Doo Hun Lim

Trainee Perceptions of Factors that Influence Learning Transfer.

The focus of the study was to assess learning transfer made by HRD professionals from a Korean organization for a training program on performance improvement technologies. Results revealed multiple reasons for high or low transfer and provide insights into the design of highly transferable training programs.

Cross Cultural Differences in Online Learning Motivation.

Globalization and technology are two of the many drivers that impact today’s education, locally and internationally. The purpose of the research study was to identify how online learners in Korea and the US perceived online learning motivation differently and what learner characteristics and cultural orientation affected the online learners’ learning motivation. Major findings revealed that there was a significant difference in learning motivation between the US and Korean online learners. The study also discusses how cultural orientation and learner characteristics affected the learning motivation of online learners for each country. Différences interculturelles de la motivation de formation en ligne. La globalisation et la technologie représentent deux conducteurs qui ont l’impact sur l’éducation d’aujourd’hui localement et internationalement. Le but de cette étude de recherche était d’identifier comment les étudiants en Corée et aux Etats‐Unis perçoivent la motivation de formation en ligne différemment et comment les caractéristiques des étudiants et leur orientation culturelle affectent leur motivation de formation en ligne. Les conclusions principales révèlent qu’il y a une différence significante concernant la motivation de formation entre les étudiants en ligne des Etats‐Unis et de Corée. L’étude explique également comment l’orientation culturelle et les caractéristiques des étudiants affectent la motivation de formation des étudiants en ligne pour chaque pays. Unterschiede zwischen verschiedenen Kulturen bei Online‐Lernmotivation. Globalisierung und Technik sind zwei der vielen Antriebe, die die heutige Bildung am Ort und international betreffen. Der Zweck der Forschungsstudie war, herauszufinden, wie Online‐Anfänger in Korea und den USA Online‐Lernmotivation unterschiedlich wahrnehmen, und wie die Anfängermerkmale und die kulturelle Orientierung die Lernmotivation der Online‐Anfänger beeinflussten. Die hauptsächlichen Befunde ergaben, dass es einen signifikanten Unterschied bei der Lernmotivation zwischen den US‐amerikanischen und koreanischen Online‐Anfängern gab. Die Studie erörtert auch, wie kulturelle Orientierung und Persönlichkeitsmerkmale die Lernmotivation von Online‐Lernern in jedem Land beeinflussen.

Training design factors influencing transfer of training to the workplace within an international context

Abstract Numerous research studies on transfer of training within an organisation have been conducted, but seldom found in international settings. In an effort to examine the effect of training design on the transfer of human resource development (HRD) training for a global company, a training project for a Korean organisation was studied. The focus of the study was to examine the learning, transfer, and reasons for impeding or facilitating the training transfer made by the HRD professionals of a Korean organisation. Data analysis results revealed the degree of learning and training transfer and several reasons for high or low transfer of training. Discussions and conclusions were made to help programme designers in global contexts develop effective training programmes for cross-cultural application.

Examining Work Ethic Across Populations: A Comparison of the Multidimensional Work Ethic Profile Across Three Diverse Cultures

The authors examined the measurement equivalence of the Multidimensional Work Ethic Profile (MWEP) across the diverse cultures of Korea, Mexico, and the United States. Korean- and Spanish-language versions of the MWEP were developed and evaluated relative to the original English version of the measure. Confirmatory factor analytic results indicated measurement invariance across samples drawn from each country. Further analyses indicated potential substantive differences for some of the seven subscales of the MWEP across samples. The implications of these findings and directions for future research are presented.

