대학생의 학습민첩성 수준에 따른 행동특성 분석

성은모 ( Eunmo Sung ),진성희 ( Sung-hee Jin ) 한국교육공학회 2019 교육공학연구 Vol.35 No.4

4차 산업혁명시대의 미래 인재가 갖춰야 할 핵심역량으로 학습민첩성이 강조되고 있다. 학습민첩성의 개발 가능성이 논의되면서 이를 측정할 수 있는 도구 개발 연구가 수행되어왔다. 그러나 그동안 개발된 학습민첩성 측정도구가 자기보고식 역량진단 측정 방법으로 결과의 신뢰도와 일반화에 문제가 제기되어 왔다. 이 연구의 목적은 대학생들의 학습민첩성 측정점수를 이해하기 위하여 행동지표에 따른 행동특성을 수준별로 규명하는데 있다. 연구참여자는 전국의 재학생을 대상으로 계열별 변형비례배분으로 표집한 총 1030명의 대학생들이며, 이중에서 학습민첩성 측정문항에 응답한 412명의 자료가 분석에 활용되었다. 연구도구는 학습민첩성(변화수용성, 지적호기심, 학습주도성) 측정도구 6문항과 학습민첩성 하위 영역의 행동특성을 분석하기 위한 측정도구 4문항(새로운 변화 경험 횟수, 호기심 수준, 질문 정도, 질문 횟수)이다. 학습민첩성의 행동지표인 새로운 변화 경험 횟수, 호기심 수준, 질문 정도, 그리고 질문 횟수가 학습민첩성에 어떠한 영향을 미치는지 회귀분석을 통해 확인하였고, 학습민첩성 측정점수를 표준점수(Z점수)로 변환한 후 점수 분포에 따라 학습민첩성 수준을 4개의 수준으로 구분하였다. 연구결과, 학습민첩성의 행동지표는 학습민첩성에 정적영향관계에 있는 것으로 확인되었으며, 학습민첩성 측정점수를 표준화한 Z점수로 구분한 4개의 수준은 각각 유의한 차이가 있는 것으로 확인되었다. 이러한 연구결과는 자기보고식 역량진단 측정 방법이 참여자의 주관적 인식의 개입이 있다 하더라도 신뢰할 수 있는 결과라는 것이 확인되었다. 연구결과에 기반하여 연구결과에 대한 논의와 학습민첩성 측정 행동지표의 활용 방안과 추후 연구가 제안되었다. Learning agility has been emphasized as the core competency that future talent in the era of the 4th Industrial Revolution should possess. As the possibility of development of learning agility is discussed, the development of tools to measure it have been carried out. However, there has been a problem in the reliability and generalization of the results because the developed learning agility measurement tools use the self-report measurement method. The purpose of this study is to investigate the behavioral characteristics according to the behavioral indicators of student’s learning agility in higher education context. Participants of the study were 1030 university students sampled by the modified proportional distribution of nationwide students by major fields. In the data analysis, 412 samples that responded to the learning agility questionnaires were used for analysis. The research instrument is composed of four items for measuring the learning agility and four items for analyzing the behavioral characteristics of learning agility (Acceptability of change, intellectual curiosity, learning directedness). Regression analysis was used to examine the effect of new change experiences, curiosity level, level of questions, and frequency of inquiry, which are behavioral indicators of learning agility, on learning agility. After converting the learning agility measurement score into the standard score (Z score), the learning agility level was classified into four levels according to the score distribution. As a result of the study, it was confirmed that the behavioral indicators of learning agility had a statistically significant effect on learning agility, and it was found that there were significant differences in the four levels divided by the standard score (Z score) of learning agility. The results of this study confirmed that self-report measures were reliable results even if there was intervention of participant's subjective perception. Based on the results of the study, the utilization of the learning agility behavior indicators and future research were suggested.

