2019, Vol.3, No.1

The Journal of Education Consulting & Coaching 2023 KCI Impact Factor : 2.05

pISSN : 2586-3886
https://journal.kci.go.kr/kaecc

This study aimed to survey Korean companies and investigate the mediating effect of organizational learning orientation, which is a part of organizational culture, on the relationship between authentic leadership and organizational commitment for the purpose of creating a positive organizational culture where individuals can achieve their potential. This study surveyed employees of Korean companies, and a total of 260 copies of the questionnaire were distributed. The collected data were analysed by using the methods of multiple regression analysis and structural equation model analysis. The results of the survey and analysis were as follows. First, a dimension of authentic leadership, self󰠏awareness, and organizational learning orientation were significantly positively correlated. So, it needs to be prioritized to create a work environment where individuals can be committed to and have faith in their organization. As an HRD strategy to strengthen their affective commitment, organizations can create an environment where individuals can be committed to learning. To develop an organizational learning culture, various types of learning opportunities such as club activities can be provided. Organizational learning orientation should be positioned as an organization culture rather than an individual’s. It can improve the positive attitude of adopting new knowledge, information and technology to the members of the organization.

As a spatial being, we are learning from variety of experiences in our living space. In addition, the recent expansion of the educational space and the perception that human activities throughout life are learning is expanding. Along with this flow, the study looked at the learning significance of the experience using the space of the Coworking Space, a new and recently growing workplace for humans. As a result of the study, participants were using spaces given to them, recognizing unfamiliar spaces, learning space and using them in their own ways. Participants decide to learn of new things through the unknowing and self-awareness or they were learning voluntarily through interaction with people who share space. In other words, they were using physically given space as his own and participating in voluntarily learning activities by motivating new learning.

In an uncertain organizational environment, members are forced to achieve perfection and tend to pursue unrealistic high goals. The purpose of this study was to examine the relationship between the social imperative perfectionism and the silence indicating the activation level of the organization and to identify the mediating role of job burnout. In order to verify the hypothesis, we used data from 423 workplaces in more than 300 companies in various occupations. The questionnaire identified the timing of variables. therefore common method bias was minimized. Positive emotions and negative emotions were used as control variables to clearly test hypotheses between variables. The results of analysis First, social prescribed perfectionism has a positive effect on silence. Second, job burnout showed positive (+) mediating effects between social prescribed perfectionism and silence. This implies that the higher the social prescribed perfectionism characteristic of the members in the organization, the higher the job burnout and the higher the tendency to silence. It can be deduced that the job burnout and silence are increased in the situation where the excellent and differentiated achievement is imposed from the organization and the leader rather than the silence due to the personal emotional state experienced in the organization. Therefore, based on the of the above results, the implications of the research and implications are suggested based on the theory of self – determination theory and the goal - path theory. In addition, the limitation of this study and the direction of future research are suggested.