• 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.

• 지식경영연구
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• 제14권5호
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• pp.81-100
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• 2013

In this era of cut-throat competition, innovation is a source of competitive advantage, and securing core competency through innovation plays a pivotal role in ensuring the survival and growth of an organization. In an organization, R&D team is a core division driving innovation, and creative tension and conflict among researchers fuels innovative performance. Despite heated debate over the positive and negative effects of conflict, insufficiently-identified process factors have left sophisticated mechanisms between conflicts and effects unaddressed. This study assumes that team learning behaviors can bean important process factor given that conflict propels learning, and that learning is a decisive factor in creating competitive advantage. This study conducted an empirical analysis of the relationship between relationship/task conflict and team innovative performance, and the mediating role of team learning behaviors using data collected from a questionnaire sent out to the heads of 262 R&D teams and second highest-ranking officials thereof. The analysis conducted based on structural equation model indicates that relationship conflict has negatively affected team learning behaviors, whereas task conflict has positively influenced team learning behaviors(full mediation effect), team learning behaviors has positively influenced team innovative performance. Based on these results, the study has suggested implications of intra-team conflict and team learning behaviors for team innovative performance.

• 지식경영연구
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• 제13권3호
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• pp.105-125
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• 2012

Previous studies have focused on individual and organizational learning. Amid an increasingly complex business environment, a team system designed to improve flexibility and adaptability constitutes the most basic part of an organization. Still, team learning has rarely been discussed. In addition, team learning behavior, despite being an important part of a team process, is often mentioned as a team-level outcome variable. Given that team learning behavior involves constant changes in thinking and behavior, a shared belief among team members is needed in order to positively influence innovative performance of a team. In spite of that, there has been only limited discussion of it. Besides, few domestic studies have dealt with R&D teams that can clearly demonstrate team learning behavior and team innovative performance. This study is an empirical analysis of the impact of team efficacy on team innovative performance and the mediating role of team learning behavior based on materials collected from team leaders and their immediate subordinates in 268 R&D teams. The analysis showed that team learning behavior actually has a positive effect on team innovative performance. Team efficacy also turned out to have a positive influence on team learning behavior. Lastly, the study found that team learning behavior played a mediating role in the relationship between team efficacy and team innovative performance. Based on those results, the study has identified implications and suggested directions for future research.

• 한국지역지리학회지
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• 제8권4호
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• pp.529-541
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• 2002

본 논문은 시장과 기술의 급속한 변화에 직면한 한국 대기업의 R&D 공간의 변화 과정과 메커니즘을 학습과 적응의 맥락에서 고찰한 것이다. 사례연구는 한국의 대표적인 전자업체인 LG전자를 대상으로 한 심층적 인터뷰 결과와 문헌조사를 토대로 하였다. 본 연구에서는 대기업 조직의 R&D 공간의 변화는 조직의 공간 형태, 지식과 학습의 공간적 및 조직적 원천, 관계적 근접성에 기초한 학습의 역할 등과도 밀접한 관계를 가지고 있음을 밝힌다. 사례기업의 최근 국내 R&D 공간의 변화는 구상과 실행의 공간적 통합보다는 핵심 연구개발 기능들의 서울중심 집적 강화 경향이 점진적으로 나타나고 있다. 그러나, 본 논문에서는 이러한 R&D 공간의 변화가 학습과 핵심의 선형적 모델로의 회귀를 의미한다고 보기보다는, 조직적 근접성과 상호작용적 학습 양식을 통해 공간적으로 분산된 조직 역량 및 학습 능력을 유지 강화하고자 하는 기업의 전략적 노력과 조직적 프로세스를 반영하고 있다는 점을 강조한다.

• Educational Technology International
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• 제8권1호
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• pp.17-39
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• 2007

The purpose of this study was to identify the relationships among organizational commitment, job satisfaction, and learning organization culture. This study was conducted in five sub-organizations of one Korean conglomerate company. One thousand employees were randomly and proportionately selected, with 669 useable cases obtained, for a response rate of 67%. The organizational commitment instrument used from the "affective, continuance, and normative commitment" scale (ACNCS) of Allen and Meyer (1990). The "Dimensions of Learning Organization Questionnaire" of Watkins and Marsick (1997) was used to measure learning organization culture. The short form MSQ (Minnesota Satisfaction Questionnaire), developed by Weiss, Dawis, England, and Lofquist (1967), was the third instrument used. Descriptive statistics, correlational statistics, and inferential statistics (ANOVA and t-tests) were used. Organizational commitment (except for continuance) is moderately and positively related to job satisfaction and moderately and positively related to learning organization culture. In addition, learning organization culture is weakly to moderately and positively related to job satisfaction. No differences by age were found. Four-year college graduates are more likely to have higher creating continuous learning opportunities in learning organization culture than graduate school degree holders. Males are likely to have higher affective and continuance organizational commitment than females. Employees working in R&D, Engineering, and Manufacturing (REM) are likely to have higher continuance organizational commitment than do other types of jobs. Employees are more likely to have higher learning organization culture and job satisfaction than assistant managers. Assistant managers have higher continuance organizational commitment than managers. Managers generally have higher organizational commitment, learning organization culture, job satisfaction than assistant managers. They also have higher learning organization culture than employees. Employees who had worked for less than four years in their current job and organization have higher promoting inquiry and dialogue in learning organization culture than those who have worked for ten years or more. Employees in the insurance organization have higher affective organizational commitment, learning organization culture, and job satisfaction than those of the other organizations. Finally, employees of the electronic company have higher continuance organizational commitment in learning organization culture than those of other companies. In summary, this research enables CEOs and HRD and HRM practitioners to view organizational commitment, learning organization culture, and job satisfaction as important variables in exploring diverse ranges of topics related to the workplace. And then, they can diversely apply their management, interventions and practices to fit these diverse characteristics.

