• Asia-Pacific Journal of Business Venturing and Entrepreneurship
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• v.8 no.1
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• pp.111-125
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• 2013

This study is to find out that how the personal, collective, and organizational learning method three learning organization affect the job satisfaction, organizational commitment, and innovative action through the questionnaire of company members, and to verify the moderating effects of shared values in this relation. The results show that three learning organization have a positive effect on the job satisfaction, and a partial effect on organizational commitment and innovative action, and shared values influence positively on the job satisfaction, organizational commitment, and innovative action. The moderating effects of shared values in the relation between three learning organization and Organizational Effectiveness are as follows : First, shared values can moderating the influence of collective and organizational learning organization on the job satisfaction, but can't moderating the relation between a personal learning method and the job satisfaction. Second, shared values can moderating the influence of collective and organizational learning organization on the organizational commitment, but can't moderating the relation between a personal learning method and the organization commitment. Third, shared values can moderating the influence of personal and organizational learning organization on the innovative action, but can't moderating the relation between the collective learning method and the innovative action.

• Management & Information Systems Review
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• v.37 no.4
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• pp.237-256
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• 2018

This study focused on the concept of organizational learning as a prior variable of innovation activities, and reviewed the relationship between organizational learning, innovation and management performance. According to prior studies, the ability to perform these activities may be enhanced through organizational learning, as the success of the innovation requires activities to acquire and share knowledge within the organization. In other words, organizational learning is playing a role as a precursor to innovation. Therefore, in this study, the effects of organizational learning on management performance are to be verified through the mediation effect of product and innovation activities. Organizational learning provides various definitions and components for each scholar, but this study consisted of a series of knowledge acquisition, information distribution, information analysis and process memory using the framework of the learning ability analysis by Levitt and March(1988) and Huber(1991), Innovation was also divided into product innovation and process innovation, and measured with sub-variables such as presentation of new products and improvement activities to increase productivity. Management performance was measured as financial and non-financial performance. To verify the effects of the mediation, we used a three-step regression analysis procedure of Baron and Kenny(1986)'s and a sobel-test. Empirical studies show that organizational learning has a positive effect on management performance and that knowledge acquisition and information distribution, which are the early stages of learning activities in the lower variables, affect performance through product innovation. Based on the results of the above empirical study, the implications, limitations of the study and future research directions were presented.

• Proceedings of the Safety Management and Science Conference
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• 2010.11a
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• pp.473-482
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• 2010

지식기반경제사회에서 지식을 습득하고 행동할 수 있는 능력을 갖춘 인적자원이야 말로 기업의 핵심경쟁력 이라는 것은 자명한 것이다. 디지털시대로 특징지어지는 21세기에는 지식이야말로 기업의 경쟁우위에 중요한 영향을 미칠 것이다. 기업은 디지털시대에 있어서 경쟁우위를 확보하기 위하여 학습조직의 활성화는 기업의 경쟁에 있어서 중요한 핵심요소가 된다. 그러나 대부분 기업들이 학습활동을 하면서도 학습조직의 활성화가 기업에 어떠한 영향을 미치는지에 대한 분석은 미흡한 실정이다. 따라서 본 연구는 학습조직의 활성화가 기업조직의 유효성에 미치는 영향에 관한 분석을 실시하였다. 연구의 결과 기업학습조직 활성화에 지속적 학습, 시스템적 사고, 조직몰입 등이 기업조직의 유효성에 유의하게 판단되었다.

• Journal of the Korea Safety Management & Science
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• v.11 no.4
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• pp.287-292
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• 2009

지식기반경제사회에서 지식을 습득하고 행동할 수 있는 능력을 갖춘 인적자원이야말로 기업의 핵심경쟁력 이라는 것은 자명한 것이다. 디지털시대로 특징지어지는 21세기에는 지식이야말로 기업의 경쟁우위에 중요한 영향을 미칠 것이다. 기업은 디지털 시대에 있어서 경쟁우위를 확보하기 위하여 학습조직의 활성화는 기업의 경쟁에 있어서 중요한 핵심요소가 된다. 그러나 대부분 기업들이 학습활동을 하면서도 학습조직의 활성화가 기업에 어떠한 영향을 미치는지에 대한 분석은 미흡한 실정이다. 따라서 본 연구는 학습조직의 활성화가 기업조직의 유효성에 미치는 영향에 관한 분석을 실시하였다. 연구의 결과 기업학습조직 활성화에 지속적 학습, 시스템적 사고, 조직몰입 등이 기업조직의 유효성에 유의하게 판단되었다.