Systemizing Virtual Learning and Technologies by Managing Organizational Competency and Talents

The article presents promising components and practices of virtual learning and technologies and discusses how systemization can be made through managing organizational competency and talents. The main goal is to suggest how technologies should be incorporated within an organization to improve the effectiveness of employees’ learning, performance, and development. For technology implementation and adoption, we also introduce models for examining organizational maturity levels and integrating technologies.We argue that virtual learning and technologies are fundamentally pressing HRD roles to change from experts of learning and development to work solution partners leading and supporting the creation of a smart organization.The article presents promising components and practices of virtual learning and technologies and discusses how systemization can be made through managing organizational competency and talents. The main goal is to suggest how technologies should be incorporated within an organization to improve the effectiveness of employees’ learning, performance, and development. For technology implementation and adoption, we also introduce models for examining organizational maturity levels and integrating technologies.We argue that virtual learning and technologies are fundamentally pressing HRD roles to change from experts of learning and development to work solution partners leading and supporting the creation of a smart organization.

Organizational justice and work engagement: the mediating effect of self-leadership

Purpose – The purpose of this paper is to examine the effect of organizational justice on work engagement and the mediating effect of employees’ self-leadership on this relationship within the Korean organizational context. Design/methodology/approach – Cross-sectional, self-report data on organizational justice, work engagement, and self-leadership were obtained from 237 employees in Korea. Structural equation modeling was mainly used for data analyses. Findings – The results revealed the direct significant effect of organizational justice on both self-leadership and work engagement. Also, self-leadership was found to have a significant effect on work engagement as well as a partial mediating effect on the relationship between organizational justice and employees’ work engagement. Research limitations/implications – The social relations and personal behavioral components were conjointly analyzed to measure organizational justice. Harman’s single factor test and unmeasured latent variable tests were perfo...

Team performance in learning organizations: mediating effect of employee engagement

Purpose – This aim of the current research is to provide empirical evidence for the relationships among several organizational factors affecting team performance improvement, including the learning organization and employee engagement. In addition, the mediating effect of employee engagement was assessed to explain team performance improvement within the supportive learning organization. The target sample consisted of major Korean for-profit firms, and a total of 309 cases were used for data analyses. Structural equation modeling was used along with basic descriptive and multivariate research assumption tests. Results support that cultural aspects of the learning organization in Korean for-profit firms positively and directly affect the employee engagement, whereas cultural aspects of the learning organization positively affect team performance positively and indirectly only through employee engagement, and employee engagement plays a full mediating role in explaining the relationship between the learning...

The translation and development of a short form of the Korean language version of the multidimensional work ethic profile

Abstract The present research seeks to further facilitate a cross-cultural study on the work ethic construct by developing a short version of the Korean language version of the Multidimensional Work Ethic Profile (MWEP). Our research purpose is to provide researchers and practitioners with a short version of the Korean MWEP that can better meet their research needs by providing a thorough assessment of work ethic in a shorter time than the original full version. Results indicate that a shortened version demonstrates psychometric properties similar to the full version and is more practical and efficient to administer.

Work‐family enrichment in Korea: construct validation and status

Purpose – The aim of this study is to validate the Korean version of the work‐family enrichment (WFE) scale and identify the current status of work‐family enrichment of workers within the Korean cultural context.Design/methodology/approach – The authors performed a forward and backward translation procedure to develop the Korean version of the WFE scale, which contains the linguistic equivalence between the two language versions of the WFE scale (English and Korean). Also, both exploratory and confirmatory factor analysis were utilized to test the psychometric fit of the underlying structure of the Korean WFE scale compared with the English version.Findings – The results indicate that the Korean version of the WFE indicates psychometric properties parallel to the English version of the WFE. The findings also include differences in the WFE mean scores for Korean workers based on demographic and work‐related variables.Originality/value – As in the USA, improving the work‐family balance is perceived as a soc...

E-learning methodologies in practice: similarities and differences between North American countries and New Zealand

In this cross-national qualitative study, tertiary instructors from North America (Canada and the USA) and New Zealand were asked to share their perceptions regarding effective e-learning methodologies. The purpose of the research was to identify what similarities and differences in perceptions existed, and what implications, if any, such similarities and differences would have for the development of national and tertiary digital strategies for New Zealand. A comparison of the responses to four primary research questions indicated that while both similarities and differences in perception do exist, the similarities far outweigh the differences.