전략적 인적자원개발이 조직성과에 미치는 영향 : 사립대학 학습조직을 중심으로 = The Influence of the Strategic Human Resource Development on Organization Performances : Focused on Activites of Learning Organization in Private University Administrative Organizations

다국어 초록 (Multilingual Abstract)

The purpose of this study is to:
1. explore the extent to which Strategic Human Resource Development
(SHRD) has influence on the development of Learning Organization
2. investigate how learning organization activities have influence on organization performances.
The specific questions regarding this purpose are:
First, does Strategic Human Resource Development have an impact on learning organization activities? Second, do learning organization activities (namely: continuous learning. team learning, empowerment and Embedded systems) have an impact on organization performances?
The questionnaire method of research was used. Frequency analysis, , t-test, and ANOVA were performed to analyze the data. The structural equation model analysis was used.
Major findings were as follows:
First, Strategic Human Resource Development had an impact on learning organization activities (continuous learning. team learning, empowerment and embedded systems). Second, four learning organization activities (continuous learning. team learning, empowerment and embedded systems) had an impact on organization performances (Effectiveness, Job Satisfaction, and Teamwork).
-Continuous learning had an impact on Teamwork of organization
performances.
-Team learning had an impact on Job Satisfaction and Teamwork
of organization performances.
-Empowerment had an impact on Effectiveness and Job Satisfaction
of organization performances.
-Embedded systems had an impact on Effectiveness of organization
performances.
Many HRD practitioners and top administrators have paid serious attention to Strategic Human Resource Development (SHRD) & learning organizations. For many practitioners, the ultimate goal of organizationally-based HRD has become the achievement of a "Learning Organization". Although the importance of "learning" has been greatly increasing, only a few references, home and abroad exist on the relationship between Strategic Human Resource Development (SHRD) and learning organization activities, and also between learning organization activities and organizational performances in University Administion. In such circumstances, this study provides significant implications as it addresses the relationship between Strategic Human Resource Development (SHRD) and learning organization activities, and between learning organization activities and organizational performance. The notable feature of the study also includes laying groundwork in establishing integrated, conceptual framework and practical guidelines for Strategic Human Resource Development (SHRD), Learning Organization and organizational performance in Private University Administrative Organizations
According to past researches that have analyzed corporations, continuous learning, team learning, empowerment and embedded system all together have a positive effect on a corporation. However, through the unexpected variations, one can imply that the learning organization must suit the members of the institution. An organization can be compared to a living system that needs continuous learning for development and change, and therefore, needs a systematic learning activity that is suitable for the organization. The following are suggested in order to create improvement in a university administration through expanding learning organization activities as a business strategy.
First of all, education and practice is the primary driving force of a learning organization, and without active participation in educational practices, progress is unlikely.
Second, to successfully manage a learning organization, the leader’s attention and support is crucial.
Third, to encourage active participation in learning organizations, a sufficient rewarding system must be settled with in both economical methods and uneconomical methods such as a promotion.
Forth, organizing a leading group is also an efficient way to set up a learning organization system. Organizing a TFT that can design and carry forward the learning organization would be efficient. As a learning organization is one of the means for the development and achievement of an organization, maximizing the relation between the mean to the objective of the organization is helpful.
Fifth, in order to customize learning organization activities into an organization, various efforts for creating motivation and bonding sympathy among the members is required. Regular and irregular learning seminars, creating informational channels, support in finance and time, advertisement of educational progresses are needed.
Sixth, products of the learning organization should be connected to the both individual and organizational performance such as innovative ideas. In order to achieve this connection, various chances to discover one’s potential are needed especially building informational infrastructures are essential. To achieve this, support of groupware, building of various databases, operation of a learning center would be a few methods.

목차 (Table of Contents)

• 제1장 서론 = 1
• 제1절 연구의 목적 = 1
• 제2절 연구의 범위 및 방법 = 5
• 1. 연구의 범위 = 5
• 2. 연구의 방법 = 6
• 제2장 이론적 고찰 = 7
• 제1절 대학행정조직의 특성과 학습조직의 필요성 = 7
• 1. 사립대학 행정조직의 특성 = 7
• 2. 학습조직의 필요성 = 24
• 제2절 학습조직 이론 = 33
• 1. 학습조직의 개념 = 33
• 2. 학습조직 구축요인 = 39
• 3. 학습조직과 인적자원개발 = 56
• 4. 외국의 학습조직 운영사례 = 61
• 제3절 전략적 인적자원개발 = 70
• 1. 전략적 인적자원개발의 특성 = 70
• 2. 전략적 인적자원개발의 측정 = 85
• 3. 전략적 인적자원개발과 학습조직 발전 = 88
• 제4절 조직성과 = 96
• 1. 조직성과의 개념 = 96
• 2. 조직성과의 접근방법 = 97
• 3. 학습조직과 조직성과 = 98
• 제3장 연구모형과 가설의 설정 = 105
• 제1절 연구모형 = 105
• 제2절 가설의 설정 = 106
• 1. 전략적 인적자원개발과 학습조직 = 106
• 2. 학습조직과 조직성과 = 107
• 제3절 측정도구 및 설문지의 구성 = 110
• 제4장 실증분석 = 114
• 제1절 자료의 분석 = 114
• 1. 연구대상의 선정 = 114
• 2. 자료분석방법 = 115
• 제2절 기초통계분석 = 116
• 1. 표본의 특성 = 116
• 2. 기술통계량 분석 = 118
• 3. 연구대상 특성별 분석 = 120
• 제3절 가설의 검증 = 132
• 1. 측정도구의 적합도 검증 = 132
• 2. 연구가설의 검증 및 논의 = 145
• 제4절 연구결과의 시사점 및 정책제언 = 152
• 1. 연구결과의 시사점 = 152
• 2. 정책적 제언 = 154
• 제5장 결 론 = 163
• 제1절 요약 = 163
• 제2절 연구의 한계와 과제 = 166
• 참고문헌 = 168
• ABSTRACT = 181
• 부록 = 185