본 연구는 기업 내에서 이루어지는 멘토링이 조직성과에 미치는 영향을 규명하고자 하였다. 이를 위하여 멘토링의 공식화 여부, 공식적 멘토링 참여율, 그리고 비공식적 멘토링 참여... more 본 연구는 기업 내에서 이루어지는 멘토링이 조직성과에 미치는 영향을 규명하고자 하였다. 이를 위하여 멘토링의 공식화 여부, 공식적 멘토링 참여율, 그리고 비공식적 멘토링 참여율이 조직의 비재무적 성과에 어떠한 영향을 미치는지 실증적으로 검토하였다. 통계분석을 위하여 2005년 제 1차 인적자원기업패널(HCCP)의 자료 중 453개의 기업 자료를 사용하여 기업 수준에서 회귀분석을 실시하였다. 연구 결과는 다음과 같았다. 첫째, 기업이 멘토링을 공식화하는 것은 기업의 비재무적 성과 향상에 긍정적 영향을 미쳤다. 둘째, 기업의 멘토링 공식화 여부와 상관없이 기업 내에서 구성원들의 멘토링 참여율은 기업의 비재무적 성과와 정적 관계를 가졌다. 셋째, 기업이 멘토링을 공식화한 경우에 공식적 멘토링의 참여율은 상당히 높았지만 참여율 그 자체로 인한 비재무적 성과의 차이는 없었다. 넷째, 멘토링을 공식화한 기업들의 비공식적 멘토링의 참여율은 이를 공식화하지 않은 기업들보다 높았지만 이에 따른 비재무적 성과 수준의 차이는 미미하였다. 다섯째, 멘토링을 공식화하지 않는다면 그러한 기업들에 속해 있는 구성원들이 비공식적인 멘토링에 얼마나 많이 참여하는지가 비재무적 성과 수준에 영향을 미쳤다. 이와 같이 멘토링은 조직의 비재무적 성과에 긍정적인 영향을 준다는 연과 결과를 토대로 기업에서는 멘토링에 보다 적극적인 관심을 가지고 질적인 관리에 주목해야 한다는 점을 논의하였고 후속연구를 위한 제언을 하였다.
Advances in Knowledge Acquisition, Transfer, and Management
As tacit knowledge is not delivered by written and verbal language, formal training has limitatio... more As tacit knowledge is not delivered by written and verbal language, formal training has limitation for tacit knowledge management. Yet, informal learning featuring social interaction provides useful explanations for tacit knowledge sharing and creation. To effectively manage and support informal learning, firms informal learning behaviors to promote benefits of informal learning and to overcome its limitations. Workplace learning activities such as formal mentoring/coaching, on-the-job training, and communities-of-practice are originally informal learning behaviors but now extensively used as formal learning in the workplace. Institutionalized informal learning, despite its benefits, have still some concerns as its formality compensates employee's spontaneity determining the learning effectiveness. This chapter establishes a conceptual framework of institutionalized informal learning by reviewing the extensive literature. This chapter also proposes implications for future practi...
PurposeGlobal gender diversity and equality indexes have been developed to promote gender diversi... more PurposeGlobal gender diversity and equality indexes have been developed to promote gender diversity and equality at the country level, but it is difficult to see how those indexes are applied to organizations on a daily basis. The purpose of this study is to examine the application of environmental, social and governance (ESG) measures for gender diversity and equality at the organizational level in a Korean context.Design/methodology/approachBased on the institutional theory, the authors reviewed ESG measures for gender diversity and equality of women funds in four countries (USA, Canada, UK and Japan) and examinedThe Women Fundin Korea through document analysis and interviews.FindingsESG measures in four countries’ women funds mainly assessed the percentage of women in the workforce, on boards and in leadership positions. InThe Women Fund, gender diversity indicators consider the ratio of female to male employees, while gender equality indicators take into account gaps of male and...
Purpose The purpose of this qualitative study is to explore how highly educated women respond to ... more Purpose The purpose of this qualitative study is to explore how highly educated women respond to career chance events in a Korean context where traditional cultural values and male-dominated organizational culture coexist. Design/methodology/approach The authors conducted 50 semi-structured interviews with highly educated women operationalized as women with doctoral degrees in and out of Korea. The authors used a collaborative research process with a team of ten Korean-born researchers who have built consensus on research themes through discussions on the collection and analysis of a large data set, thus reducing the researcher bias issue inherent in qualitative research. Findings In an analysis of the interview data collected, the authors report on three themes: before obtaining a doctoral degree, during and after their doctoral study and responses (coping strategies) to chance events in their careers. Highly educated women’s pursuing a doctoral degree was a way to maintain work–li...
