Relationships among organizational commitment, job satisfaction, and learning organization culture in one Korean private organization

Abstract

The purpose of this study is to identify dynamic relationships among organizational commitment, job satisfaction, and learning organization culture in a Korean private company. Using a sample of 669 employees from five subsidiaries of a Korean conglomerate, this research found that learning organization culture is moderately and positively related to job satisfaction. In addition, organizational commitment, except for continuance commitment, was found to be moderately and positively related to learning organization culture and job satisfaction. This research enables CEOs and HR practitioners to view organizational commitment, learning organization culture, and job satisfaction as important variables that can be applied in their management, interventions, and practices.

The Dimensions of Learning Organization Questionnaire (DLOQ): A validation study in a Korean context

“…As mentioned above, however, because organizational learning theories and learning organization models are developed primarily in Western cultures, there has been increasing need for validated measurement of the learning organization culture in Korean context. There have been several studies using the DLOQ in the Korean culture (Joo, 2007;Lim, 2003), but no such effort for validation of the DLOQ in the Korean context has been made. We believe this study can respond to the issue.…”

“…Furthermore, several types of subjects have participated in research with the DLOQ, to address applicability to the overall organizational circumstances that lend valid factor constructs of measures including leadership, organizational commitment, organizational creativity, job satisfaction, learning transfer, and so on, in both educational and business settings, both profit and nonprofit (Hernandez, 2000;Joo, 2007;Lim, 2003;McHargue, 1999;Wang, 2005). Table 2 summarizes the cross-cultural validation studies in terms of the scale reliability of the measurement items.…”

“…Some even argued that application of learning HUMAN RESOURCE DEVELOPMENT QUARTERLY • DOI: 10.1002/hrdq organization approaches to many Korean organizations failed because of the absence of culturally validated instruments and the unconditional introduction of Western best practices (Jang et al, 2001;Yoo, 2005). From an academic perspective, even though several studies on the concept of the learning organization and application of the DLOQ have been conducted in Korea, only a few have resulted in structural validation processes to measure acceptability and applicability of the instruments in the Korean culture (Joo, 2007;Lim, 2003). This study can therefore contribute to the organizational learning research in Korea by examining the validity and reliability of the DLOQ as well as the applicability of the instrument in a Korean cultural context.…”

“…The first version of the Korean DLOQ was translated using literal combinations of two doctoral dissertations of Korean colleagues and one conference research article (Joo, 2007;Lim, 2003). The DLOQ (Watkins & Marsick, 1997) has been adapted and translated into Korean through the four steps of scrupulous translation: forward translation, assessment, backward translation, and assessment based on the criteria of clarity, common language, and cultural adequacy (Harkness, van de Vijver, & Mohler, 2003;Presser, Rothgeb, Couper, Lessler, Martin, & Singer, 2004).…”

Organizational Culture and Employee Satisfaction: An Exploratory Study

“…Although it is designed by Weiss et.al in 1967 [9], this scale is still used by many researchers [8]. The MSQ scale is a five-point Likert scale, containing 20 items and each item is scored from 1 to 5 (very dissatisfied, dissatisfied, neither satisfied nor dissatisfied, satisfied, very satisfied).…”