purpose of the study was to analyze how organizational learning of police officers affects empowerment components as this learning method works as a way to maximize the police organization. In order to achieve the research goal, the study selected a total of 170 police officers on duty in Gwangju Metropolitan Police Agency as a research subject for a month from July 14, 2013 to August 15. The subjects were selected via the random sampling method and were told to participate in a survey of a self-administrated method. A total of 163 (95.5%) references were used for the final analysis. The collected data was processed with SPSS for Win Version 18.0 and the variables were went through Pearson's Correlation Analysis and Multiple Regression Analysis. The results are summarized as follows. First, a hypothesis of "how social demographic characteristics have a different influence on organizational learning and empowerment" was partially confirmed. Second, another hypothesis of "how organizational learning affects empowerment of the members" was adopted.

• Journal of Practical Engineering Education
• /
• v.12 no.2
• /
• pp.331-337
• /
• 2020

This study investigated the perception of the learning-workers' organizational effectiveness. They participate in the degree-linked work-learning parallel system. As a result, the turnover intention and job performance were higher than those of general office workers, and organizational commitment was lower. In addition, the higher scholastic year and grades, the higher job satisfaction. the higher grades, the lower burnout. specially the 2nd, 3rd, and 4th graders showed higher turnover intentions than the first grader. The results of the survey of (dis)satisfaction factors of learning workers also show that OJT management in the field should be strengthened rather than OFF-JT education in universities. This paper suggests that companies participating in the work-learning parallel system need higher-level management in aspects such as educational supports, personnel management, and OJT management as well as competency development of learning-workers. It shows that supplementary measures are needed for learning time and learner management of participating companies.

• Journal of Industrial Convergence
• /
• v.20 no.8
• /
• pp.41-52
• /
• 2022

Education for an organization is implemented to improve the organizational and each individual's performance. However, the actual results are not as expected. Accordingly, this study is committed to investigate the education related factors that have impact on the organizational performance, which is defined by the trainee's organizational commitment and work performance. Based on the acquired knowledge, we suggest things to consider when designing corporate training for performance creation. First, it is investigated whether the task value and job relevance(educational content characteristics) and the degree of support for education within the company(organizational characteristics) affect learning-transfer of trainees. After that, the causal relationship from the learning-transfer to organizational commitment and work performance(organizational effectiveness) is analyzed. In this overall process, the effect of on-/off-line education is analyzed and compared. As a result, it is found that the task value, the job relevance, and organizational compensation have a significant impact on the learning-transfer, and the learning-transfer has impact on organization commitment and work performance. In addition, the moderating effect of the on-/off- education is identified. This study is conducted only with franchise enterprises and as a future study, a more general sampling is required to extend this work.

• Asia-Pacific Journal of Business Venturing and Entrepreneurship
• /
• v.17 no.6
• /
• pp.159-174
• /
• 2022

Entrepreneurs should continuously invest resource and capital for a long time to get tangible business results. In order to be successful, despite difficulties, it is essential for entrepreneurs to continue entrepreneurial businesses without giving up too early. Thus, it can be said that organizational commitment of entrepreneurs is essential for success. According to previous studies, the organizational commitment of entrepreneurs has a significant effect on organizing, establishments of new firms and new product developments. The purpose of this article is to examine the relationships among learning orientation, innovativeness and organizational commitment of entrepreneurs. Especially, we focus on the mediating effect of innovativeness in the relationship between learning orientation and organizational commitment and the moderating effect of career relevance among the relationships. Based on empirical analysis, we reported the following results. First, learning orientation, innovativeness and career relevance of entrepreneurs had significant positive effects on organizational commitment. Second, it was found that innovativeness of entrepreneurs has a partial mediating effect on the relationship between learning orientation and organizational commitment. Third, using Baron & Kenny's hierarchical multiple regression analysis, we examined the moderating effect of career relevance among the relationships of learning orientation, innovativeness and organizational commitment. Third, because the interaction term was found to be positively significant, it was concluded there is a moderating effect of career relevance between learning orientation and innovativeness. This means, when career relevance was higher than average, the influence of learning orientation on innovation increases even more. Fourth, it was also found there is a moderating effect of career relevance between learning orientation and organizational commitment. However, the results of the mediated moderating effect analysis showed the moderating effect of career relevance between learning orientation and organization commitment is an indirect effect of moderating effect of career relevance between learning orientation and innovativeness mediated by innovativeness.