Purpose The purpose of this study is to reveal how research on brain-based learning (BBL) address... more Purpose The purpose of this study is to reveal how research on brain-based learning (BBL) addressing adult learners’ education and training issues has contributed to the overall knowledge base linking neuroscience, adult education and human resource development (HRD) research and practices. Through this comprehensive review of the BBL studies, this paper aims to expand the landscape of understanding educational phenomenon in adult education and organizational settings using the lens of neuroscience. Design/methodology/approach Using the content analysis method, this study extracts key research themes and methodological choices from the body of BBL studies. In addition, this paper explores the relationships and proximity among key concepts of BBL research using keyword network analysis. For data analysis, this study reviews the current literature on BBL addressing both adult education and HRD topics from 1985 to 2019. Findings The findings of this study provide a clearer picture of t...
Handbook of Research on Human Factors in Contemporary Workforce Development, 2017
This chapter discusses about application of social capital and network approach to organizational... more This chapter discusses about application of social capital and network approach to organizational learning research and practice. The shift of organizational learning perspective from a technical or system-structural perspective to a social or interpretative perspective highlights that organizational learning process is socially embedded and is based on social interaction/relationships. Social capital and network theories provides a conceptual framework to explain how organizational learning takes place as well as identifies social and network factors influencing organizational learning. Thus, the chapter provides implications for establishing a conceptual and methodological framework to describe and evaluate an organizational learning process by extensively reviewing the recent organizational learning research adopting social capital and network approach.
ABSTRACT As there are only a few women leaders in almost all sectors in South Korea, they face di... more ABSTRACT As there are only a few women leaders in almost all sectors in South Korea, they face difficulties in taking leadership roles in the workplace where traditional cultural values and male-dominated organizational culture coexist. The purpose of this study was to examine how three concepts of tokenism theory (visibility, contrast, and assimilation) applied to a Korean context and how token women leaders responded to the challenges they face in the workplace. Using a secondary analysis of qualitative data aimed at addressing new research questions, we reanalysed data from 107 women leaders’ interviews collected from previous research and identified five themes: culture, visibility, contrast, assimilation, and resistance. By revealing a dynamic interplay of factors influencing women leaders’ experiences through the lens of tokenism theory, we found that women leaders assimilated to meet the dominant male group’s expectations but a few managed to resist in their own way to bring change in organizations. This study is uniquely Korean because women leaders’ resistance to their token status has never been captured in research on tokenism in western contexts.
The purpose of this case study is to examine learning in the daily workplace of workers (staff me... more The purpose of this case study is to examine learning in the daily workplace of workers (staff members) at a leading community-based Korean-American nonprofit organization (KANPO) in a major city in the US. The study focused on the relationship among workers as a critical dimension for encouraging informal learning in the workplace. Third generation culturalhistorical activity theory, including activity system analysis, was used as a theoretical framework. Based on a theory-driven and grounded theoretical approach to data analysis, an activity named “collaboration” and its inner contradictions were identified. While the contradictions have the potential to inhibit workers’ everyday workplace learning, the staff tried to resolve the contradictions and advance the collaboration activity. In this process, learning occurred as the activity’s unintended outcomes at both the social and individual levels. The findings show how everyday workplace learning is socioculturally and historically...
Research Anthology on Digital Transformation, Organizational Change, and the Impact of Remote Work, 2021
This chapter discusses organizational learning as a strategic approach for organizational change.... more This chapter discusses organizational learning as a strategic approach for organizational change. In the face of turbulent and uncertain environments, continuous involvement in organizational change is necessary. However, most organizations encounter resistance to change, thus fail to accomplish organizational change despite change efforts. Previous literature explains that resistance to change results from cognitive and psychological processes, social and power relationships, and organizational structural inertia. Given the findings from the previous research, organizational learning theories can provide strategic interventions to effectively deal with resistance and to achieve organizational change goals. The learning organization embrace learning activities – unlearning, experimentation, exploration, double-loop learning, and action learning - to develop the adaptability to environmental changes. This chapter suggests that HR/HRD should play a role in building the learning organi...
European Journal of Training and Development, 2020
Purpose Human resource development (HRD) research and practice mostly have focused on performance... more Purpose Human resource development (HRD) research and practice mostly have focused on performance improvement although HRD fundamentally pursues human development as a whole. The purpose of this study is to conceptualize meaningful work in the context of HRD and provide implications for HRD research and practice. Design/methodology/approach This study reviewed the literature on topics such as meaningful work, the meaning of work, workplace spirituality, the value of work and work as a calling, to understand the concept of meaningful work. In addition, this study reviewed existing studies on meaningful work in HRD journals to investigate the current status of meaningful work research within the field of HRD. This study reviewed the related literature such as meaningful work, the meaning of work, workplace spirituality, the value of work and work as a calling, to understand the concept of meaningful work. In addition, this study reviewed the existing studies on meaningful work in HRD ...
