• 유통과학연구
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• 제13권12호
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• pp.113-131
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• 2015

Purpose - In today's era of globalization, the competitive power of enterprises is growing fiercer, calling for organizations to be able to respond flexibly to survive and maintain predominance in competition. In turn, keen competition exists among enterprises for the systematic management of members' knowledge to secure predominance in such competition. Under such circumstances, SMEs must find and utilize positive causes for change that affect organizational performance. The objective of this study is to analyze the structural relationship between four factors known from prior research-a CEO's positive leadership, members' positive life positions, learning organization activities, and job engagement-and organizational performance. Research design, data, and methodology - To achieve this objective, this study established the following four research problems. First, do CEOs' positive leadership, members' positive life positions, learning organization activities, and job engagement affect organizational performance? Second, do CEOs' positive leadership, members' positive life positions, and learning organization activities affect job engagement? Third, do CEOs' positive leadership and members' positive life positions affect learning organization activities? Fourth, does CEOs' positive leadership affect members' positive life positions. Additionally, to achieve the objective of this study, the research model was selected on the basis of a documentary survey of 787 full-time employees at 100 SMEs, which was used to collect related data. Results - The following conclusions were drawn. First, a CEO's positive leadership directly affects members' positive life positions, learning organization activities, and job engagement. Second, positive leadership only indirectly affects organizational performance. That is, positive leadership has an indirect effect on organizational performance given the parameters of members' positive life positions, learning organization activities, and job engagement. Third, members' positive life positions directly affect learning organization activities and job engagement, but indirectly affect organizational performance with learning organization activities and job engagement as parameters. Fourth, learning organization activities directly affect job engagement and organizational performance. Additionally, learning organization activities indirectly affect organizational performance with job engagement as a parameter. Fifth, job engagement directly affects organizational performance. Conclusions - A CEO's positive leadership and members' positive life positions do not directly affect organizational performance but have a positive effect through learning organization activities and job engagement. In particular, CEOs' positive leadership was proven to be the major factor to affect members' positive life positions, learning organization attitudes, and job engagement, and learning organization activities and job engagement were found to be major factors that directly affect organizational performance. Considering these conclusions, the direct effect of a CEO's positive leadership on organizational performance is not statistically significant but seems to affect members' positive life positions, learning organization activities, and job engagement, which ultimately affects organizational performance. In addition, CEOs' positive leadership is an important factor that enhances the factors with the strongest effect on organizational performance-activities of learning organizations and job engagement.

• 디지털융복합연구
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• 제13권11호
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• pp.71-84
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• 2015

본 연구의 목적은 제조업에 융복합서비스를 제공하고 있는 기업 내 학습조직구축활동이 조직구성원들의 조직시민행위에 미치는 영향과 이에 대한 조절변수로서 조직지원인식의 역할을 탐구하는데 있었다. 본 연구는 구조화된 질문지를 이용하여 수행하였으며, 수도권 소재 31개 융복합사업서비스기업의 조직구성원 327명을 대상으로 자료를 수집하여 단계적 회귀분석방법을 사용해 분석하였다. 가설을 검증한 결과 학습조직구축활동의 7가지 변수와 조직지원인식 모두 조직시민행위에 유의미한 정(+)의 영향을 미치는 것으로 나타났다. 조절효과와 관련해서는 독립변수인 학습조직구축활동의 7요인 중 전략적 학습리더십만이 종속변수인 조직시민행위에 미치는 영향에 있어 조절변수인 조직지원인식에 의하여 조절되는 것으로 나타났다. 이러한 연구결과를 정리하고 이론적 실무적 함의를 논의한 후, 후속 연구의 방향을 제시하였다.

• 한국디지털정책학회:학술대회논문집
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• 한국디지털정책학회 2007년도 춘계학술대회
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• pp.377-384
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• 2007

This paper is about how to establish the strategic teaming organization in digital age. Through the case study of action teaming, this research can give some implications to small-sized organizations who want to establish teaming culture and positive activities in their own companies. The case site was S-steel, which belongs to the steel industry. To improve and drive teaming activities, I made use of skills: action learning, fishbone analysis, creative thinking, brainstorming, creative discussion skill, and organization diagnostic method.

