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The Impact of Continuing Professional Development and Organizational Conflict on Organizational Learning- An Empirical Study of Taiwan’s Information Software Industry
Continuing Professional Development;Organizational Conflict;Organizational Learning
|Issue Date: ||2011-05-26 11:09:42 (UTC+8)|
Following the coming of the “Knowledge Age”, industry is experienced competition of globalization and knowledge. To be effective, organizations must be more adaptable to change. Accordingly, the concept of organizational learning (OL) is becoming increasingly popular. The reason is probably because organizational learning focuses on ‘learning’, which may be regarded as the one and only way for individuals and organizations to survive in the present turbulent environment. Enterprises required employees not only have adaptable ability to work, but also remain up to date and maintain their knowledge and ability that reach to the operation of business forever. Therefore, continuing professional development (CPD) could be considered an implement that supply and expand professional competence, reduce cost, and promote the competition of company. Accordingly, CPD is an important issue to reach organizational learning. Another issue in this study is organizational conflict. Conflicts within organizations not only are inevitable, but also effect knowledge accumulation, learning effect, and satisfaction of person and group. To those issues, this research is based on the perspectives of continuing professional development (CPD) and organizational conflict (OC) to examine the relation between CPD and OC with the performance of organizational learning. Furthermore, this research also studied the continuing professional development as a intermediate factor which between organizational conflict and performance of organizational learning.
The questionnaire surveyed from the members of CICS (Information Service Industry Association of R.O.C) and total 148 questionnaires were collected for data analysis. The results of the analysis indicate that (1) CPD (including organizational commitment, participation, and communication) positively affects the performance of organizational learning. (2)OC (including task conflict and interaction conflict) negatively affects the performance of organizational learning. (3) the continuing professional development are served as a intermediate factor between OC and the performance of organizational learning.
|Appears in Collections:||[資訊管理系(所)] 博碩士論文|
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