• Journal of Digital Convergence
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• v.13 no.11
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• pp.71-84
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• 2015

The purpose of the research was to investigate the effects of the learning organization building activities on organization citizenship behavior(OCB) in business service companies providing the convergence service for the manufacturers and the moderating role of perceived organization support(POS) between the learning organization building activities and organization citizenship behavior. The data were collected from 327 employees of 31 business Service companies in metropolitan area by using structured questionnaires. Hierarchical regression technique was employed to analyze the collected data. The results showed that both of the seven learning organization building activities and POS had a positive effect on employees' OCB. Moreover, also found out the only one out of the seven learning organization building factors, namely 'Strategic Learning Leadership' had the moderate roles between learning organization building activities and OCB. Then, The results and implications of the study were discussed and the directions for future study were presented.

• Journal of Digital Convergence
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• v.14 no.1
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• pp.163-170
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• 2016

The purpose of this study is to determine the effect of R&D learning organization activities of domestic small and medium-sized businesses on economic/technological results. This study, through investigation on preceding studies of domestic and foreign learning organization researchers, examined the definition, characteristics, and deteriorating factors of learning organization, and learned dependent variables, which are the definition of organizational performance, and relationship between learning organization and organizational performance. Then it performed a survey targeting small- and medium-sized businesses in Gumi and grasped the relationship between R&D capability (study planning, vision goal adequacy, project management, commercialization of technologies) and learning organization capability (creation of constant learning opportunities, knowledge sharing and utilizing system, strategic learning leadership) by classifying them to seven independent variables, using regression analysis. Because this study grasped the effect of R&D learning organization activities on organizational performance, it is expected to promote forming R&D learning organization for active R&D activities and contribute to enhancing small and medium-sized businesses' recognition on the need of R&D activities.

• Journal of the Korea Academia-Industrial cooperation Society
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• v.17 no.11
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• pp.302-313
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• 2016

This study conducts statistical analysis based on a survey of 300 CEOs from Korean companies in order to examine the effects of a CEO's internal?external activities (information, knowledge management, learning organization) on business innovation activity (exploitative, exploratory) and business performance. Analysis results show that learning organization activity had a significant positive (+) effect on exploitative and exploratory innovation activity. In addition, knowledge management activity lacked statistically significant effects on exploratory innovation activity. Furthermore, exploitative and exploratory innovation activity was affected by CEO's internal?external activities (information, knowledge management, learning organization) and had a significant positive (+) effect on company's business performance. but it was shown that the level of influence was different. Results of this study imply that maximizing business performance through developing innovation activity by CEO's internal?external activities (information, knowledge management, learning organization) in the company, extracting activity advantageous to company's business environment based on activity perceived in the precedent study and business strategy becomes advantageous to the attainment of business performance objectives.

• Journal of Global Scholars of Marketing Science
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• v.10
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• pp.139-164
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• 2002

Market orientation emphasizes the capability of a firm to learn customers, competitors, and inter-functional coordination and to use this market intelligence of creating superior value in the marketplace. In recent years, academic and practitioner interest has focused on market orientation and factors that engender this orientation in organizations. Although the merits of maintaining organizational learning have been extensively discussed in the literature, little studies examine the empirical link between market orientation and organizational learning which has a strong relation with it. The objective of this study is to assess the relationship between organizational commitment, market orientation, and organizational learning and presents more close a relational structure. The relationships between organizational commitment(OC), market orientation (MO), and organizational learning(OL) were analysed by structural equation modelling. a structure of OC-MO-OL is supported by our research and past literatures.

• Journal of Korea Society of Industrial Information Systems
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• v.25 no.6
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• pp.85-94
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• 2020

The importance of organizational learning is increasing. Drawing on regulatory focus theory and upper echelon theory, this study aims to identify the relationship of the regulatory focus of managers and three aspects of organizational learning, namely breadth, depth, and speed of organizational learning. While identifying the significant influence of promotion focus on the three aspects of organizational learning, we found that the influence of promotion focus of breadth of organizational learning is statistically stronger than that of prevention focus.

• The Journal of the Korea Contents Association
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• v.21 no.12
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• pp.477-489
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• 2021

This study was conducted to confirm whether organization culture unbalance plays a role as a moderating variable on the mediation process that protean career orientation influences subjective career success through continuous learning activity. To this end, a survey was carried out on 276 office workers with more than 5 years of work experience in large companies, and the data were analyzed using SPSS 25 and Process Macro v3.5. The results showed that continuous learning activity mediates the relationship of protean career orientation affecting subjective career success, but moderating effect of organizational culture unbalance and the moderated mediation effect were not statistically significant. However, statistical significance was found on the moderating effect of organizational culture unbalance on the mediation process, that 'self-direction', protean career orientation's sub-factor, affects subjective career success and its' sub-factor 'employability', and 'career satisfaction' through continuous learning activity. The significance and limitations of our findings are also discussed.