Earticle

본 연구는 경영시스템의 조직학습이 조직의 직무만족에 미치는 영향을 밝히는데 그 목적이 있다. 이 목적을 위한 연구문제는 조직학습 구축요인이 직무만족에 어떠한 영향을 미치는가를 알아보고자 하는 것이다. 경기도 내 A지방공사 직원을 대상으로수집된 자료 분석은 변수 간일관성 조사를 위하여 신뢰도 검증을, 변수의 구성타당도를 위하여 요인분석을 실시하였다. 그리고 변수들 간의 유의성 검증을 위해 상관관계분석과 다중회귀분석을 실시하였다. 연구 분석을 통해서 나타난 연구의 주요 결과는 다음과 같다. 직무만족을 예측하는 변수를 회귀 분석한 결과 공유된 비전, 팀 학습, 시스템 사고가 중요한 영향이 있는 것으로 나타났다 이러한 영향력은 공유된 비전과 팀 학습, 시스템 사고에 대한 충분한 이해와 개발을 통해 지방공사 조직의 직무만족이 증대될 수 있음을 시사한다. 결과적으로 조직학습은 조직 내 구성원뿐만 아니라 조직의 전체의 가치향상에도 공헌할 수 있음을 나타내고 있다.

The purpose of this study is to investigate how organization learning is an impact on organization performances. The specific question regarding this purpose is to analyze how the building elements of the organization learning affect performance. Organizational effectiveness was assessed by the following this factors, job satisfaction. To prove this, a survey was designed and performed, As a result of examining the regression coefficients to predict the performance, important influential factors were shown as follows : shared vision, participation learning, system thinking. These effects suggested that performance in the local corporation can be enhanced by sufficient understanding and developing of shared vision, participation learning, system thinking. Finally, the organization learning must be contribute so much to improve the value of organization as well as member in it.

The starting point of knowledge generation and management is the enhancement of learning capability and capacity of organizational members. Organizational change for learning environment should be aligned with the change of organizational strategy, structure and processes. The study employed action learning methodology to constitute learning organization processes. The treatment effect to institute learning organization has been successful thanks to the members’ zeal and consensus to change the processes. However, not every learning team has been so successful. Some cases complained time consuming where others expect to be helpful for their incentives. The researchers concluded that the most important point for success of the learning organization project should be the support of top management.

이 연구의 목적은 예비적인 문헌연구를 통해서 조직의 학습문화와 전이풍토가 개인의 전이행동과 어떤 영향을 미치는지 밝히는 것이다. 관련된 문헌의 분석을 통해서, 전이풍토가 조직관련 변인인 학습문화와 개인관련 변인인 전이행동을 매개한다는 연구모델이 성립되었다. 선행연구의 결과는 개인의 전이행동에는 훈련의 디자인이나 내용보다는 일터의 환경변인이 더 큰 영향을 미친다는 것을 시사하였다. 특히 학습문화와 전이풍토의 하위변인의 분석을 통해서, 일터의 시스템요인과 인적인 요인이 상호작용한다는 사실이 지적되었다. 추후의 연구를 통해서, 개인이 인지한 전이풍토가 실제로 조직차원의 변인과 개인차원의 변인을 중개하는 지를 경험적으로 증명하고, 이를 통해서, 개인의 전이행동에는 다양한 차원의 변인이 개입되어 있다는 사실을 보여주고자 한다.

The purpose of the study explores the relationship among organizational learning culture, transfer climate and transfer behaviors through preliminary literature review. Conceptual model to link learning organization culture, transfer climate and transfer behavior will be provided for future empirical research. The review of the extensive literature review illustrated that work environment factor affected individual transfer behavior more than training design and content factors. Especially, the result indicated work system factor interacted with people factor. For future empirical research, transfer climate is posited as a mediator between organizational and individual variables and is expected show multi-dimensional influence on individual transfer behavior to conduct this idea into practice setting.

