CAJ | 학술논문

在企业组织中,只有建立了个人、团队和组织之间系统有效的相互学习和转化机制,才能最大限度地利用组织中各种学习资源,提升组织业绩和健康发展水平。学习的跨层面转化是当今企业学习中面临的现实问题,但并没有相应的理论模型进行系统阐述和指导。针对这一理论和实践中的问题,本文对组织中三层面学习之间的互动、转化机制进行了研究探索,从组织中的人际交流、知识文档化以及组织流程化三种基本学习方式出发,提出组织学习的跨层面转化机制模型,并辅以五个典型案例对这一跨层次组织学习模型进行进一步分析验证,以期对我国组织学习理论和实践的进一步发展起到推动作用。
재기업조직중,지유건립료개인、단대화조직지간계통유효적상호학습화전화궤제,재능최대한도지이용조직중각충학습자원,제승조직업적화건강발전수평。학습적과층면전화시당금기업학습중면림적현실문제,단병몰유상응적이론모형진행계통천술화지도。침대저일이론화실천중적문제,본문대조직중삼층면학습지간적호동、전화궤제진행료연구탐색,종조직중적인제교류、지식문당화이급조직류정화삼충기본학습방식출발,제출조직학습적과층면전화궤제모형,병보이오개전형안례대저일과층차조직학습모형진행진일보분석험증,이기대아국조직학습이론화실천적진일보발전기도추동작용。
Organizational learning has been a hot topic in both business practice and management research fields. It is necessary to establish an effective transformational learning mechanism across individual, team, and organization levels in order to make full use of organization resources to enhance organizational performance and to maintain healthy organizational development. Research on the internal cross-level learning mechanism has important significance in the organizational behavior discipline. Although the number of organizational learning studies has been increasing, cross-level organizational learning has not been systematically studied and a limited number of theoretical models are available to help guide the management practice. In order to answer theoretical and practical problems related to cross-level organizational learning, this paper explores the transformational learning mechanism across individual, team, and organization levels in firms and proposes a theoretical model to investigate cross-level learning phenomenon based on three basic learning patterns： interpersonal communication, knowledge documentation and organizational routinization. We further use some case studies to test our proposed learning model. The findings of this paper have the potential of contributing to the development of the organizational learning theory and practice in China. In the first part, this study investigates literatures on cross-level organizational learning activities. Organizational learning can generally be categorized into individual-, team-, and organization-level learning. Based on our literature review, we propose the ＂Individual -Team -Organization Cross-level Organizational Learning Interaction and Transformation Model＂. In the second part, we suggest relationships exist between these three levels of learning activities and three basic learning patterns ： interpersonal communication, knowledge documentation and organizational routinization. We also use business cases to demonstrate that companies in different industries and with different operating characteristics have different cross-level organizational learning methods. These three basic learning patterns play unique roles in enhancing cross-level organizational learning activities among individuals, teams, and organizations. A classification framework is proposed to include a variety of high-order, two-way, dynamic, and organizational learning mechanisms. Finally, promoting multi-dimensional, high-order, cross-level interactive and collective learning cycles is increasingly important for modern enterprises. In a dynamic environment, creating a systematic, cross-level organizational learning capability will help promote organizational sustainable development. On the basis of these three basic learning patterns - interpersonal communication, knowledge documentation and organizational routinization , organization can expand and develop many new cross-level organizational learning activities to integrate with organizational characteristics and operational processes.