• Knowledge Management Research
• /
• v.17 no.3
• /
• pp.227-248
• /
• 2016

Customer satisfaction dominates research on customer-firm performance relationships; however, with a few exceptions, the authors of most prior studies did not examine the possibility that an organizations' customer relationship management can increase its knowledge management. Building on previous literature of information processing theory and transaction cost perspective, this paper investigates the effect of various characteristics of customer relationship an organization cultivates on its own innovativeness. Specifically, we identify closeness, communication, sympathy as three critical components of managing customer relationship. Data from a multi-informant survey conducted to 442 organizations in Korean bank industry show that an organization's relationship with its customers has significant effects on its innovativeness. This study highlights the importance of customer relationship in terms of enhancing innovations, and helps to explain interactive effects among customer relationship, organizational learning, and innovativeness.

• Educational Technology International
• /
• v.11 no.1
• /
• pp.47-68
• /
• 2010

The purpose of this study was to analyze majors trends and issues of e-Learning curriculum for human resource development in the corporate context. The e-Learning curriculum was chosen as the subject of research consists of 2,710 lectures that were given from 2007 to July 2009 for the recent three years by providing at Ministry of Labor and Korea Research Institute for Vocational Education & Training. In order to investigate trends and issues, it was employed theme analysis which is one of the types of document analysis that approach a qualitative research methodology. As a result of this research, 7 major trends and issues in e-Learning curriculum for HRD in the field of corporate education were drawn; ① Strengthening expertise through learning of job related professional knowledge, ② Cultivation of common & essential knowledge for a job to increase work performance efficiency ③ Organizational management strategy for improving performance, ④ Organizational management and operational strategy for actively responding to environmental changes, ⑤ Leadership as a strategy for cultivating core personnel and field-centered practical leadership. ⑥ Creating a happy workplace through the work-life balance, ⑦ Strengthening global communication skill. Based on these analysis, practicals and theoretical implications of e-Learning professionals and HR researchers for HRD were suggested.

• Journal of Technology Innovation
• /
• v.21 no.1
• /
• pp.303-330
• /
• 2013

Korea has started new value creation which is the post catch-up innovation system from the catch-up innovation. Post catch-up innovation system is becoming the main R&D issue for Korea and is needed for the new concept of R&D management and planning frame. This study posed questionnaires : how to promote the knowledge creation in technology planning and what the role of organizational learning in the technology planning is. This paper suggests the relationship of success factors of knowledge creation in technology planning which is organized and operated by experts with different background. Based on the prior research on organizational learning, communications and collaborative interactions, four hypotheses that factors of knowledge creation in technology planning have positive relationship with organizational learning are extracted. This study adopts Structural Equation Modeling(SEM) to analyze the relationship between organizational learning and successful technology planning. The approach based on organizational learning and interaction will be useful for constructing the planning framework in the era of post catch-up innovation. This paper, therefore, suggests the possibility of new theoretical development and new research agenda.

• The Journal of Asian Finance, Economics and Business
• /
• v.7 no.12
• /
• pp.1065-1071
• /
• 2020

The study aims to analyze the supply chain role of supervision, discipline, work climate, and organizational learning on the performance of community services at the public works. This study took a sample of employees through purposive sampling technique at the Public Works Office and Bina Marga in a regency in East Java. Data through questionnaire was collected through a 5-point Likert scale model. The results show that the application of employee discipline affects the performance of public services, with a contribution of 39.7%, meaning that discipline and organizational learning are implementation factors that have an effect on public service performance. In stepwise regression analysis, the supervisory factor has a correlation with service performance, but it is less relevant, while the work climate is not relevant as a predictor variable to improve public service performance. The study revealed the importance of the supply chain policy of implementing good and clean governance and the enactment of the performance appraisal of the government apparatus established through Good Corporate Governance of the state apparatus. The findings provide a basis to encourage the public sector performance to smooth every step of supply chain management of every government project work, especially in the field of public services.