본 연구는 예측하기 어려운 변화무쌍한 사업환경 하에서 학습조직을 구축하여 조직성과를 극대화하기 위하여 팀 학습, 비전공유, 개인 구성원의 전문적인 숙달된 기술과 지식, 큰 그림을 그릴 수 있는 전략적이고 구조화된 사고방식 등에 관한 중요한 지침이 될 수 있는 필요 요소를 제시하는 것이다. 특히, 이 연구에서는 건설엔지니어링 산업에서의 컨설팅 사례 연구를 통하여 어떻게 최고 경영진이 품질관리, 혁신경영을 위하여 지속적인 변화, 학습, 지식 축적 등을 이루어가는 지를 학습조직 차원에서 분석하였다. 이 연구 결과, 조직 내에서의 변화는 전통적으로 학습을 통한 조직성과를 모색하지 못했던 조직에서 학습조직의 구축을 통하여 성과를 극대화하는 혁신을 통한 성공을 이루어나가기 위해서 학습조직의 필요요건으로서 팀 학습, 비전공유, 숙달된 전문성, 시스템적 사고 등이 중요하다는 것을 파악할 수 있었다.

This paper presents the requirements of a learning organization which has crucial guidelines on team learning, shared visions, personal mastery, and system thinking under unpredictably changing environment to finally maximize firm performance. In particular, this study takes an example from the consulting experience in the engineering and construction(E&C) industry to understand how top managements manage quality, innovation and continuous improvement joined with learning processes to foster continuous change, learning and knowledge. This study demonstrates how and why change within an organization must occur to remain successful to transform the traditional organization into a learning organization to maximize performance. In particular, the most important requirements and antecedents for the learning organization are team learning, shared visions, personal mastery and systems thinking.

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.

이 연구의 목적은 뉴욕시의 한 대표적 재미 한인 비영리조직에서 일하는 활동가(정규직) 들 간의 일상적 일터학습을 문화기술지적 연구방법을 통해 탐구하는 것이다. 이를 위해 문화 역사적 활동이론을 이론적 틀로 활용하였으며, 모든 관계적 측면이 아닌, 일상적 일터학습의 주된 촉매제로써 ‘동료들 간의 관계’에 연구의 초점을 맞추었다. 연구의 주요 발견은 ‘협력’이 라 명명된 활동(활동체계)과 그 안에 내재 된 모순들이다. ‘협력 활동’ 안의 모순들은 활동가 들의 학습을 방해할 수 있는 요소였으나, 해당 모순들을 해결하려는 그들의 여러 노력이 서 로 간 더 나은 ‘협력 활동’을 수행토록 유도했다. 그리고 일터학습은 해당 활동을 수행하는 와중에 사회적, 개인적 수준 모두에서 비의도적 결과로서 일어났다. 이러한 연구의 결과들은 어떻게 일상적 일터학습이 해당 조직을 둘러싼 환경/맥락 안에서 일어나는지를 보여줄 뿐만 아니라, 효과적으로 학습이 일어나기 위한 일상적 일터 환경 조성방안들 또한 암시한다. 이 상의 발견에 대한 학문적, 실천적 해석과 더불어 일터 일상에서 의미 있는 학습과 협력을 촉 진하기 위한 해당 비영리조직의 실제적 전략을 논의하였다.

Using cultural-historical activity theory as a theoretical framework, this ethnographic study aims to examine learning in the everyday workplace among activists (full-time staff) at a leading Korean-American nonprofit organization (KANPO) in New York City. The study focused on the relationship among workers as a critical dimension for encouraging daily workplace learning. The findings highlight an activity (activity system) named “collaboration”, and its inner contradictions were identified. While the contradictions have the potential to inhibit activists’ learning, activists tried to resolve the contradictions and thus advance the collaboration activity. In this process, learning occurred as an unintended outcome at both the social and individual levels. The findings show how everyday workplace learning is shaped by the KANPO’s contexts, as well as the methods used to create an effective everyday workplace learning environment. Based on the findings, the KANPO’s implemental strategies for encouraging meaningful learning and collaborations are discussed, as well as academic and practical implications.

Purpose: This study conducted to identify the effect of learning organization construction and learning orientation on organizational effectiveness among hospital nurses. Method: Data was collected from convenient sample of 296 nurses who worked for the major hospitals in Seoul, Gyeonggi-do and Gangwoen-do. The self-reported questionnaire was used to assess the general characteristics, the level of the learning organization construction, learning orientation and organizational effectiveness. The data were analyzed using descriptive statistics, pearson's correlation coefficient and multiple regression. Result: The mean score of learning organization construction was 3.61(${\pm}.32$), learning orientation got 3.26(${\pm}.39$), and organizational effectiveness obtained 3.38(${\pm}.42$). The learning organization construction affects of organizational effectiveness by 44.18% and learning orientation by 37.43%. Conclusion: This finding indicates that learning organization construction and learning orientation affects the nurses' organizational effectiveness in hospital.

