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Organizational learning culture, innovative culture and innovations in South Korean firms

机译：韩国企业的组织学习文化，创新文化和创新

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The aim of this paper is to present and test a model of innovativeness improvement based on the impact of organizational learning culture. The concept of organizational learning culture (OLC) is presented and defined as a set of norms and values about the functioning of an organization. They should support systematic, in-depth approaches aimed at achieving higher-level organizational learning. The elements of an organizational learning process that we use are information acquisition, information interpretation, and behavioral and cognitive changes. Within the competing values framework OLC covers some aspects of all four different types of cultures: group, developmental, hierarchical, and rational. Constructs comprising innovativeness are innovative culture and innovations, which are made of technical (product and service) and administrative (process) innovations. We use data from 201 Korean companies employing more than 50 people. The impact of OLC on innovations empirically tested via structural equation modeling (SEM). The results show that OLC has a very strong positive direct effect on innovations as well as moderate positive indirect impact via innovative culture.
机译：本文的目的是基于组织学习文化的影响，提出并测试一种创新性改进模型。组织学习文化（OLC）的概念被提出并定义为关于组织运作的一组规范和价值观。他们应支持旨在实现更高层次组织学习的系统，深入的方法。我们使用的组织学习过程的要素是信息获取，信息解释以及行为和认知变化。在竞争性价值框架内，OLC涵盖了所有四种不同类型文化的某些方面：群体，发展，等级和理性。包含创新的构造是创新文化和创新，它们由技术（产品和服务）和管理（流程）创新组成。我们使用来自201家拥有50多名员工的韩国公司的数据。 OLC对创新的影响通过结构方程模型（SEM）进行了经验检验。结果表明，OLC对创新具有非常强的积极直接影响，并且通过创新文化具有中等程度的积极间接影响。

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