This integrative literature review critically examined how scholars were articulating the work of... more This integrative literature review critically examined how scholars were articulating the work of museums to make a space for ‘adult learning for social change through community engagement’. We applied sociocultural adult learning theories (situated learning and cultural-historical activity theory), to 25 theoretical and empirical studies in predominantly museum and culture-based journals but also, specific adult education and lifelong learning journals. We found the studies shared in the works underscored the importance of social, collective interactions (adult learning for social change through community engagement) in the informal settings of museums and the work of various learning mediators of learning such as educators, tour guides and even, curators. In particular, we found a belief in the value of participatory collaborations based on community needs. However, when it came to practice, most studies illuminated passive, individualised processes of learning confined to pre-org...
European Journal of Training and Development, 2017
Purpose The purpose of this study was to compare South Korean female executives’ definitions of c... more Purpose The purpose of this study was to compare South Korean female executives’ definitions of career success with those of male executives, identify their career development strategies for success and provide implications for research and practice. Two research questions guiding our inquiry included: How do female executives’ definitions of career success differ from those of male executives? What career development strategies do male and female executives use for career success? Design/methodology/approach A basic qualitative research design was used and semi-structured interviews were conducted with 15 male executives and 15 female executives in diverse corporations by using an interview protocol of 13 questions regarding participants’ background, definitions of career success and final thoughts. To analyze the interview data, we used both NVivo 11 and a manual coding method. Findings Gender differences were detected in the participants’ definitions of career success and success...
Research Anthology on Adult Education and the Development of Lifelong Learners, 2021
The field of adult and continuing higher education has lagged behind in the development of new th... more The field of adult and continuing higher education has lagged behind in the development of new theories and approaches of instructional design and curriculum development, creating an urgent need for new perspectives and practices among practitioners and instructional faculty. This chapter provides a comprehensive review of instructional design and curriculum development trends, approaches and theoretical/conceptual perspectives and approaches that could be useful in adult and continuing higher education. Based on the review, the chapter proposes contemporary views and implications for practice and research.
본 연구는 기업 내에서 이루어지는 멘토링이 조직성과에 미치는 영향을 규명하고자 하였다. 이를 위하여 멘토링의 공식화 여부, 공식적 멘토링 참여율, 그리고 비공식적 멘토링 참여... more 본 연구는 기업 내에서 이루어지는 멘토링이 조직성과에 미치는 영향을 규명하고자 하였다. 이를 위하여 멘토링의 공식화 여부, 공식적 멘토링 참여율, 그리고 비공식적 멘토링 참여율이 조직의 비재무적 성과에 어떠한 영향을 미치는지 실증적으로 검토하였다. 통계분석을 위하여 2005년 제 1차 인적자원기업패널(HCCP)의 자료 중 453개의 기업 자료를 사용하여 기업 수준에서 회귀분석을 실시하였다. 연구 결과는 다음과 같았다. 첫째, 기업이 멘토링을 공식화하는 것은 기업의 비재무적 성과 향상에 긍정적 영향을 미쳤다. 둘째, 기업의 멘토링 공식화 여부와 상관없이 기업 내에서 구성원들의 멘토링 참여율은 기업의 비재무적 성과와 정적 관계를 가졌다. 셋째, 기업이 멘토링을 공식화한 경우에 공식적 멘토링의 참여율은 상당히 높았지만 참여율 그 자체로 인한 비재무적 성과의 차이는 없었다. 넷째, 멘토링을 공식화한 기업들의 비공식적 멘토링의 참여율은 이를 공식화하지 않은 기업들보다 높았지만 이에 따른 비재무적 성과 수준의 차이는 미미하였다. 다섯째, 멘토링을 공식화하지 않는다면 그러한 기업들에 속해 있는 구성원들이 비공식적인 멘토링에 얼마나 많이 참여하는지가 비재무적 성과 수준에 영향을 미쳤다. 이와 같이 멘토링은 조직의 비재무적 성과에 긍정적인 영향을 준다는 연과 결과를 토대로 기업에서는 멘토링에 보다 적극적인 관심을 가지고 질적인 관리에 주목해야 한다는 점을 논의하였고 후속연구를 위한 제언을 하였다.