Purpose: The purpose of this study was to identify clusters of nursing competency, and investigate the influence of reflective thinking, team learning climate, and learning organization building according to nursing competency clusters. Methods: Participants were 244 clinical nurses who worked in 4 general hospitals in Gwangju Metropolitan City. Data were collected by self-report questionnaires during June and July, 2011. Nursing competency, levels of reflection hierarchy, team learning climate, and learning organization building were measured. Data were analyzed using frequencies, means, t-test, one-way ANOVA, Pearson correlation coefficients, and K-means cluster analysis with SPSS/WIN 20.0 version. Results: Nursing competency correlated positively with intensive reflection, reflection, team learning climate, and learning organization building (p<.001). There were three clusters of nursing competency in a clinical ladder, which were derived from cluster analysis, grouped as high, middle, and low competency. Intensive reflection, reflection, team learning climate, and learning organization building showed significant differences according to grouping of nursing competency. Conclusion: The results indicate that developing intensive reflection, reflection, team learning climate, and learning organization building would be useful strategies for enhancement of nursing competency.

본 연구의 목적은 사회복지기관 종사자가 인식한 학습조직의 수준이 조직몰입과 직무만족에 미치는 영향은 어떠한지를 실증적으로 살펴보는 것이다. 이를 위해 충청북도지역에 소재하는 사회복지기관 종사자 302명을 대상으로 연구를 진행하였으며 주요연구결과는 다음과 같다. 학습조직 수준이 조직몰입에 미치는 영향을 살펴본 결과 학습조직수준이 높을수록, 급여가 높을수록 조직몰입이 높게 나타났으며 학습조직 하위요인별로살펴보았을 때 팀학습, 공유비전이 높을수록 조직몰입이 높아지는 것으로 나타났다. 학습조직 수준이 직무만족에 미치는 영향을 살펴본 결과 학습조직 수준이 높을수록 직무만족이 유의하게 높게 나타났고, 학습조직 하위요인별로 팀학습, 시스템 사고, 개인적숙련, 공유비전이 높을수록 직무만족이 높은 것으로 나타났다. 이러한 결과를 바탕으로사회복지기관 종사자 개인차원과 조직차원에서의 학습조직화 방안을 제시하였다

The purpose of this study was to examine the effect of the level of learning organization perceived by social welfare workers on organizational commitment and job satisfaction. The investigation was carried out on 302 workers from social welfare organizations located in Chungcheongbuk-do, and the results were as follows. The effect of the level of learning organization on organizational commitment was significant and the results demonstrated that the higher the level of learning organization and pay, the higher the organizational commitment. The examination of each sub-factor demonstrated that the higher the team learning and shared vision, the higher the organizational commitment. The effect of the level of learning organization on job satisfaction was significant and the results demonstrated that the higher the level of learning organization, the higher the job satisfaction. The examination of each sub-factor demonstrated that the higher the team learning, system thinking, individual proficiency, and shared vision, the higher the job satisfaction. Based on the results, Several suggestions were presented.

Objectives: A learning organization was designed and implemented on the basis of the selection criteria and essential elements of knowledge translation theory. Methods: The learning organization was designed on the basis of biosafety harmonization criteria and risk management strategy and was implemented as the learning organization for biosafety management by the National Institute of Health, Korea Centers for Disease Control & Prevention. The effect of knowledge translation in the research institutions by evidence-based policy was verified. Results: The result of applying the knowledge translation theory involving all stakeholders showed a positive reaction in establishing and implementing biosafety management strategy and embodied risk assessment criteria and evoked sympathy with the necessity of learning and using of expert knowledge about risk assessment and risk management. All stakeholders initiated voluntarily action toward new human-network construction and communication between similar organizations. The learning organization's capability expanded the base of knowledge translation. Conclusion: These results showed that a learning organization could enhance the autonomous safety management system by diffusion of knowledge translation.