• 무역학회지
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• 제47권2호
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• pp.47-67
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• 2022

This study is to investigate the relationships between R&D collaboration and competitive advantage in Korean international venture firms from the perspective of resource-based theory, organizational learning and network theory. The R&D collaboration is divided into vertical cooperation within the value chain and horizontal cooperation beyond value chain. The first key finding from empirical analysis is that both vertical and horizontal R&D collaborations have significantly positive impacts on technology based competitive advantages. The vertical R&D collaboration has more impacts on competitive advantages than horizontal R&D collaboration. This suggests that R&D collaboration with purchasers and suppliers plays a greater role for venture organizations' competitiveness. Second, the potential knowledge based absorption capacity and mutual goodwill trust also work significantly to reinforce the positive influences of R&D collaboration to the competitive advantage. This implies that mutual trust between partners participating in collaboration and absorption capacity within venture organizations would strengthen the effectiveness of R&D cooperation. This study provides the practical implications that the performance and effectiveness of R&D collaboration may rely on the nature of cooperation partners and internal organization capability.

• 한국항공운항학회지
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• 제14권4호
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• pp.48-59
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• 2006

This Study focused on the process of technology transfer for the aircraft development program by the strategic alliance. Especially, this study showed how the learning firms absorb new technology from the foreign leading company. This case study concludes that teachability, asset specificity, relation capital with partner, information sharing system in organization and knowledge base are key factors for absorbing the new technology from the technology leading partner.

• 산업경영시스템학회지
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• 제39권3호
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• pp.100-108
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• 2016

The purpose of this study is to present a business strategy plan to increase organizational effectiveness of small and medium-sized enterprises. The research investigated in the level of human resource activity, such as recruitment, education, evaluation, compensation and development for the employees and executives who are working at small and medium-sized enterprises where located in Busan and Gyongnam province. With this, the research carried out actual proof analysis on the level of human resource activity effects on organization effectiveness like job satisfaction and organizational commitment. The following implications can be acquired from the result of multiple regression analysis on the 201 employees of small and medium enterprises. First, small and medium-sized enterprises should carry out human resource management activities and improve research and development capacity to enhance organization effectiveness. Second, in order to improve job satisfaction of the members of small and medium-sized enterprises, the management should concentrate on recruitment activity and reward maintenance management activity and come up with strategies to enhance learning ability and external network ability. Third, in order to enhance organizational commitment of the members of small and medium-sized enterprises, recruitment activity, training activity, and reward maintenance management activity should be carried out and the management should come up with strategies to enhance learning ability and external network ability. In this research, the objective was only to find out antecedents of organization effectiveness, but considering that causality might arise among the antecedents, in the studies hereafter, the verification on the structural relationship of various factors will be needed.

• 한국콘텐츠학회논문지
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• 제15권12호
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• pp.407-420
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• 2015

본 연구는 연구개발 직군의 실행공동체 영향요인이 공동체 활동 만족도와 조직 내 학습문화 활성화에 미치는 관계를 분석하고, 실행공동체의 성숙도에 따른 성숙 집단과 미성숙 집단의 비교를 통해 기업의 실행공동체 담당자들에게 연구개발 직군의 실행공동체 활성화를 위한 시사점을 제시하고자 했다. 이를 위해 선행연구를 토대로 실행공동체 영향요인을 개인요인, 상호작용요인, 지원요인, 환경요인으로 구성하고, 수집된 총 371개의 설문을 기반으로 분석을 실시했다. 연구결과 연구 개발 직군의 실행공동체 활동에 있어 개인요인, 상호작용요인, 지원요인은 만족도에 유의미한 영향을 미쳤으나 환경요인은 크게 영향을 미치지 않는 것으로 나타났다. 또한 실행공동체 만족도가 높을수록 학습문화 활성화에 긍정적 영향을 미치는 것으로 나타나 연구개발 직군의 실행공동체 활동 강화가 조직문화 개선에 도움을 줄 수 있음을 알 수 있었다. 특히 연구개발 직군의 경우 성숙도에 따른 집단차이가 크게 나타나지 않아 성숙도 보다는 실행공동체 내 상호작용 요인을 강화하는 것이 더욱 중요하다는 사실을 알 수 있다.

• 기술혁신연구
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• 제2권1호
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• pp.116-141
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• 1994

This paper presents a model for R&D project selection and evaluation system design developed through literature review. The model emphasizes the fitness between the five elements of the system : evaluation phase and purpose, personnel and organization, evaluation critiria and decision model, evaluation form and procedure, and projects. The model was applied in real situation as a test case. The important findings are that a good project selection and evaluation model contributes only partially to the effectiveness of the project selection and that system development and implementation activity is a dynamic and multi-facetted learning process.