Advances in Knowledge Acquisition, Transfer, and Management
As tacit knowledge is not delivered by written and verbal language, formal training has limitatio... more As tacit knowledge is not delivered by written and verbal language, formal training has limitation for tacit knowledge management. Yet, informal learning featuring social interaction provides useful explanations for tacit knowledge sharing and creation. To effectively manage and support informal learning, firms informal learning behaviors to promote benefits of informal learning and to overcome its limitations. Workplace learning activities such as formal mentoring/coaching, on-the-job training, and communities-of-practice are originally informal learning behaviors but now extensively used as formal learning in the workplace. Institutionalized informal learning, despite its benefits, have still some concerns as its formality compensates employee's spontaneity determining the learning effectiveness. This chapter establishes a conceptual framework of institutionalized informal learning by reviewing the extensive literature. This chapter also proposes implications for future practi...
PurposeGlobal gender diversity and equality indexes have been developed to promote gender diversi... more PurposeGlobal gender diversity and equality indexes have been developed to promote gender diversity and equality at the country level, but it is difficult to see how those indexes are applied to organizations on a daily basis. The purpose of this study is to examine the application of environmental, social and governance (ESG) measures for gender diversity and equality at the organizational level in a Korean context.Design/methodology/approachBased on the institutional theory, the authors reviewed ESG measures for gender diversity and equality of women funds in four countries (USA, Canada, UK and Japan) and examinedThe Women Fundin Korea through document analysis and interviews.FindingsESG measures in four countries’ women funds mainly assessed the percentage of women in the workforce, on boards and in leadership positions. InThe Women Fund, gender diversity indicators consider the ratio of female to male employees, while gender equality indicators take into account gaps of male and...
Purpose The purpose of this qualitative study is to explore how highly educated women respond to ... more Purpose The purpose of this qualitative study is to explore how highly educated women respond to career chance events in a Korean context where traditional cultural values and male-dominated organizational culture coexist. Design/methodology/approach The authors conducted 50 semi-structured interviews with highly educated women operationalized as women with doctoral degrees in and out of Korea. The authors used a collaborative research process with a team of ten Korean-born researchers who have built consensus on research themes through discussions on the collection and analysis of a large data set, thus reducing the researcher bias issue inherent in qualitative research. Findings In an analysis of the interview data collected, the authors report on three themes: before obtaining a doctoral degree, during and after their doctoral study and responses (coping strategies) to chance events in their careers. Highly educated women’s pursuing a doctoral degree was a way to maintain work–li...
Purpose The purpose of this study is to reveal how research on brain-based learning (BBL) address... more Purpose The purpose of this study is to reveal how research on brain-based learning (BBL) addressing adult learners’ education and training issues has contributed to the overall knowledge base linking neuroscience, adult education and human resource development (HRD) research and practices. Through this comprehensive review of the BBL studies, this paper aims to expand the landscape of understanding educational phenomenon in adult education and organizational settings using the lens of neuroscience. Design/methodology/approach Using the content analysis method, this study extracts key research themes and methodological choices from the body of BBL studies. In addition, this paper explores the relationships and proximity among key concepts of BBL research using keyword network analysis. For data analysis, this study reviews the current literature on BBL addressing both adult education and HRD topics from 1985 to 2019. Findings The findings of this study provide a clearer picture of t...
Handbook of Research on Human Factors in Contemporary Workforce Development, 2017
This chapter discusses about application of social capital and network approach to organizational... more This chapter discusses about application of social capital and network approach to organizational learning research and practice. The shift of organizational learning perspective from a technical or system-structural perspective to a social or interpretative perspective highlights that organizational learning process is socially embedded and is based on social interaction/relationships. Social capital and network theories provides a conceptual framework to explain how organizational learning takes place as well as identifies social and network factors influencing organizational learning. Thus, the chapter provides implications for establishing a conceptual and methodological framework to describe and evaluate an organizational learning process by extensively reviewing the recent organizational learning research adopting social capital and network approach.
ABSTRACT As there are only a few women leaders in almost all sectors in South Korea, they face di... more ABSTRACT As there are only a few women leaders in almost all sectors in South Korea, they face difficulties in taking leadership roles in the workplace where traditional cultural values and male-dominated organizational culture coexist. The purpose of this study was to examine how three concepts of tokenism theory (visibility, contrast, and assimilation) applied to a Korean context and how token women leaders responded to the challenges they face in the workplace. Using a secondary analysis of qualitative data aimed at addressing new research questions, we reanalysed data from 107 women leaders’ interviews collected from previous research and identified five themes: culture, visibility, contrast, assimilation, and resistance. By revealing a dynamic interplay of factors influencing women leaders’ experiences through the lens of tokenism theory, we found that women leaders assimilated to meet the dominant male group’s expectations but a few managed to resist in their own way to bring change in organizations. This study is uniquely Korean because women leaders’ resistance to their token status has never been captured in research on tokenism in western contexts.
