참여적 작업관행과 비공식학습의 상호작용효과

초록

As corporations have faced rapid environment changes such as globalization, technological development, high involvement work practices have been adopted considered they have contributions to corporate's performance and strengthen the competitiveness by effecting as a bundle of HR system. High involvement work systems encourage to improve process and solve work-related problem in the workplace through motivating human resources which are a source of competitiveness advantage. This makes sure to emphasize necessity of skill improvement in the workplace. In comparison with formal education, informal learning facilitates the complex process and emergent work to resolve and to refine. Recognizing these problem we focus and test on interaction effect of informal learning which moderates the relationship between high involvement work systems and performance. The empirical work in this study is based on data from the human capital corporate panel survey conducted in 2005. High involvement work practices are comprised of task integration, opportunity to participate, and autonomy in work task of workers and organizational performances consist of employee satisfaction and perceived performance. Informal learning means a training self-directed, experienced and interrelated by learners in the workplace and we measured it as learning of others(colleagues), learning from work, mentoring and coaching, and OJT(on the job training). The conclusion partially supported by the evidence is that informal learning moderates the relationship between high involvement work practices and firm's performance. And our analyses suggest informal learning in environments that have more complex and dynamic workplace makes employees to improve their skills and knowledge in turn, enhance competency.

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