정부기관의 민첩성에 대한 환경격변성의 영향 및 조직성과에 대한 민첩성의 영향에 관한 연구

김종근 한국상품학회 2018 商品學硏究 Vol.36 No.1

As various studies on agility have recently been conducted among private businesses, the role of agility is recognized as an effective response to environmental changes. However, the study of government agencies ' agility is very sluggish, and it is understood to be due to the perception that they are not facing much environmental turbulence. In this study, it was therefore an empirical study to determine that agility is an effective means of managing the environmental uncertainty of government agencies, especially in order to focus on agility’s mediating roll between environmental turbulence and Government agencies’ performance. A brief summary of the study results is as follows. The study presented two research hypothesis, those related to the mediating effects of agility. For hypothesis testing, the three study variables(environmental turbulence, agility, organizational performance) were assumed to be single or multi-dimensional, and were analyzed for regression and Path analysis. As a result of the analysis, the mediating effects of agility were derived statistically significantly when the parameters were assumed at a single dimension, but they were not consistent results when they were assumed in multiple dimensions. It is understood to be due to the inability of the discriminatory relationship to be established between items, and it is deemed necessary to proceed with this study in the future. This study has several causes. First, the areas of agility research, which was mainly conducted for private businesses, were extended to areas of government agencies. In particular, it can be seen that there is a need to increase its agility as an effective response to environmental uncertainties faced by government agencies. At the same time, it can be assessed that a multi-dimensional approach to environmental factors, agility, and organizational performance for future research. 최근 민간기업을 대상으로 민첩성에 대한 다양한 연구들이 진행됨에 따라 환경변화에 대한 효과적인 대응역량으로서 민첩성의 역할을 인정받고 있다. 그러나 정부기관에 대한 민첩성에 대한 연구는 매우 부진한 상황이며, 이는 정부기관이 처해있는 환경적 격변성이 높지 않다는 인식에 기인하는 것으로 해석된다. 이에 본 연구에서는 민첩성이 정부기관의 환경적 불확실성에 대한 효과적인 관리수단임을 실증적으로 연구하고자 하였으며, 특히 환경격변성과 조직성과 간 민첩성의 매개효과에 초점을 맞추고자 하였다. 연구결과를 간략하게 요약하면 다음과 같다. 본 연구는 2개의 연구가설을 제시하였으며, 이는 민첩성의 매개효과와 관련된 가설로서, 가설검증을 위해 3개 연구변수들(환경격변성, 민첩성, 조직성과)을 단일차원과 다차원으로 가정하여 회귀분석 및 경로분석을 실시하였다. 분석결과, 단일차원으로 연구변수들을 가정할 경우 민첩성의 매개효과가 통계적으로 유의하게 도출되었으나, 다차원으로 가정할 경우 일관된 결과를 도출하지 못하였다. 이는 차원들 간 차별적인 관계설정이 이루어지지 못함에 기인한 것으로 해석되며, 향후 이에 대한 연구가 진행될 필요가 있다고 판단된다. 본 연구는 몇 가지 기여점을 가지고 있다. 먼저 기존에 민간 기업을 대상으로 주로 진행되었던 민첩성 연구의 영역을 정부기관의 영역으로 확장하였다. 특히 정부기관이 처한 환경적 불확실성에 대한 효과적인 대응역량으로서 민첩성을 강화할 필요가 있음을 알 수 있다. 이와 함께 탐색적 차원이기는 하지만 환경적 요인, 민첩성 및 조직성과에 대한 다차원적 접근을 통해 향후 연구에 대한 토대를 마련했다고 평가할 수 있다.