The purpose of this case study is to examine learning in the daily workplace of workers (staff me... more The purpose of this case study is to examine learning in the daily workplace of workers (staff members) at a leading community-based Korean-American nonprofit organization (KANPO) in a major city in the US. The study focused on the relationship among workers as a critical dimension for encouraging informal learning in the workplace. Third generation culturalhistorical activity theory, including activity system analysis, was used as a theoretical framework. Based on a theory-driven and grounded theoretical approach to data analysis, an activity named “collaboration” and its inner contradictions were identified. While the contradictions have the potential to inhibit workers’ everyday workplace learning, the staff tried to resolve the contradictions and advance the collaboration activity. In this process, learning occurred as the activity’s unintended outcomes at both the social and individual levels. The findings show how everyday workplace learning is socioculturally and historically...
Research Anthology on Digital Transformation, Organizational Change, and the Impact of Remote Work, 2021
This chapter discusses organizational learning as a strategic approach for organizational change.... more This chapter discusses organizational learning as a strategic approach for organizational change. In the face of turbulent and uncertain environments, continuous involvement in organizational change is necessary. However, most organizations encounter resistance to change, thus fail to accomplish organizational change despite change efforts. Previous literature explains that resistance to change results from cognitive and psychological processes, social and power relationships, and organizational structural inertia. Given the findings from the previous research, organizational learning theories can provide strategic interventions to effectively deal with resistance and to achieve organizational change goals. The learning organization embrace learning activities – unlearning, experimentation, exploration, double-loop learning, and action learning - to develop the adaptability to environmental changes. This chapter suggests that HR/HRD should play a role in building the learning organi...
European Journal of Training and Development, 2020
Purpose Human resource development (HRD) research and practice mostly have focused on performance... more Purpose Human resource development (HRD) research and practice mostly have focused on performance improvement although HRD fundamentally pursues human development as a whole. The purpose of this study is to conceptualize meaningful work in the context of HRD and provide implications for HRD research and practice. Design/methodology/approach This study reviewed the literature on topics such as meaningful work, the meaning of work, workplace spirituality, the value of work and work as a calling, to understand the concept of meaningful work. In addition, this study reviewed existing studies on meaningful work in HRD journals to investigate the current status of meaningful work research within the field of HRD. This study reviewed the related literature such as meaningful work, the meaning of work, workplace spirituality, the value of work and work as a calling, to understand the concept of meaningful work. In addition, this study reviewed the existing studies on meaningful work in HRD ...
This integrative literature review critically examined how scholars were articulating the work of... more This integrative literature review critically examined how scholars were articulating the work of museums to make a space for ‘adult learning for social change through community engagement’. We applied sociocultural adult learning theories (situated learning and cultural-historical activity theory), to 25 theoretical and empirical studies in predominantly museum and culture-based journals but also, specific adult education and lifelong learning journals. We found the studies shared in the works underscored the importance of social, collective interactions (adult learning for social change through community engagement) in the informal settings of museums and the work of various learning mediators of learning such as educators, tour guides and even, curators. In particular, we found a belief in the value of participatory collaborations based on community needs. However, when it came to practice, most studies illuminated passive, individualised processes of learning confined to pre-org...
European Journal of Training and Development, 2017
Purpose The purpose of this study was to compare South Korean female executives’ definitions of c... more Purpose The purpose of this study was to compare South Korean female executives’ definitions of career success with those of male executives, identify their career development strategies for success and provide implications for research and practice. Two research questions guiding our inquiry included: How do female executives’ definitions of career success differ from those of male executives? What career development strategies do male and female executives use for career success? Design/methodology/approach A basic qualitative research design was used and semi-structured interviews were conducted with 15 male executives and 15 female executives in diverse corporations by using an interview protocol of 13 questions regarding participants’ background, definitions of career success and final thoughts. To analyze the interview data, we used both NVivo 11 and a manual coding method. Findings Gender differences were detected in the participants’ definitions of career success and success...
Research Anthology on Adult Education and the Development of Lifelong Learners, 2021
The field of adult and continuing higher education has lagged behind in the development of new th... more The field of adult and continuing higher education has lagged behind in the development of new theories and approaches of instructional design and curriculum development, creating an urgent need for new perspectives and practices among practitioners and instructional faculty. This chapter provides a comprehensive review of instructional design and curriculum development trends, approaches and theoretical/conceptual perspectives and approaches that could be useful in adult and continuing higher education. Based on the review, the chapter proposes contemporary views and implications for practice and research.
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