K 기업의 학습전이 요인 탐색 = An exploratory study of factors affecting transfer of learning in an organization

다국어 초록 (Multilingual Abstract)

Competency and performance improvement are the key factors for organizations' sustainable development and survival under conditions of severe competitiveness. Indeed, many companies, which have invested lots of money on training, are interested in whether the training really pays off for organizations and individuals.
When personal performance is a prerequisite for an organization's high performance, an examination of the transfer process is absolutely necessary for individual performance improvement. Also, it offers criteria to organizations for evaluating the value of training and education.
The purpose of the study is to examine direct and indirect effects on “transfer of learning” by using LTSI in order to figure out the transfer process.
The target population was employees of “K-company”. There were 650 LTSI(translated into Korean) distributed and 532 responses collected. Among them, 499 were valid for this study.
In study, confirmatory factor analysis and structural equation modeling were used for relations between independent variables(“working environment”, “content”, “transfer ability”, “learning”, and “transfer motivation”) and dependent variable(“transfer of learning”).
First, “working environment” had more impact on “transfer of learning” directly than other independent variables. In addition, it had a positive indirect effect on “transfer of learning” mediated by “content” and “transfer motivation.” Second, “content” and “transfer ability” had a positive indirect effect on “transfer of learning” mediated by “learning” and “transfer motivation”. Third, “learning” and “transfer motivation” directly effected on “transfer of learning” positively. Also, they had an indirect effect on “transfer of learning” respectively.

국문 초록 (Abstract)

본 연구의 목적은 Holton 등(1998)에 의하여 개발된 Learning Transfer System Inventory를 활용하여 특정조직의 학습 전이 요인을 규명하는데 있다. 확인적 요인분석과 구조방정식모형을 활용한 연구결과, 전이에 영향을 주고 있는 요인은 “전이환경”, “전이동기”, “전이능력”, “컨텐츠”, 그리고 “학습”으로 나타났다.
전이에 가장 큰 영향을 주고 있는 요인은 “전이환경”으로 나타났다. “전이환경”의 개선을 위하여는 “상사의 지원”, “피드백과 성과코칭”, 그리고 “동료의 지원”과 같은 요소가 수반되어야 하는 것으로 분석되었다.
“전이동기”는 자신의 의지로 성과를 변화시키기 위한 능력에 대한 일반적인 믿음으로 정의되는 “성과-자아효능감”과 학습결과에 대한 현업적용 노력이 업무성과의 변화를 가져올 것이라는 기대감을 나타내는 “전이노력-성과기대”가 중요한 요소로 나타났다.
학습은 새로운 지식의 습득을 통한 전문성의 향상과정을 의미하며, 학습의 성공여부는 “전이”및 “전이동기”에 직접적인 영향을 주며 “전이환경”, “컨텐츠”, “전이능력” 등이 학습의 성공에 직, 간접적인 영향을 주는 것으로 분석되었다.
“컨텐츠”는 실제 업무 환경에서 사용되는 것과 유사한 학습도구를 사용하도록 설계되어 있는지의 여부와, 강사(교수)의 역할에 대한 중요성, 즉, 교수(강사)가 학습자들이 습득한 지식과 스킬 등을 어떻게 업무에 적용할 것인가에 대하여 명확한 이해를 할 것 등이 전이의 중요한 요소로 규명되었다

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