In the knowledge society, companies need human resource development and high level learning strategies in order to secure differentiated competitive advantage. To do this, Companies must promote the activities of workplace learning, and build an organ... In the knowledge society, companies need human resource development and high level learning strategies in order to secure differentiated competitive advantage. To do this, Companies must promote the activities of workplace learning, and build an organizational environment that can demonstrate the potential of organizational members. Workplace learning refers to a variety of learning activities that can improve the job skills of an organization member through structured learning and interaction among employees. Organizational characteristics have a great influence on workplace learning. Through the learning and problem solving process through workplace learning, organizational members influence affirmative commitment by forming a sense of belonging in the organization. This study examined the relationship between organizational culture and affirmative commitment perceived by organizational members, and examined the effect of organizational culture perception on affirmative commitment through workplace learning activities. The organizational culture, which is an independent variable, was divided into four sub-variables: clan culture, adhocracy culture, market culture, and hierarchical culture. And the effects of four sub-variables of organizational culture on affirmative commitment, a dependent variable through workplace learning activities. The subjects of this study were 332 respondents in the 'S' conglomerate, one of the domestic ready mixed concrete makers. The analysis method is descriptive statistic analysis, correlation analysis, stepwise multiple regression analysis, and hierarchical regression analysis. Of the more than 800 companies in the domestic ready-mixed concrete market, Big 4, which belongs to large corporations, accounts for 20% of the total market. The 'S' conglomerate is the number one company in terms of sales and market share in Korea, and is ranked number one in the metropolitan area, which accounts for 40% of the ready-mixed concrete market. It is also one of the leading companies in the construction materials industry, such as concrete aggregates, powder, cement, etc., through vertical integration of business. As a result, the 'S' conglomerate is representative of ready-mixed concrete manufacturing industry. The results of the analysis and conclusions are as follows. First, organizational culture perceived by organization members has a significant effect on workplace learning activities. The clan culture, the adhocracy culture, the market culture, and the hierarchical culture all have a positive effect on the formal learning and the informal learning of the workplace learning. The clan culture has the greatest influence on formal learning and informal learning among the sub-variables. Finally, The higher the perception of strong affiliation, mutual trust, common values, goals, and participation in the organization, the more the organizational members pursue the clan culture, the more effective the workplace learning is. Second, it was found that the workplace learning activities were mediated completely by the relationship between the market culture and affirmative commitment. The market culture defined as 'task-oriented culture' is a culture that is emphasized especially by profit organizations. In a market-oriented culture that emphasizes competitiveness and productivity, it emphasizes that not only does the organization require the achievement of the organization's goal but also employees can improve their competencies through workplace learning and grow with the organization through this, and it can be interpreted that affirmative commitment is enhanced when the organization members accept it. Third, it was found that the workplace learning activities are partly mediated in the relationship between the subordinate variables of organizational culture: the clan culture, the adhocracy culture, and the hierarchical culture and affirmative commitment. This can explain the importance of workplace learning activities among various factors that can enhance emotional commitment according to organizational culture. Fourth, it was found that the informal learning activities had a greater positive effect on the affirmative commitment than the formal learning activities of the workplace learning. In the process of doing work at the workplace and solving problems, members interact with their experienced colleagues or supervisors, acquiring knowledge and improving their understanding of the organization. This study demonstrates the relative importance of informal learning and overcomes limitations of formal learning and is one of the factors that can enhance affirmative commitment of organizational members. Through the results of this study discussed the necessity of the development of new measurement tools for workplace learning and the structural approach of informal learning, and suggested implications for follow-up research. 참고문헌 (Reference) |
