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dc.contributor.advisorPaprock, Kenneth E.en_US
dc.creatorJeong, Jinchulen_US
dc.date.accessioned2005-08-29T14:36:06Z
dc.date.available2005-08-29T14:36:06Z
dc.date.created2003-05en_US
dc.date.issued2005-08-29
dc.identifier.urihttp://hdl.handle.net/1969.1/2222
dc.description.abstractThe core competency of the most effective organizations will be their capacity to learn in an increasingly complex and unpredictable business environment and HRD should expand its role to become a partner in the transformation of the entire organization. Organizational learning style, therefore, is an important research topic for the field of HRD (human resource development). This study had four primary purposes, which were germane to the corporations in the Republic of Korea: 1) to identify what organizational learning styles exist; 2) to identify the factors that differentiate the organizations with different organizational learning styles; 3) to identify the roles of HRD to facilitate organizational learning within the organizations in each organizational learning style; and 4) to identify the differences in the roles of HRD to facilitate organizational learning among the organizations with different organizational learning styles. The population for this study was the key informants at the corporations in the three industry areas: wholesale and retail trade; manufacturing; and hotels and restaurants. The survey instrument was delivered to 353 key informants, i.e. HR persons, at 240 corporations and 237 key informants at 166 corporations returned the survey instrument for a return rate of 67.1%. The findings of this study revealed the followings: 1) there are four types of organizational learning styles and the characteristics of each type of organizational learning style is determined by the combination of the organizations?? learning orientations, i.e. Knowledge Source, Learning Content, Dissemination Mode, and Learning Scope; 2) types of organizational culture, industry classification, and the size of an organization are the factors that differentiate the organizations with different organizational learning styles; 3) all roles of HRD are necessary for facilitating organizational learning; and 4) there are not differences in the roles of HRD to facilitate organizational learning among the organizations with different organizational learning styles.en_US
dc.format.extent1794888 bytes
dc.format.mediumelectronicen_US
dc.format.mimetypeapplication/pdf
dc.language.isoen_USen_US
dc.publisherTexas A&M Universityen_US
dc.subjectorganizational learning styleen_US
dc.subjectroles of HRDen_US
dc.subjectfactoren_US
dc.subjectkey informanten_US
dc.subjectKoreaen_US
dc.titleAnalysis of the factors and the roles of HRD in organizational learning styles as identified by key informants at selected corporations in the Republic of Koreaen_US
dc.typeBooken
dc.typeThesisen
thesis.degree.departmentEducational Administration and Human Resource Developmenten_US
thesis.degree.disciplineEducational Human Resource Developmenten_US
thesis.degree.grantorTexas A&M Universityen_US
thesis.degree.nameDoctor of Philosophyen_US
thesis.degree.levelDoctoralen_US
dc.contributor.committeeMemberWelch, Ben D.en_US
dc.contributor.committeeMemberTolson, Homeren_US
dc.contributor.committeeMemberEgan, Toby M.en_US
dc.type.genreElectronic Dissertationen_US
dc.type.materialtexten_US
dc.format.digitalOriginborn digitalen_US


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