조직문화와 직무특성이 무형식학습에 미치는 영향과 공식적 일터학습의 매개효과 = The Effect of Organizational Culture, Job Characteristics on Informal Learning: The Mediating Effect of Formalized Workplace Learning

다국어 초록 (Multilingual Abstract)

The purpose of this study is to explain effects of organizational culture, job characteristics and formalized workplace learning on informal learning, and also demonstrate the mediating effect of formalized workplace learning.
To achieve the research objectives, data from the 4th (2011) Human Capital Corporate Panel (HCCP) from Korea Research Institute for Vocational Education and Training (KRIVET) was used, and with the exception of missing values, the data of 8,026 respondents were included in the analysis. For the independent variables, job characteristics (task variation, special skillset training, learning participation initiative, extra work hours) and the different kinds of organizational culture (innovational culture, group culture, hierarchical culture, rational culture) were set to verify the effects on the dependent variable: informal learning. From the relationship of these two variables, the mediating effect was verified from annually implemented formalized workplace learning.
The results can be shown as follow: Firstly, different kinds of organizational culture as the independent variable showed meaningful results. It is shown that job characteristics, task variation, special skillset training, learning participation initiative has noted effects on informal learning, but that extra work hours did not. Secondly, although the independent variable such as organizational culture and job characteristics were controlled, formalized workplace learning still showed meaningful effects on informal learning as a result. Lastly, the relationship between the independent and dependent variable verifies the mediating effect on informal learning showing that, group culture and informal learning, developmental culture and informal learning, rational culture and informal learning, task variation and informal learning, special skillset training and informal learning, and learning participation initiative and informal learning, all relationships show the mediating effect of formalized workplace learning and therefore partly supports the hypothesis.

국문 초록 (Abstract)

본 연구는 조직문화와 직무특성이 무형식학습에 미치는 영향을 규명하고, 이들 간의 관계에서 공식적 일터학습의 매개효과를 검증하는 데 목적이 있다.
연구목적을 달성하기 위하여 한국직업능력개발원의 인적자본기업패널(Human Capital Corporate Panel; HCCP) 4차년도(2011) 근로자용 조사를 사용하였으며, 측정변수에 결측치가 있는 응답자를 제외한 총 8,026명을 분석에 활용하였다. 독립변수는 직무상황 요인인 직무특성(과업의 다양성, 기업특수숙련, 학습참여주도성, 초과근로시간)과 문화적 요인인 조직문화 유형(관계문화, 혁신문화, 과업문화, 위계문화)을 설정하여 종속변수인 무형식학습에 미치는 영향을 규명하였으며, 이들 관계에서 매년 조직에서 공식적으로 실시하고 있는 인적자원개발 프로그램인 공식적 일터학습의 매개효과를 검증하였다.
분석 결과 첫째, 독립변수 중 조직문화 유형인 관계문화, 혁신문화, 과업문화, 위계문화는 무형식학습에 모두 유의한 영향을 미쳤다. 직무특성은 과업의 다양성, 기업특수숙련, 학습참여주도성이 무형식학습에 유의한 영향을 미치는 것으로 나타났고 초과근로시간은 유의하지 않았다. 둘째, 공식적 일터학습은 독립변수인 조직문화, 직무특성 변수를 통제하더라도 무형식학습에 유의한 영향을 미치는 것으로 나타났다. 마지막으로, 독립변수와 종속변수 간의 관계에 있어 공식적 일터학습의 매개효과를 검증한 결과 관계문화, 혁신문화, 과업문화, 과업의 다양성, 기업특수숙련, 학습참여주도성의 매개효과가 확인되어 가설이 부분 지지되었다. 이러한 연구결과를 바탕으로 본 연구에서는 이론적･실무적 시사점과 향후 연구를 위한 방향을 제시하였다.

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