본 연구는 공공도서관의 학습조직 특성이 사서의 혁신행동에 미치는 영향을 실증적으로 분석하기 위하여 수행되었다. 이를 위하여 한국의 수도권에 위치한 공공도서관 15곳의 사서 113명을 대상으로 설문조사를 실시하여 도서관의 학습조직 특성과 혁신행동에 대하여 조사하였다. 학습조직 특성과 혁신행동에 대한 다중회귀분석 결과, 학습조직 특성의 하위 요인 중 학습 기회 창출과 학습 체계 구축은 혁신행동의 하위 요인 중 아이디어 구현에 정적(+) 영향을 미치는 것으로 나타났다. 이에 따라 공공도서관들은 사서들의 학습을 위하여 재정적, 비재정적 지원을 강화하고 사서들의 학습을 공유할 수 있는 전자게시판, 회의 등 다양한 체계를 구축할 것을 제안하였다. 이와 함께 학습조직 특성의 하위 요인들은 혁신행동의 하위 요인 중 아이디어 생성과 아이디어 홍보에는 영향을 미치지 않는 것으로 나타나 아이디어 생성과 아이디어 홍보에 영향을 미치는 조직 특성을 밝혀야 할 것으로 나타났다. 본 연구는 공공도서관 사서들의 혁신행동을 강화하는 학습조직 특성의 하위 요인들을 밝혀냈다는 점에서 의의가 있다.

This study aims to empirically analyze the effects of the learning organization characteristics in public libraries on the innovative work behavior of librarians. In this analysis, 113 librarians from 15 public libraries in the Seoul Metropolitan Area of South Korea were surveyed to investigate the learning organization characteristics of libraries and innovative work behavior. Through a multiple regression analysis of learning organization characteristics and innovative work behavior, it was found that, among the sub-factors of learning organization characteristics, creating continuous learning opportunities and creating systems to capture and share learning had a positive effect on idea realization among the sub-factors of innovative work behavior. From this, it was interpreted that public libraries should increase financial and non-financial support for librarians to learn and also that libraries should create various systems such as electronic bulletin boards and meetings in which librarians can share their learning. Moreover, the sub-factors of learning organization characteristics were found to have no effect on idea generation and idea promotion among the sub-factors of innovative work behavior, which indicated that it will be necessary to identify the organization characteristics that affect idea generation and idea promotion. This study is significant in that it identified the sub-factors of learning organization characteristics that promote the innovative work behavior of public library librarians.

Purpose: This study was to investigate the degree and pattern of learning organization and MBTI personality type in clinical nurses. Methods: The participants were 685 nurses working in the 8 general hospitals located in Seoul and Incheon. The data were collected by self-reporting questionnaires from April 1 to August 30, 2004. The data were analyzed using SAS program for descriptive statistics and Pearson's correlation coefficient. Results: The most frequent identified personality type was ISTJ and the least identified personal types was ENFJ. In 4 preference patterns, Extroversion, Sensing, Thinking and Judgement were identified a dominant index in each categories. The mean score of learning organization was 3.47 and the mental model was got the highest score. The EI index had a significant positive correlation with personal mastery. However the TF index had a negative correlation with personal mastery, systems thinking, and mental models, and also the JP index had a negative correlation with 5 learning organization sub categories. Conclusion: With these results, it was identified that the preference patterns on MBTI had the significant correlation with learning organization. So these results will be used to develop the more effective strategies to increase learning organization based on nurse's personality types.

Purpose : The Purposes of this study was to develop a learning organization measurement for nurses, and to test the validity and reliability of the measurement. Method : This study was conducted through 3 phases -theoretical framework choice, measurement items selection, and the testing of validity and reliability. In order to test reliability and validity of the measurement, data were collected from the 261 nurses, working in the 1 hospital with more 800 beds. The data obtained were analyzed by SPSS for Window program using percentages, Factor Analysis, Cronbach's alpha coefficients. Result : As a result of the study, 2 scales -Learning Organization Building Scale, and Knowledge Management Process Scale- were developed. Learning Organization Building Scale was consisted of 23 items, 5 factors. 5 factors explained 60.26% of the total variance, and the Cronbach's alpha of this scale was .8807. Knowledge Management Process Scale was consisted of 17 items, 4 factors. 4 factors explained 66.14% of the total variance, and the Cronbach's alpha of this scale was .9147. Conclusion : The Study supports the validity and reliability of the scales. Therefore, these scales can be effectively utilized for many researches about Learning organization of Nurse, and Nursing organization in the Hospital Setting.