참여적 의사결정과 구성원 민첩성(agility)의 관계 : 역할확장 자기효능감과 성장 마인드셋의 역할

탁제운,정영재,신제구 대한경영학회 2019 大韓經營學會誌 Vol.32 No.10

In an unpredictable, dynamic, and constantly changing environment, what are the ways for organizations to respond quickly and flexibly to market changes? Recently, Discussions and attempts on agility have been brisk in domestic business. This study is based on assumptions that organizations need agile staff to become agile organizations. From a leadership perspective, it sought to propose leadership practices and mechanisms to improve employee agility. The purpose of this paper was to investigate whether participative decision making by the leader is significant as an antecedent of employee agility, and to identify a mechanism through the role breadth self-efficacy of the subordinate in such relationships. It was also intended to verify the mediating effect of subordinates’ growth mindset in relation to role breadth self-efficacy and member agility. To resolve issues related to common method bias, the dependent variables were measured with time difference, applied rank, team size, and working period with leader as control variables, and the effect of method variance was verified by applying affectivity (positive and negative affect) as a source of bias. To verify the hypothesis, 294 questionnaires were analyzed, collected from office workers in various industries. As a result of the analysis, participative decision making had a significant positive effect on employee agility. Participative decision making had a significant positive effect on role breadth self-efficacy. The role breadth self-efficacy had a significant positive effect on employee agility. In the relationship between participative decision making and employee agility, indirect effects via role breadth self-efficacy were also found to be significant. In addition, the moderating (enhancing) effect of growth mindset has been proven to be significant in the relationship between role breadth self-efficacy and employee agility. Apart from the research hypothesis, the moderated mediation effect was analyzed to ensure that indirect effects through role breadth self-efficacy depended on growth mindset. However, it was found that the index of moderated mediation was not significant. For a more in-depth analysis of these results, Conditional indirect effects analysis was performed. According to the results of the analysis, conditional indirect effects were found to be significant, except in the lowest case, when levels of growth mindset were divided into five stages (10th, 25th, 50th, 75th, and 90th percentiles). The value of research findings can be summarized as follows: First, it was confirmed that participative decision making as an organizational practice is a factor that increases the agility of the employee. In a situation where domestic research on a employee agility is very limited, this research identified the predictors from a leadership perspective through empirical research on the employee agility. These findings suggest a practical solution to the demand for agile employee in the context of business organizations. Second, it revealed that the role breadth self-efficacy influenced by participative decision making is a predictor of the employee agility as a psychological factor. In particular, it is more meaningful to see that the indirect effect via role breadth self-efficacy is greater than the direct effect between participative decision making and employee agility. Therefore, this study has become the cornerstone of full-fledged research on role breadth self-efficacy, which has been introduced to a very limited extent in domestic studies. Third, the moderating effect of growth mindset in relation to role breadth self-efficacy and employee agility was identified. It is also meaningful that the role of growth mindset has been identified as an individual difference factor acting on these mechanisms. Based on these findings, this study raises the need and possibility that more research on growth mindset should be conducted in the field of leadership. 본 연구는 리더의 참여적 의사결정(participative decision making)이 구성원 민첩성(employee agility)의선행요인으로서 유의한지를 확인하고, 그러한 관계에서 구성원의 역할확장 자기효능감(role breadth self-efficacy)을 경유하는 메커니즘을 규명하였다. 또한 역할확장 자기효능감과 구성원 민첩성의 관계에서구성원 성장 마인드셋(growth mindset)의 조절효과를 검증하였다. 동일방법편의(common method bias) 관련이슈를 해결하고자 종속변수는 시차를 두고 측정하였고, 직급, 팀 규모, 상사와 근무한 기간을 통제변수로적용하였으며, 직무 정서(긍정정서, 부정정서)를 편의의 원천으로 적용하여 방법분산의 효과를 확인하였다. 가설의 검증에는 다양한 업종의 기업에 종사하는 직장인들로부터 수집한 294부의 설문지를 분석하였다. 분석 결과 참여적 의사결정은 구성원 민첩성에 유의한 정(+)의 영향을 미쳤다. 참여적 의사결정은 역할확장자기효능감에, 역할확장 자기효능감은 구성원 민첩성에 유의한 정(+)의 영향이 확인되었고, 역할확장 자기효능감을 경유하는 간접효과 역시 유의한 것으로 확인되었다. 또한 역할확장 자기효능감과 구성원 민첩성의 관계에서 성장 마인드셋의 조절(강화)효과가 유의한 것으로 검증되었다. 연구 가설과 별개로 역할확장 자기효능감을경유하는 간접효과가 성장 마인드셋에 의존하는지를 확인하고자 조절된 매개효과를 검증하였다. 조절된 매개지수는 유의하지 않았지만, 조건부 간접효과는 성장 마인드셋의 수준을 5개 단계로 구분했을 때 가장 낮은경우 외에는 모두 유의한 것으로 확인되었다. 이상과 같은 연구 결과를 통해 구성원의 민첩성을 향상시키기 위한 조직적 관행으로서 참여적 의사결정과심리적 요인으로서 역할확장 자기효능감의 유효성 밝혔고, 이러한 메커니즘에 작용하는 개인차 요인으로 성장마인드셋의 역할을 규명하였다는 의의가 있다. 연구 결과에 관한 논의와 이론적·실무적 시사점을 제시하고향후 연구에 대한 발전 방안을 제안하였다.

