많은 기업들은 다양한 환경의 변화로부터 생존의 위협을 받는다. 이러한 급변하 는 환경 속에서 생존하고 이를 넘어 지속적인 경쟁우위를 달성하기 위해서는 조직 을 혁신할 필요가 있다. 조직의 혁신은 가치창조 능력에 달려 있으며, 다시 가치창 조 능력은 인적자원에 의해 달성될 수 있으므로 이에 대한 관심과 지원이 필수적이 다. 특히, 효과적인 학습을 통해 인적자원의 역량을 강화시킨다면 조직의 혁신은 물론 경쟁력도 향상될 수 있을 것이다. 즉, 학습조직화와 학습조직활동은 조직의 학습성과(e.g. 학습전이 및 혁신성)에 미치는 영향이 중요함에도 불구하고 이들 간 의 관계를 실증적으로 검증한 연구는 많이 부족하다. 이에 본 연구에서는 학습조직 활동, 자기조절학습, 학습전이 및 혁신성 간의 관련성을 실증적으로 분석하고 있다. 실증분석 한 결과, 지속적인 학습기회의 창출, 자율적 역량 증대, 지식의 공유 및 활용시스템, 그리고 전략적 학습리더십 등이 학습전이와 혁신성에 유의한 정(+)의 영향을 미치는 것으로 나타났으며, 자기조절학습의 경우, 모든 학습조직활동(지속 적 학습기회 창출, 연구와 대화의 활성화, 자율적 역량 증대, 지식의 공유 및 활용 시스템, 내외환경의 상호연계, 전략적 학습리더십)과 학습전이 간 관계를, 그리고 전략적 학습리더십과 혁신성 간의 관계를 조절해주고 있음을 알 수 있었다.

Enterprises are constantly faced with the threats of survivals in the future due to the rapidly changing environments. Therefore, it might be necessary to innovate an organization in order to gain and improve competitive advantages. To innovate organizations and share values, organizations should give great attention and support to their members who are responsible for creating, maintaining and developing such values. Especially, retaining and developing valuable human resources through learning could result in both initiating innovation and strengthening organizational competitiveness and thus organizations have to carry out activities of learning organizations. In spite of the importance of activities of learning organizations, little has been studied empirically about the relationships between activities of learning organizations and learning performance(e.g., learning transfer and innovativeness). Thus, the main purpose of this study is to analyze relationships between activities of learning organizations, self-regulated learning, learning transfer, and innovativeness, We found the followings: Firstly, it was found that self-regulated learning moderated the relationship between all activities of learning organization (e.g, creating continuous learning opportunities, promoting inquiry and dialogue, empowering people toward a collective vision, connecting the organization to its environment, establishing systems to capture and share learning, and providing strategic leadership for learning) and learning transfer. Secondly, however, self-regulated learning moderated the relationship between only strategic leadership for learning and innovativeness. Further discussions, limitation of this study and future direction are suggested.

Enterprises are constantly faced with the threats of survivals in the future due to the rapidly changing environments. Therefore, it might be necessary to innovate an organization in order to gain and improve competitive advantages. To innovate organizations and share values, organizations should give great attention and support to their members who are responsible for creating, maintaining and developing such values. Especially, retaining and developing valuable human resources through learning could result in both initiating innovation and strengthening organizational competitiveness and thus organizations have to carry out activities of learning organizations. In spite of the importance of activities of learning organizations, little has been studied empirically about the relationships between activities of learning organizations and learning performance(e.g., learning transfer and innovativeness). Thus, the main purpose of this study is to analyze relationships between activities of learning organizations, self-regulated learning, learning transfer, and innovativeness, We found the followings: Firstly, it was found that self-regulated learning moderated the relationship between all activities of learning organization (e.g, creating continuous learning opportunities, promoting inquiry and dialogue, empowering people toward a collective vision, connecting the organization to its environment, establishing systems to capture and share learning, and providing strategic leadership for learning) and learning transfer. Secondly, however, self-regulated learning moderated the relationship between only strategic leadership for learning and innovativeness. Further discussions, limitation of this study and future direction are suggested.

Activities of Learning Organization, Learning Transfer, Innovativeness, Self-Regulated Learning