본 연구는 조직 내 연결망에서의 무형식학습 양상을 분석하여 일터에서 무형식학습이 촉진되기 위한 시사점을 제시하는데 목적이 있다. 이를 위해 A병원행정조직을 대상으로 사회 연결망 설문지를 활용하여 밀도, 중심성, 관계빈도를 조사하였고, 무형식학습 설문 및 심층 면담을 통해 학습 비중과 내용을 파악하였다. 그 결과, 밀도는 조언 연결망이 가장 높았고, 한 달에 3~4회 이상 교류한다는 응답이 70% 이상을 차지하였다. 그리고 조직 내 연결망에서의 무형식학습 양상은 영역별로 차이가 있었다. 의사소통 연결망에서는 팀원과의 접촉이나 업무 관련 사적 모임을 통해 학습의 중요성을 깨닫고, 조직 문화나 가치를 이해하는데 도움을 받고 있었다. 조언 연결망에서는 구성원 간 업무 조언을 통해 관련 문헌을 찾으면서 업무 성과 향상을 위한 학습의 필요성을 인지하고 있었다. 신뢰 연결망에서는 구성원들 간의 사적 모임을 통해 업무에 대한 정보나 아이디어를 습득하고 내적 갈등이나 상처가 치유되는 것으로 나타났다. 이러한 연구결과는 일터에서 무형식학습이 촉진되기 위해서 조직 내 연결망 특성에 민감하게 반응해야 하며, 관리자, 팀원 집단별 차별화된 무형식학습 전략이 적용되어야 한다는 것을 제시한다. 또한 조직 내 연결망을 고려한 무형식학습이 체계적으로 지원될 수 있는 제도와 환경이 마련되어야 한다는 것을 나타낸다.

The purpose of this study was to suggest the implications of informal learning by analyzing the aspect informal learning in the informal network. To investigate these subjects, a case study was conducted focusing on the administrative structure of Hospital A. A social network questionnaire was used to collect data for the analysis of the density, centrality and the relationship frequency. To analyze the aspect of informal learning in the organization, a questionnaire on the contents and relative importance of informal learning was administered, and the people who were at the center of the network were interviewed. A. The findings of this study can be summarized as follows. The highest area of the network was the advice network and the relationship frequency of three or four times a month in the network accounted for 70%. Informal learning in the informal network differed according to field. In the communication network, the employees responded that they have understood the importance of learning and value or organizational culture through contacts with other team staff or private meetings related to the business. In the advice network, employees gathered documents related to the business through consulting and grasped what they might learn for effective business performance. In the trust network, employees shared information or ideas through contacts between staff and private meetings. They resolved mental conflict or healed emotional wounds through the counseling. The results of this study make the following suggestions with regard to promote informal learning in the workplace requires human resource development to react sensitively to the characteristics of the network and the informal network must adopt the informal learning promotion strategy differentiated by staff group or manager group. The system and environment where informal learning of the informal network can be systemically supported must also be established in the workplace.

The purpose of this study was to suggest the implications of informal learning by analyzing the aspect informal learning in the informal network. To investigate these subjects, a case study was conducted focusing on the administrative structure of Hospital A. A social network questionnaire was used to collect data for the analysis of the density, centrality and the relationship frequency. To analyze the aspect of informal learning in the organization, a questionnaire on the contents and relative importance of informal learning was administered, and the people who were at the center of the network were interviewed. A. The findings of this study can be summarized as follows. The highest area of the network was the advice network and the relationship frequency of three or four times a month in the network accounted for 70%. Informal learning in the informal network differed according to field. In the communication network, the employees responded that they have understood the importance of learning and value or organizational culture through contacts with other team staff or private meetings related to the business. In the advice network, employees gathered documents related to the business through consulting and grasped what they might learn for effective business performance. In the trust network, employees shared information or ideas through contacts between staff and private meetings. They resolved mental conflict or healed emotional wounds through the counseling. The results of this study make the following suggestions with regard to promote informal learning in the workplace requires human resource development to react sensitively to the characteristics of the network and the informal network must adopt the informal learning promotion strategy differentiated by staff group or manager group. The system and environment where informal learning of the informal network can be systemically supported must also be established in the workplace.

Social Network, Informal Learning