본 연구는 리더의 임파워링 행동과 혁신행동 및 직무열의 간의 관계성을 밝히는데 목적이 있다. 구체적으로 리더의 임파워링 행동이 혁신행동과 직무열의에 미치는 영향력을 검증하고, 상사신뢰와 학습조직이 리더의 임파워링 행동, 혁신행동, 직무열의의 관계에서 조절효과를 갖는지를 검증하였다. 본 연구를 위해 국내의 다양한 기업에 종사하고 있는 직장인 207명을 대상으로 자료를 수집하였다. 리더의 임파워링 행동은 부하의 혁신행동과 직무열의를 증가시키는 것으로 나타났으며, 상사신뢰와 학습조직은 리더의 임파워링 행동이 혁신행동 및 직무열의에 미치는 긍정적 영향을 증대시킴으로써 조절변인의 역할을 하는 것으로 나타났다. 마지막으로 연구결과를 토대로 본연구의 학문적 의의 및 실무적 시사점, 그리고 제한점과 추후 연구과제에 대하여 논의하였다.

The purpose of this study was to examine not only the relationships between empowering leader behavior and innovative behavior and job engagement, but also the moderating effects of supervisor trust and learning organization on the relationships between empowering leader behavior and outcome variables. Data were obtained from 207 employees who are working in various organizations. The results of correlation analysis showed that empowering leader behavior was positively related to innovative behavior and job engagement. Supervisor trust and learning organization moderated the relationships between empowering leader behavior and innovative behavior and job engagement. Finally, the implications and limitations of this study and the directions for future research were discussed.

본 연구는 학습지향성 차원의 개인-조직 부합과 AI 사용태도(직무 불안정성, 일반적 긍정 태도) 및 AI 사용의도 간의 관계를 조사하고자 하였다. 개인-조직 부합은 양측을 각각 측정하는 원자적 접근법을 적용하여 상호일치적 부합으로 측정하였다. 만 19세 이상의 직장인을 대상으로 설문조사를 실시하였으며, 총 350명의 응답을 다(차)항회귀분석과 반응표면 그래프로 분석하였다. 그 결과, 개인과 조직이 불일치할 때 직무 불안정성과는 유의한 관계가 나타나지 않았으며, 일반적 긍정 태도와 사용의도는 양방향 모두에서 불일치가 커질수록 양방향 모두에서 증가하는 역 U자형 관계가 나타났다. 개인과 조직이 일치할 때 직무 불안정성은 일정 수준까지 증가하다가 다시 감소하는 비선형 관계가 관찰되었다. 일반적 긍정 태도와 사용의도는 낮은 수준에서 일치할 때보다 높은 수준에서 일치할 때 증가하는 선형 관계가 관찰되었다. 종합적으로, 개인과 조직의 학습지향성이 높은 수준에서 일치할 때뿐만 아니라 어느 한 측면의 학습지향성이 높은 불일치 상황에서도 AI에 대한 긍정적인 수용 인식이 나타났으며, 이를 통해 학습지향성이 AI 수용을 촉진하는 핵심 기제임을 확인하였다. 이를 바탕으로 학문적 및 실무적 함의를 제시하고, 연구의 한계점과 후속 연구 방안을 제안하였다.

This study investigated the relationships of person-organization (P-O) fit in learning orientation with attitudes (job insecurity, general positive attitude) towards artificial intelligence (AI) use and AI use intention. P-O fit was measured as supplementary fit by applying an atomistic approach assessing both sides respectively. A survey was conducted on employees aged over 19, and a total of 350 responses were analyzed using polynomial regression analyses and response surface graphs. The results revealed that, along the incongruence line, no significant relationship appeared with job insecurity, whereas a U-shaped relationship was observed for general positive attitude and use intention, in which either higher or lower individual perceptions of organizational learning orientation than organizational culture explained an increase in these outcomes. Along the congruence line, a non-linear relationship was observed for job insecurity, in which it increased up to a certain level and then decreased again. For general positive attitude and use intention, a linear relationship was observed in which both increased when congruent at high levels rather than when congruent at low levels. In summary, positive perceptions toward AI appeared not only when individual and organizational learning orientation were congruent at high levels but also in incongruent situations where learning orientation of either side was high, implying that learning orientation is a key mechanism facilitating AI acceptance. Based on these results, academic and practical implications were presented, and limitations of the study and directions for future research were suggested.

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.

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.