조직민첩성과 조직성과간의 관계 : 전략적 민첩성과 실행적 민첩성을 중심으로

김정규 ( Jung Gyu Kim ) 한국중견기업학회 2019 중견기업연구 Vol.6 No.1

민첩성에 대한 연구는 경영관련 연구들 중에서는 비교적 최근에 관심을 갖는 영역이다. 이중 조직민첩성과 조직성과와의 관계에 대한 연구에 많은 관심이 몰려있다. 하지만 기존 연구들은 조직민첩성 -> 조직성과라는 단순 구조 하에 놓여 있다. 하지만 기존 문헌을 자세히 살펴보면 조직민첩성은 전략적 수준에서의 개념과 실행적 수준에서의 개념이 구분되어야 하고 이들이 계층적으로 연계되어 조직민첩성을 구성하고 있음을 암시하는 연구들이 많다. 이 경우 조직민첩성과 조직성과와의 관계는 전략적 민첩성 -> 실행적 민첩성 -> 조직성과라는 프로세스 모형에 의해 설명되어야 한다. 본 연구는 이에 관심을 가지고 연구가 진행되었다. 연구결과 전략적 민첩성은 실행적 민첩성의 선행요인이었으며 조직성과는 실행적 민첩성에 의해 영향받음을 확인하였다. 연구에 대한 토론과 한계는 논문 말미에 제시되었다. Studies on organizational agility has received increasing academic interests recently. Relationship between organizational agility and firm performance is a core issue of the interests. However, existing studies on this relationship is very simple and limited by stating that organizational agility impacts firm performance. Literature clues that the relationship has to be elaborated such that the concept of organizational agility must be differentiated into strategic and implementing level, and these two sub-dimensions have to be employed to explain the relationship between organizational agility and firm performance. In this case, the relationship between organizational agility and firm performance takes the causality of strategic agility -> implementing agility -> firm performance. This study is concerned with the above issue. The results of the study confirms that strategic agility is an antecedent variable of implementing agility, and firm performance is influenced by implementing agility.

육군간부 조직민첩성이 혁신행동에 미치는 영향: 개인학습민첩성의 매개효과, 긍정적 실책관리문화의 조절효과

최순원(Choi, Soon-won) 한국문화융합학회 2021 문화와 융합 Vol.43 No.4

이 연구의 목적은 조직민첩성이 육군 간부의 학습민첩성에 미치는 영향과 긍정적 실책관리문화의 조절효과를 확인하는 데 있다. 2020년 육군에 복무하는 5년차 이상의 간부 425명을 대상으로 연구한 결과는 다음과 같다. 첫째 조직민첩성의 하위요인인 신속성, 유연성, 정보체계는 육군간부의 학습민첩성에 정적인 영향을 주었다. 둘째, 이때 긍정적 실책관리문화는 정보체계와 학습민첩성의 관계에서만 유의했다. 이 결과를 통해 나타난 시사점은 첫째, 조직민첩성은 육군 간부의개인학습민첩성에 정적인 영향을 주기 때문에 온나라시스템 등 외부정보를 유통하는 체계를 구비및 유지해야 한다. 두 번째, 학습민첩성은 조직 정보체계와 혁신행동의 관계를 완전매개하는만큼학습민첩성의 중요성을 인지하고 적극적으로 도입하여야 한다. 세 번째, 상·원사 계층에 한하여조직신속성과 정보체계가 학습민첩성에 미치는 영향을 조절하는바, 육군은 실책을 긍정적으로관리하는 문화를 가진 “열린 육군(Open Army)”의 형태가 되어야 할 것이다. This study aims to confirm the relationship of organizational agility, learning agility, innovative behavior of army officers and the moderating effect of positive error management climate on the learning agility . A total of 425 officers with more than five years serving in the army in 2020 participated in a survey. The results found, first, that the sub-factors of organizational agility, such as promptness, flexibility, and information system, had a positive effect on the learning agility of the officers; and second, learning agility had a positive effect on the innovative behavior; third learning agility had mediating effect on organizational agility and innovative behavior,; and forth, that a positive error management climate was found to have effects only in the relationship between the information system and learning agility. Moreover, the results suggest the following: First, considering the positive effect of organizational agility on the individual learning agility of army officers, a national system for distributing external information should be established and maintained. Second, as learning agility completely mediates the relationship between organizational information system and innovation behavior, it is necessary to recognize the importance of learning agility and actively introduce it Introduced in order to develop into the capabilities of future army officers. Third, the impact of organizational rapidity and information systems on learning agility is controlled only at the upper and lower levels, and the army should encourage an “open army” with a climate of positively managing mistakes.