• 대한안전경영과학회지
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• 제14권2호
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• pp.193-204
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• 2012

This paper deals with an empirical analysis of the structural relationship among the factors such as quality management activities, organizational learning and firm performance of manufacturing corporations. The findings of the analysis are expected to make lots of contribution to manufacturing corporations establishing strategies for quality management activities and organizational learning. From the analysis, following conclusions and suggestions could be drawn: First, an analysis of the relationship between quality management activities and organizational learning showed that most activities of quality management turned out to exercise great influence upon the factors of organizational learning. This means that the activities of quality management will prompt the members of an organization to actively engage in learning activities individually, by team and organizationally, motivating them to spread such activities across the whole organization, leading ultimately to fundamental renovation of the very organization. Second, from an analysis of the relationship between organizational learning and firm performance, that is, financial and non-financial performances of a company, it was found that most factors of organizational learning have tremendous impact upon financial and non-financial performances of the company. Such result implies that decision and management of the things to be performed in the process of organizational performances are essential to determining firm performance because firm performance depend largely on the outcomes of organizational learning.

• 유통과학연구
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• 제13권6호
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• pp.105-118
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• 2015

Purpose - Currently, strengthening small and medium-sized enterprises (SME) in terms of competitiveness is a key economic issue. However, the problem is that many SMEs lack the internal competence required to cope with a rapidly changing market structure. Such problems can act as an obstacle to economic development, yet most SMEs in Korea are dealing with this problem today. A company's source of competitive advantage is changing from quantity to quality, facility to knowledge, and hardwork to creativity. Under such circumstances, a company should place learning and sharing of knowledge and continuously creating new knowledge as its priority. This study aims to identify the effect of a chief executive officer's (CEO) compassion and forgiveness - positive factors in organizational emotion - on learning organization activities and organizational performance, through a theoretical comparison. Research design, data, and methodology - For this study, SMEs based in Daejeon and Chungcheong area were selected. To secure credibility of the data, the subjects were selected among those who have been working at the business for six months or longer. The survey was conducted for 30 days from March 5, 2015 to April 5, 2015. Both offline and online surveys were conducted. Fifty companies were chosen and 700 questionnaires were distributed, with 506 used for analysis. Fifty subject companies (25 from Daejeon, 10 from Chungnam, 10 from Chungbuk, and five from Sejong) were selected and the objective, target, and survey content were explained to a manager at each company either face-to-face or on the phone. Of the total of 700 questionnaires distributed via mail or e-mail, 78.6% or 550 copies were returned. Excluding 44 insufficient questionnaires, the remainder, 506 questionnaires, were used for analysis. Results - This study analyzed how the CEO's compassion and forgiveness affects learning organization activities and organizational performance. First, compassion of the CEO at the SMEs directly affected the learning organization activities and indirectly affected the organizational performance. Second, forgiveness of the CEO at the SMEs did not affect the learning organization activities and organizational performance directly or indirectly. Conclusions - The study conclusions are as follows. First, CEO compassionate behavior at the SMEs was a significant variable that directly and indirectly affected learning organization activities and organizational performance. Therefore, the CEO of an SME can create a positive organizational atmosphere through compassionate behaviors in the organization. Second, the forgiving behavior of the CEO did not have direct or indirect effects on learning organization activities and organizational performance. However, the reason for a CEO to continue his or her forgiving behavior is because it strengthens employee resilience, commitment, and self-efficacy to protect the organization from negative influences such as layoffs, risks, and wrongdoings. The action of forgiveness does not have direct or indirect effects. However, the CEO shall continue such behavior to strengthen members' physiological resilience, commitment, and self - effectiveness, and to protect the organization from risks including layoff and external negative factors.

• 교육시설
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• 제12권5호
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• pp.13-24
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• 2005

This study is the second that aims at offering the basic information on the appropriate spatial organization of the special classes by looking at the relationship between a group of learning activities and a group of playing activities in Elementary and Middle Schools The learning space unit of the special classes should be more flexible for the various learning activities and be prepared in order to correspond to the needs of a territory for different learning appeared according to the degree of handicap, learning ability and the contents of learning. This study dealt with the learning space unit to tackle the problems of special classes. In fact, it is unwise to offer so many different kinds of learning spaces in every school. Due to the manifold and multiple characteristics of handicap, the problem of special classes should be approached by the overall educational system of special educational facilities rather than by a special classes space alone. In this respect, it can be said that this problem should be tackled by reorganization of the special classes in the community through specialization and network system of special class facilities in order to make more effective educational environment.

• 교육시설
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• 제12권4호
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• pp.17-29
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• 2005

The purpose of this study is to establish fundamental standards of architectural planning concerning special class facilities in order to offer the basic information on the appropriate spatial organization of the special classroom by looking at the relationship between learning activities and living activities and the existing spatial organization. At present, there are no proper architectural standards which correspond to special class children's handicap and it's various characteristics. The special classes are just using ordinary classrooms without a considerations of the children with manifold handicap. In this sense, this study deals with appropriate special class facilities corresponding to the various characteristics of children's handicap, the contacting activities of special children with ordinary children and finally proper environment for the mainstreaming education which special education pursues.

