• Educational Technology International
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• v.6 no.2
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• pp.43-58
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• 2005

The purpose of this study was to investigate the impact of organizational learning culture on job satisfaction and organizational commitment. Two streams of scholarly work have provided the theoretical foundations for this study. The first stream comes from the literature on learning organization. The second stream of the theoretical foundation comes from an extensive literature on attitude-intention-behavior relationships. In addition, this study was tested three alternative models. Alternative model 1 employed job satisfaction as the mediating commitments variable between learning culture and organizational commitment. Alternative model 2 used organizational commitment as the mediating variable between learning culture and job satisfaction. Finally, alternative model 3 specified a direct impact of learning culture on both job satisfaction and organizational commitment, and reciprocal linkages between these two variables. The results of this study support the hypothesized relations among an organization's learning culture, job satisfaction, and organizational commitment. The findings of this study are various congruent with a widely accepted hypothesis that job satisfaction serves as an appraisal function in evaluating various work environments and determining emotional responses such as organizational commitment. Organizational learning culture is one of the important factors that organizations cannot overlook. Therefore, the findings of this study provide a new direction for researchers seeking to explain the complex relations among these central organizational variables.

• 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.

• Korea Journal of Hospital Management
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• v.18 no.4
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• pp.54-77
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• 2013

This paper is a comparison study about leadership training transfer factors between physicians working in large scale hospitals and managers working in firms. To fulfill this purpose, this study conducted a regression analysis on 101 managers and 59 physicians who had attended similar leadership training programs more than 16 hours recently in order to identify the differences on the learning transfer factors. 6 factors such as Learner readiness, Performance self-efficacy, (so far as Trainee Characteristics group), Organization Culture, Supervisor's tangible incentives and Supervisor's intangible support, (so far as Work environment group), Content Validity & Transfer Design (so far Training Design group) were used as independent variables while the personal Managerial Capability Increase and Leadership Capability Increase were used as dependent variables. And also we used 5 factors as control variables ; Job style (Manager or Physician), Age, Gender, Working years and Organization size. Here are the summary of major findings ; first, there were statistically significant differences between the learning transfer factors in leadership training programs for managers and those of physicians. Second, there were also statistically significant differences among trainees' working years and their organization size factors while age and gender do not affect the learning transfer factors. Third, for the physician's leadership training the practitioners should focus on two factors ; Organization Culture and Learner readiness.

• Journal of the Korean Operations Research and Management Science Society
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• v.27 no.3
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• pp.93-114
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• 2002

This paper suggests a dynamic balanced scorecard (DBSC) model employing the concept of system dynamics (SD), which could overcome the limitations inherent in the conventional balanced scorecard (BSC) and facilitate strategic learning process in organizations. The BSC has been a successful framework for measuring an organization＇s performance in various Perspectives through translating an organization＇s vision and strategy into an interrelated set of key performance indicators and specific actions. The BSC, while having significant strengths over traditional performance measurement methods, however, has its own limitations, due to its static nature, such as overlooking two-way causation between performance Indicators and neglecting the impact of delayed feedback flowing from the adoption of new strategies or policy changes. To overcome these limitations, we employs SD, a methodology for understanding complex systems where dynamic feedback among the interrelated system components significantly impact on the system outcomes. The SD simulation model in the form of DBSC we suggest in this paper would serve as a useful strategic learning tool for facilitating an organization＇s communication process through various scenario analyses as well as predicting the dynamic behavior pattern of their key performance measures over a future time frame. For the demonstration purpose, we apply the DBSC model to Korea Coal Corporation (KoCoal ) BSC case.

• International Journal of Computer Science & Network Security
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• v.22 no.3
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• pp.220-228
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• 2022

The directed tests produce an expectation model to assist the organization's heads and professionals with settling on the right and speedy choice. A directed deep learning strategy has been embraced and applied for SCADA information. In this paper, for the load shedding expectation overall power organization of Libya, a convolutional neural network with multi neurons is utilized. For contributions of the neural organization, eight convolutional layers are utilized. These boundaries are power age, temperature, stickiness and wind speed. The gathered information from the SCADA data set were pre-handled to be ready in a reasonable arrangement to be taken care of to the deep learning. A bunch of analyses has been directed on this information to get a forecast model. The created model was assessed as far as precision and decrease of misfortune. It tends to be presumed that the acquired outcomes are promising and empowering. For assessment of the outcomes four boundary, MSE, RMSE, MAPE and R2 are determined. The best R2 esteem is gotten for 1-overlap and it was 0.98.34 for train information and for test information is acquired 0.96. Additionally for train information the RMSE esteem in 1-overlap is superior to different Folds and this worth was 0.018.