메타인지가 구성원 민첩성에 미치는 영향: 역할확장 자기효능감과 학습민첩성의 직렬다중매개를 중심으로

권기정,신제구 한국콘텐츠학회 2022 한국콘텐츠학회논문지 Vol.22 No.4

The purpose of this study was to verify the effectiveness of the employee metacognition and it’s positive effect on employee agility. Also it aims to investigate the mechanism through the cascading multi-mediating effect through the role breadth self-efficacy and learning agility in such a relationship. In order to solve the common-method bias, independent and dependent variables were measured with time lag, and the relationship between variables was clearly verified by applying the position and the length of time worked with the supervisor as control variables. In testing the hypothesis, 478 questionnaires collected from whom worked at the company has more than 300 office workers in various industries were analyzed. As the result, firstly metacognition had a significant positive(+) effect on employee agility. Second, role breadth self-efficacy was found to positively mediate the relationship between metacognition and employee agility. Third, learning agility was found to mediate metacognition and employee agility positively(+). Fourth, metacognition serially mediates role breadth self-efficacy and learning agility, and the positive(+) effect on employee agility was verified. In addition, metacognition had a greater effect on member agility when passing through role breadth self-efficacy and learning agility rather than the direct effect on employee agility. 본 연구는 조직 구성원 개인의 메타인지가 구성원 민첩성에 긍정적인 영향을 미치는 유효성을 확인하고, 그러한 관계에서 구성원의 역할확장 자기효능감과 학습민첩성을 경유하는 직렬다중매개 효과를 통한 메커니즘을 규명하고자 하였다. 동일방법편의를 해결하고자 독립변수와 종속변수는 시차를 두고 측정하였고, 직급과 상사와 근무한 기간을 통제변수로 적용하여 변수 간의 관계를 명확하게 검증하고자 하였다. 가설의 검증에서는 300명 이상의 다양한 업종의 기업에 근무하는 직장인들로부터 수집한 478부의 설문지를 분석하였다. 연구 결과 첫째, 메타인지는 구성원 민첩성에 유의한 정(+)의 영향을 미쳤다. 둘째, 역할확장 자기효능감은 메타인지와 구성원 민첩성의 관계를 정(+)적으로 매개하는 것으로 확인됐고 셋째, 학습민첩성은 메타인지와 구성원 민첩성을 정(+)으로 매개하는 것으로 나타났다. 넷째, 메타인지는 역할확장 자기효능감과 학습민첩성을 직렬 매개하여 구성원 민첩성에 대한 정(+)의 영향이 검증됐다. 또한 메타인지는 구성원 민첩성에 대한 직접효과 보다 역할확장 자기효능감과 학습민첩성을 경유할 때 구성원 민첩성에 대한 영향이 크게 확인되었다. 본 연구는 국내 경영학 분야에서는 실증 연구가 부족했던 메타인지에 대해 최근의 조직 이슈와 관련 있는 구성원 민첩성과 인과 관계를 실증함으로써 기존의 연구를 확장하는 데 의의가 있다. 이와 관련 이론적, 실무적 시사점을 제시하고 향후 연구에 대한 발전 방향을 제시하였다.

