Abstract
The purpose of this study is to examine the relationship between perceived learning organization culture and core job characteristics in a sample of 264 knowledge workers from four organizations in South Korea. The dimensions of the learning organization questionnaire (DLOQ) and the job diagnostic survey (JDS) were used as measures. The result of a canonical correlation analysis indicated that the composite of learning organization culture (i.e., continuous learning, dialogue and inquiry, team learning, embedded system, empowerment, system connection, and strategic leadership) was modestly but significantly related to the composite of core job characteristics (i.e., variety, identity, significance, autonomy, and feedback), accounting for 34 percent of the shared variance between the two variable sets. More specifically, the effects of dialogue and inquiry, team learning, and system connection in learning organization culture were greater on feedback, autonomy, and task significance in job characteristics for knowledge workers in South Korea.
Highlights
The origin of traditional views of organizations was based on the works of Adam Smith (1776) who revolutionized productivity by proposing the concept of division of labor, and Max Weber (1922) who suggested the classic conceptualization of bureaucracy (Williams and Yang, 1999)
The purpose of this research is to investigate the relationship between learning organization culture and core job characteristics for knowledge workers in South Korea
The purpose of this study is to examine the relationship between perceived LEARNING ORGANIZATION CULTURE (LOC) and CORE JOB CHARACTERISTICS (CJC) in a sample of 264 knowledge workers from four organizations in South Korea
Summary
The origin of traditional views of organizations was based on the works of Adam Smith (1776) who revolutionized productivity by proposing the concept of division of labor, and Max Weber (1922) who suggested the classic conceptualization of bureaucracy (Williams and Yang, 1999). Those were the notions when business environment was stable over time. Talented employees seek salary and benefits, and more flexibility and autonomy. Smart companies know that flexibility and autonomy might beat out pure compensation especially for knowledge workers (Hall and Heras, 2010)
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