본 연구는 중소기업의 학습조직 활동과 조직성과에 관한 문헌연구를 통하여 학습조직 구축요인과 조직성과에 미치는 개념적인 관계모형을 개발한 것이다. 학습조직은 학습활동이 개인차원이 아니라 조직차원에서 실시되며, 이를 통해 조직의 발전과 성장을 촉진하는 조직이다. 기업에서의 인적자원개발의 중요성은 누구나 인지하고 있지만, 중소기업 현장은 열악한 환경과 자원의 부족으로 인적자원의 확보와 개발에 많은 어려움이 있으며 학습조직 구축은 아직 미미한 실정이다. 이에 학습조직 구조에 대한 이론들을 기반으로 학습조직 구축요인과 성과산출물과의 관계모형을 탐색하였다. 그 결과 중소기업의 학습조직이 조직의 일원인 개인의 학습을 유도함으로써 조직의 변화하는 환경 속에서 개인차원인 사람영역과 조직차원인 구조영역을 통하여 수익성, 성장성, 생산성, 총 매출액의 증가 등을 통한 경제적․재무적인 성과와 구성원의 사기, 직무만족, 조직몰입 등 심리적 성과를 포함한 비재무적 성과로 이어진다는 것을 알 수 있었다. 마지막으로 중소기업의 학습조직화를 위한 개선방안을 제언하였다.

This study aimed to develop the conceptual relationship model, which affects to those factors related to the establishment of learning organization and the organizational performance thereby, based on the literary research of the activities of SME's learning organizations and the organizational performance. The learning organization is the organization which implements learning activities performed on organizational level, not on individual level. The importance of human resources development is well understood in all types of organizations, but SMEs are mostly pre-matured in establishing the learning organization, particularly due to insufficient management resources. In this sense, this study was designed to develop the relationship model between the factors of establishing learning organization and its performance, based on the research of the theories on the learning organization's system. This study was resulted to find out that the SME's learning organization encourages individual learning, and eventually leads to the economic and financial performances such as increase of profitability, growth, productivity and sales revenue, as well as to the non-financial performance including psycho- logical performance such as job satisfaction, organizational involvement. Also, this study proposed some suggestions on the implementation, and improvement of learning organizations into the small & medium enterprises.

본 연구는 소그룹 평생학습조직의 활성도와 성장요인 간의 구조를 분석하였다. 이를 위해 소그룹 평생학습조직의 활성화 정도를 활성도라는 개념으로 정의하였고, 활성도를 높이는 데 영향을 미치는 다양한 요인 중 인적자원, 물적자원, 지원 조직, 내부 조직체계를 도출하여 성장요인이라고 명명하였다. 모형의 개발은 구조방정식모형의 절차인 개념모형 개발, 자료수집, 개념모형 검증, 모형 수정, 최종모형 선정을 통해 이루어졌으며, 현재 소그룹 평생학습조직에서 활동하고 있는 구성원 297명이 본 연구에 참여하였다. 최종적으로 개발된 모형을 통해 내부조직체계가 활성도에 직접적으로 영향을 미치는 성장요인임이 밝혀졌다. 또한 지원조직은 인적자원과 물적자원을 통해, 물적자원은 인적자원을 통해, 인적자원은 내부조직체계를 통해 활성도에 간접적으로 영향을 미치는 성장요인으로 나타났다. 한편, 간접효과를 통해 활성도에 영향을 미치는 인적자원의 경우 직접적으로 영향을 미치는 내부조직체계보다 경로값이 더 높게 나타나, 활성도에 대한 영향력이 가장 높은 성장요인임을 알 수 있었다. 이처럼 소그룹 평생학습조직의 성장요인은 직접 또는 다른 성장요인을 통한 간접적인 측면에서 활성도에 영향을 미치고 있음을 알 수 있었다. 이러한 구조적 관계를 바탕으로 소그룹 평생학습조직을 운영한다면, 보다 효율적으로 활성화를 추구할 수 있을 것이라 기대된다.

This study was focused on analyzing structures that are in between factors by using developed measuring instrument, which can measure the proposed growth factors and viability scale for small group of lifelong learning organizations. The structural modeling for the viability scale of small group of lifelong learning organizations and growth factors has been developed. According to this developed modeling, it has been proven that the internal structural system affects directly on the viability scale as growth factor. Also it has been proven that the viability has been affected indirectly by supporting organizations, material resources, and human resources as factors and those factors are affected mutually. In particular, the total effects of human resources shows 0.97, this is very high figure. The working-level officers and learners can get understanding of systematically mutual effects among growth factors, which are supporting the viability for small group of lifelong learning organizations through the results of proposed study. In the organizational point of view, the proposed modeling can provide systematic operations; therefore, the viability for small group of lifelong learning organizations works more effectively.