정보기술의존 기업에 대한 민첩성의 역할 및 결정요인

김근아(Geuna Kim),김상현(Sanghyun Kim) 한국경영학회 2019 經營學硏究 Vol.48 No.4

IT is often considered to be a driving force or success factor for firms’ agility. The universal precondition related to this statement is the fact that firms putting a great effort in IT can be more agile than their competitors. Paradoxically, IT that helps firm strategies may be a threat or may limit firms’ ability that reacts to business opportunities. That is, whether IT helps or influences to firms in various ways, issues related to firms’ agility has not been resolved yet. Therefore, this study proposes the point that acceleration and hindrance; directly opposing factors; between IT and agility has been frequently observed and attempts to theorize the relationship between these two factors. In addition, the lack of agility may severely restrict firm performance. Such agility may be influenced by various internal and external factors. Therefore, to effectively link the influences of firms’ agility performance that plays an important role in gaining competitive advantage for firms, this study examines the required types of agility and investigates the influences and the process it goes through. The current study focuses on two research questions as follows. First, is there a positive relationship between IT capability, firm agility, and firm performance? Second, to what extent does organizational support structure positively or negatively moderates the link between IT capability and firm agility? To answer these questions, firms’ agility is conceptualized into customer agility, partner agility, and operational agility. Moreover, organizational supporting structure suggested in the study includes training, online support, help desk support, and change management support. To test the proposed hypotheses, this study used SmartPLS 2.0 as the main tool for analyzing the collected data from 161 responses in various industries and positions. The results show that IT capability positively influenced firm agility and that firm agility significantly influences firm performance. However, it was identified that there was a subtle difference in proving moderating effect of organizational supporting structure. While IT capability significantly moderated the influence of firm agility according to the degree of training and change management support, online support and help desk support was partially influenced. Based on the findings, this study argues that in volatile markets, an effective model of IT governance in managing business is necessary to provide superior agility and adaptation. The findings of this study also suggest theoretically, perspective implications that show evidences in the early stages of agility studies. Practically, this study provides specific insights that can be a fine guideline contributing in decision-making related to IT of firms.

민첩성과 균형감각 간의 상호관계

최보람 대한물리치료과학회 2023 대한물리치료과학회지 Vol.30 No.1

While agility is a critical factor in the performance of sport in the court field, due to the diversity of agility occurrences, it is generally difficult to develop by strength and conditioning training. Previous study reported the correlation with the static balance and agility. However, the correlation between dynamic balance and agility is insufficient. It is necessary to study how static and dynamic balance affect agility respectively, for agility development. Design: Cross sectional correlational study design Methods: Twenty young women participated in the study. Three tests were used : one leg stance(static balance),Y-balance(dynamic balance), side-step(agility). One leg stance measured time, Y-balance measured distance, and side-step measured number of times. Correlation between balance and agility was used by Pearson Correlation. Results: One leg stance and side steps were shown to be not correlated. The Y balance and the side step showed with a moderate positive correlation. Conclusion: Agility is a decisive factor in fast-moving sports performance, which is generally difficult to improve with muscle strength and conditioning training. Since the correlation between dynamic balance and agility was found in this study, the importance of dynamic balance was found to improve agility to promote coordination.

