직무 및 작업조직 특성이 공식, 비공식 학습에 미치는 영향
The Effects of the Characteristics of Job and Work Organization on the Formal and the Informal Learning of Employees
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초록
본 연구는 다수준모델을 적용하여 작업조직 및 직무 특성과 개인의 공식, 비공식 학습의 관계를 규명하고자 하였다. 연구 결과는 다음과 같다. 첫째, 개인의 공식, 비공식 학습의 정도는 전반적으로 낮았다. 둘째, 작업조직의 특성 중 결과 피드백이 공식 학습의 참가 및 효과 모두에 영향을 미치는 것으로 나타났다. 셋째, 직무 특성 변수 중에서는 구성원의 직무순환, 문제해결참가, 학습참여주도성이 공식 학습의 참가 및 효과 모두에 긍정(+)적 영향을 미치고 있었다. 한편, 비공식 학습에 대해서는 숙련수준만이 의미 있는 영향을 미쳤다. 넷째, 교차수준 상호작용효과의 경우, 공식 학습 참가 및 효과 모두에 대해 작업조직수준의 규모와 개인수준의 숙련수준이 의미 있는 것으로 나타났다. 비공식 학습의 경우에는 개인수준의 숙련수준이 작업조직수준의 복잡성 및 자율성과 긍정(+)적 측면에서 의미 있는 교차수준 상호작용효과가 있었다.
Abstract
This article examines the effects of work organization’s and job’s characteristics on the formal and informal training of employees through the 2-level HLM(hierarchical linear mode). The results are as follows; First, both of the level of the formal and informal training of employees are low. Second, only performance feedback, as measured by the rate of performance pay against base wage, among work organization’s characteristics has a effect on the formal training of employees. Third, of job’s characteristics, participation in job rotation, the initiative of employees in learning, and participation in problem solving have positive effects on the formal training of employees. And only the ability of employees has a positive effect on the informal training of employees. Fourth, in the case of formal learning, there is a positive cross-level interaction effect between size and the ability of employees. And also there are two positive cross-level interaction effects between autonomy and the ability of employees, and between complexity and the ability of employees.
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