• The Journal of Korean Association of Computer Education
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• v.11 no.6
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• pp.85-94
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• 2008

This study is to find strategies to promote distance learning effectiveness in the online learning environment. The research showed that the level of learner's perception of the structure of transactional distance was not significantly different according to sex (p>.05). There was significant correlation between the level of learner's perception of the structure and academic satisfaction(p<.01). And, the level of learner's perception of the structure and learning durability appeared to have statistically significant correlation. However there was no significant difference(p>.05) between academic achievement. Among the three subordinate factors, the course interaction organization had the most influence on the learner's academic satisfaction and the learner's learning durability was influenced the most by the content organization.

• Proceedings of the Safety Management and Science Conference
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• 2009.11a
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• pp.573-588
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• 2009

In this era of knowledge and information of the 21st century, the source of a nation's competitive power consists of human resources and material resources and the importance of human resources appreciates highly. The number of small and medium enterprises which are the core of national economy covers over 98% among whole domestic enterprises of Korea. Competitive power of small and medium enterprises comes from human resources development. For the development of human resources, small and medium enterprises are trying to expand their learning organizations in the company. The analysis of outcomes of administering the existing learning organizations shows that learning organizations contribute highly to the improvement of the productivity of small and medium enterprises. And the analysis also shows that the participants of learning organizations and middle management and executives who support and encourage them recognize the necessity of learning organizations and that it should be disseminated throughout other enterprises. Therefore government's supports to establish learning organizations in a company are required to expand.

• Journal of the Korea Safety Management & Science
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• v.11 no.3
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• pp.167-179
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• 2009

In this era of knowledge and information of the 21st century, the source of a nation's competitive power consists of human resources and material resources and the importance of human resources appreciates highly. The number of small and medium enterprises which are the core of national economy covers over 98% among whole domestic enterprises of Korea. Competitive power of small and medium enterprises comes from human resources development. For the development of human resources, small and medium enterprises are trying to expand their learning organizations in the company. The analysis of outcomes of administering the existing learning organizations shows that learning organizations contribute highly to the improvement of the productivity of small and medium enterprises. And the analysis also shows that the participants of learning organizations and middle management and executives who support and encourage them recognize the necessity of learning organizations and that it should be disseminated throughout other enterprises. Therefore government's supports to establish learning organizations in a company are required to expand.

• International Journal of Computer Science & Network Security
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• v.22 no.9
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• pp.353-357
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• 2022

This article identifies the problems and substantiates the directions for the development of distance learning technologies in the training of personnel. An example of using digital media to create a remote access laboratory is given. The article is devoted to the definition of the main aspects of the organization of distance education. Rapid digitization, economic, political and social changes taking place in Ukraine necessitate the reform of the education system. First of all, it concerns meeting the educational needs of citizens throughout their lives, providing access to educational and professional training for all who have the necessary abilities and adequate training. The most effective solution to the above-mentioned problems is facilitated by distance learning. The article analyzes the essence and methods of distance learning organization, reveals the features of the use of electronic platforms for the organization of this form of education in different countries of the world. The positive characteristics of distance learning are identified, namely: extraterritoriality; savings on transport costs; the interest of modern youth in the use of information tools in everyday life; increase in the number of students; simplicity and accessibility of training; convenient consultation system; democratic relations between the student and the teacher; convenience for organizations in training their employees without interrupting their regular work; low level of payment for distance education compared to traditional education; individual learning pace; new teacher status. Among the negative features of online education, the author refers to the following problems: authentication of users during knowledge verification, calculation of the teacher's methodological load and copyright of educational materials; the high labor intensity of developing high-quality educational content and the high cost of distance learning equipment; the need to provide users with a personal computer and access to the Internet; the need to find and use effective motivation mechanisms for education seekers.

• International conference on construction engineering and project management
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• 2022.06a
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• pp.831-838
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• 2022

Machine Learning is a process of using computer algorithms to extract information from raw data to solve complex problems in a data-rich environment. It has been used in the construction industry by both academics and practitioners for multiple applications to improve the construction process. The Construction Industry Institute, a leading construction research organization has twenty-five years of experience in benchmarking capital projects in the industry. The organization is at an advantage to develop useful machine learning applications because it possesses enormous real construction data. Its benchmarking programs have been actively used by owner and contractor companies today to assess their capital projects' performance. A credible benchmarking program requires statistically valid data without subjective interference in the program administration. In developing the next-generation benchmarking program, the Data Warehouse, the organization aims to use machine learning algorithms to minimize human effort and to enable rapid data ingestion from diverse sources with data validity and reliability. This research effort uses a focus group comprised of practitioners from the construction industry and data scientists from a variety of disciplines. The group collaborated to identify the machine learning requirements and potential applications in the program. Technical and domain experts worked to select appropriate algorithms to support the business objectives. This paper presents initial steps in a chain of what is expected to be numerous learning algorithms to support high-performance computing, a fully automated performance benchmarking system.