정부기관의 민첩성이 성과에 미치는 영향에 관한 연구: 우편유통을 중심으로

김종근 한국유통경영학회 2018 유통경영학회지 Vol.21 No.1

Agility has been recognized by various researchers as an effective management capability for uncertain environments, suggesting that agility plays a role as a major source of managerial superiority and can improve organizational performance. However, the empirical research on this issue is insufficient and the empirical research including the conceptual study on agility is still insufficient. Basically, this study is a follow-up study of Kim(2016). The purpose of Kim(2016) is to investigate the effects of agility and to develop agility scale in government research institutes. In this study, it can be said that there is a difference in that agility is a study of whether it plays a role as an important management means of government institutions. As a result of the analysis, it was possible to verify a positive relationship between the agility and the organizational performance at the 1% significance level. However, when the agility and organizational performance were assumed to be multidimensional, a slightly different result was obtained. If performance against competitors is a dependent variable, only employee capacity and flexible structure have a statistically significant relationship. If new business performance is a dependent variable, only value and policy, flexible structure and cooperative structure are statistically significant. The agility dimension, which has a significant positive effect regardless of the type of the performance variable, is a flexible structure, which is similar to the view of the previous studies that presented flexibility as a key concept of agility. 민첩성은 불확실한 환경에 대한 효율적인 관리역량으로 다양한 연구자들에 의해 인정받고 있는데, 그들은 민첩성이 주요한 경영우위원천의 역할을 수행하며, 이를 통해 조직성과를 향상시킬 수 있다고 제안하였다. 그러나 이에 대한 실증적 연구가 미흡하며, 특히 민첩성에 대한 개념적 연구를 포함해서 실증적 연구가 여전히 미흡한 상황이다. 기본적으로 본 연구는 김종근(2016)의 연구에 대한 후속연구의 성격이 강하며, 해당 연구에서는 정부기관의 민첩성 척도 개발 및 진단이 주요한 연구목적이었으나, 본 연구에서는 민첩성이 정부기관의 중요한 관리수단으로서 역할을 수행하는지에 대한 연구라는 점에서 차별점을 가진다고 할 수 있다. 연구대상은 우정사업본부의 종사원이며, 회귀분석을 통해 단일차원 및 다차원으로 구분하여 연구가설을 검증하였다. 분석결과, 민첩성과 조직성과 모두 단일차원으로 가정할 경우 1% 유의수준에서 통계적으로 유의한 긍정적인 관계를 검증할 수 있었으나, 민첩성과 조직성과 모두 다차원으로 가정할 경우 다소 상이한 결과가 도출되었다. 경쟁사대비 성과를 종속변수로 가정한 경우 종업원 역량과 유연한 구조만이 통계적으로 유의미한 관계를 보였으며, 신사업 성과를 종속변수로 가정한 경우 가치와 정책, 유연한 구조 및 협력적 구조만이 통계적으로 유의미한 관계를 보였다. 성과변수의 종류와 상관없이 유의미하게 긍정적인 영향을 미치는 민첩성 차원은 유연한 구조인 것을 알 수 있으며, 이는 민첩성의 핵심개념으로서 유연성을 제시한 기존 연구들의 견해와 유사한 결과라고 할 수 있다.

학습민첩성 연구의 쟁점과 과제

류혜현 ( Ryu Hyue-hyun ),오헌석 ( Oh Hunseok ) 한국인력개발학회 2016 HRD연구 Vol.18 No.4

이 연구는 학습민첩성 연구의 쟁점을 인적자원개발의 관점에서 살펴봄으로써, 향후 연구 방향과 과제를 새롭게 정립해 보고자 수행되었다. 고잠재력 인재의 조기 선발이라는 실천적 목적에서 비롯된 학습민첩성 연구는 개인 간 특성 차이를 밝히는 데 초점을 두었던 탓에 민첩한 학습에 대한 과정적 이해와 학습민첩성의 개발적 요소에 대한 관심은 부족하였다. 이 연구에서는 학습민첩성의 개념화, 측정 및 평가, 개발과 관련한 쟁점을 인적자원개발 관점에서 논의하고, 이를 토대로 학습민첩성 연구가 직면한 도전과 새로운 기회를 제시하였다. 첫째, 경험학습의 맥락과 과정에 대한 구체적 이해를 토대로 학습민첩성의 개념을 정립하고 정의하려는 노력이 필요하다. 둘째, 학습민첩성의 다차원성을 뒷받침하는 이론적 구조의 규명과 민첩한 학습자의 행동 특성에 기초한 측정도구 개발이 필요하다. 마지막으로, 학습민첩성의 개발 가능성을 높이기 위해서는 경험학습의 각 단계에서 속도와 유연성을 높이는 데 효과적으로 활용될 수 있는 개인 차원의 기술, 접근, 전략을 규명함과 동시에, 민첩한 학습을 촉진하는 상황적·환경적 특성을 밝힐 필요가 있다. The purpose of this paper is to examine the issues of research on learning agility and to suggest a new direction for future research direction from the perspective of human resource development. The research on learning agility, which originated from the purpose of selecting high potentials, has focused on identifying individual characteristics. Few researcher has taken account of the process of agile learning and the developmental factors of learning agility. This paper discussed the issues pertinent to defining, measuring and developing learning agility in the perspective of human resource development and suggested thereby the opportunities and challenges of research on learning agility. First, it is necessary to develop and define the concept of learning agility grounded on the solid understanding of both experiential learning process and work experience as a learning context. Second, the multidimensionality of learning agility construct should be supported by theories, and the measurement of learning agility need to base on the behavioral characteristics of the agile learner. Last but not least, to enhance the developability of learning agility, personal skills, approaches, and strategies those are effectively related to the speed and flexibility of learning in each stage of experiential learning process should be explained. Along with this, it is required to display the contextual and environmental factors moderating the agile learning of organizational members for the integrative approach.