• 디지털융복합연구
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• 제14권1호
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• pp.163-170
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• 2016

본 연구는 우리나라의 중소기업 내 R&D 학습조직의 활동이 경제적 기술적 성과에 미치는 영향을 밝히는데 그 목적이 있다. 국내외 학습조직 연구자들의 선행 연구 조사를 통해 학습조직의 정의, 특징, 유형, 저해요인을 알아 보고 종속변수인 조직성과의 정의, 학습조직과 조직성과와의 관계를 분석하였다. 구미지역 중소기업을 대상으로 설문 조사를 실시하여 R&D 역량(연구기획, 비전 목표 적합성, 프로젝트 관리, 기술의 상용화/사업화)과 학습조직역량(지속적 학습기회의 창출, 지식공유 및 활용시스템, 전략적 학습 리더십)을 7가지의 독립변수로 나누어 기업의 성과와 어떠한 관계에 있는지 회귀분석을 이용하여 살펴보았다. 본 연구는 R&D 학습조직 활동이 기업의 성과에 영향을 미치는 것을 확인함으로써, 기업들의 활발한 R&D 활동을 위해 수반되어져야 할 기업 내 자체 R&D 학습조직의 형성을 촉진시키고, 중소기업들의 R&D 활동의 필요성에 대한 인식 재고에 기여할 것으로 기대된다.

• 벤처창업연구
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• 제10권6호
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• pp.99-106
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• 2015

본 연구는 신발제조업체에 속하는 B산업을 대상으로 액션러닝을 이용한 학습조직에 관한 사례조사를 한다. 구체적인 학습조직 활동의 촉진을 위한 컨설팅 스킬로 액션러닝(action learning)기법을 적용한다. 액션러닝의 경우, 기업의 당면한 문제도 해결하고 프로그램에 참여하는 동안 구성원의 역량도 함께 강화되기 때문에 경영혁신도구로 활용도가 높으며, 불확실성이 높은 환경극복에 좋은 방법론으로 알려져 있다. 사례분석에서 컨설팅에서 기대한 효과가 학습조직의 회의특성에서 긍정적인 변화로 나타나고 있다. 따라서 중소기업의 학습조직 구축에 중요한 시사점을 액션러닝 방식의 컨설팅과정에서 도출할 수 있었다. 연구결과는 기업 내 학습조직의 지속적 운영을 위해서는 기업 환경과 전략을 고려한 학습조직 방향의 수립이 중요하며 새로운 학습조직 운영방법을 터득하여 실천하는 과정의 반복이 필요하다는 점을 제시한다.

• 경영과정보연구
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• 제35권4호
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• pp.185-211
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• 2016

본 논문은 학습조직활동이 직무소진에 미치는 영향과 상사의 신뢰성의 조절효과를 검증하는 연구이다. 연구의 결과, 독립변수인 학습조직활동 중 연구대화 활성화와 팀학습 조직화가 직무소진에 영향을 주는 것으로 분석되었다. 다시말해 질문하고, 피드백을 주며 다양한 학습방법을 실험하는 문화를 조성하는 조직의 노력과 팀의 효과적인 활용을 강화할 수 있는 협력적인 학습이 직무소진의 핵심적 차원으로 간주되는 정서적 탈진을 낮춰주는 효과가 있다. 또한 정서적 탈진으로 인하여 자신의 고객, 동료, 직무 등에 대하여 부정적이고 냉소적이며, 형식적으로 처리하여 더 이상의 정서적 탈진을 막으려고 하는 비인격화도 낮춰주고 있다. 그리고 연구대화 활성화와 팀 학습 조직화은 직무상에서 성취도 부족으로 생기는 자신에 대한 부정적인 평가인 개인성취감감소 또한 낮춰주는 것으로 분석되었다. 상사 신뢰성의 조절효과 분석의 결과, 독립변수 가운데 전략적 학습리더십과 직무소진 중 비인격화와 정서적탈진과의 영향관계에서 신뢰성(정직성, 호의, 능력)의 조절효과가 나타났다. 결국 상사가 가지고 있는 신뢰성은 리더들이 변화를 주도하고 새로운 방향으로 이끌어 가기 위한 학습이 조직구성원들의 정서적탈진과 비인격화를 완화시키는데 조절효과가 있다는 것을 발견하였다. 또한 본 연구의 결과는 AI(Appreciative Inquiry)와 같이 긍정적 탐구를 위한 질문법과 강점을 발견하기 위한 피드백분석과 같은 학습차원에서 의사소통이 직무소진을 완화하는데 매우 중요하다는 점과 리더의 개인의 역량으로 볼 수 있는 전략적 학습리더십이 보다 더 큰 영향력을 발휘하기 위해서는 상사의 신뢰성이 매우 중요하다는 시사점을 도출 할 수 있다.