大學校院圖書館組織學習文化與組織績效關係之研究

A Study on the Relationship between Organizational Learning Culture and Organizational Performance in Taiwan's University and College Libraries

10.6120/JoEMLS.2012.502/0516.RS.AM

于第(Ti Yu)；陳昭珍(Chao-Chen Chen)

組織學習文化 ； 學習型組織 ； 組織績效 ； 圖書館 ； 大學校院 ； Organizational learning culture ； Learning organization ； Organizational performance ； Library ； University and college

教育資料與圖書館學

50卷2期（2012 / 12 / 01）

173 - 200

繁體中文

本研究利用「學習型組織構面問卷」（DLOQ），向全國162所大學及技職校院館員發放810份問卷，於2012年6月初至7月31日，共回收478份問卷，回收率約為59%。研究發現：1.大學校院館員對於圖書館組織學習文化各構面的認同程度，依序是：「促進探詢與對話」、「提供學習策略領導」、「連結組織與外在環境」、「鼓勵合作與團隊學習」、「授權員工朝向共同願景」、「建立獲得和分享學習機制」與「創造持續學習機會」；2.大學校院館員對於圖書館組織績效普遍給予還算不錯的評價；3.不同的圖書館屬性、館員職務及任職年資對於圖書館組織學習文化之認同程度有所不同；4.「創造持續學習機會」、「建立獲得和分享學習機制」和「提供學習策略領導」等三項組織學習文化構面，對「組織績效表現」有顯著正向影響。

Most of the college and university libraries in Taiwan always pay much attention on their staff training and give highly support on their staff learning through various workshops or conferences. However, can these learning activities bring positive influence to performance and effectiveness in a library organization? And, whether library staff members recognize the importance of organizational learning culture in Taiwan’s colleges and universities? Based on above mentioned questions, this study designed a survey questionnaire mainly according to the constructs of DLOQ. The population for this study includes all university and college libraries in Taiwan, a total of 162. 810 questionnaires were sent out in total for this study. Finally, a total of 478 library employees responded resulting in an overall response rate of 59%. The main findings of this study including: 1. Regarding the perceived value of organizational learning culture among college and university library staff in Taiwan, the dimension of ”promoting inquiry and dialogue” is in the lead, followed by the dimensions of ”providing strategic leadership for learning”, ”connecting the organization to its environment”, ”encouraging collaboration and team learning”, ”empowering people toward a collective vision”, ”creating system to capture and share learning”, and ”creating continuous learning opportunity”. 2. Most library staff showed quiet good command on the improvement of organizational performance. 3. Different characteristics of library staff did vary in different perceived levels to organizational culture, such as attribute of library, position of job, and years of service. 4. The three organizational cultural dimensions of ”creating continuous learning opportunity”, ”creating system to capture and share learning”, and ”providing strategic leadership for learning” have a significantly positive effect on organizational knowledge performance. 5. The three dimensions of ”creating continuous learning opportunity”, ”create system to capture and share learning”, and ”providing strategic leadership for learning” have a significantly positive effect on organizational extrinsic performance.

1. Chung, Y. Y.(2009).Learning organization, typologies of learning pattern and their links to organizational performance for knowledge-intensive organization.Journal of e-Business,11(1),51-94.
   連結：
2. 杜佩蘭、曾榮豐、黃英忠、施瑞峰(2009)。領導行為、組織學習與組織認同關係之研究。管理實務與理論研究，3(1)，45-67。
   連結：
3. 邱天佑(2007)。企業組織文化對組織績效之影響：以組織學習為中介變數。大漢學報，22，37-54。
   連結：
4. ISO11620 (1998). Information and Documentation-library performance Indicators..
5. Auster, E.,Chan, D. C.(2003).The library as a learning organization and the climate for updating in period of rapidly changing technologies.Proceedings of ASIST,40,158-163.
6. Barrie, J.,Pace, W.(1998).Learning for organizational effectiveness: philosophy of education and human resource development.Human Resource Development Quarterly,9(1),39-54.
7. Chen, K. N.(2006).Library evaluation and organizational learning: a questionnaire study.Journal of Librarianship and Information Science,38(2),93-104.
8. Cook, C.(2001).LibQual+TM: service quality assessment in research libraries.IFLA Journal,4,264-268.
9. DiBella, A. J.,Navis, E. C.(1998).How organization learn: An integrated strategy for building learning capacity.California:Jossey-Bass, Inc..
10. Dodgson, M.(1993).Organizational learning: a review of some literature.Organizational Studies,14,375-394.
11. DuMont, R. R.(1980).A conceptual basis for library effectiveness.College and Research Libraries,41(2),105.
12. Ellinger, A. D.,Ellinger, A. E.,Yang, B.,Howton, S. W.(2002).The relationship between the learning organization concept and firms' financial performance: an empirical assessment.Human Resource Development Quarterly,13,5-21.
13. Evans, S.(1998).Revisiting the learning organization.Work Study,47(6),201-203.
14. Garvin, D. A.(1993).Building a learning organization.Harvard Business Review,1993(July-August),78-91.
15. Gieseck, J.,McNeil, B.(1999).Core competencies and the learning organization.Library Administration & Management,13(3),158-166.
16. Gill, S. J.(2009).Developing a learning culture in nonprofit organizations.Thousand Oaks, CA:SAGE.
17. Haley, Q. K.(2010).Northern Illinois University.
18. Imran, M.,Rizvi, S. H. M.,Ali, B.(2011).Impact of organizational learning on organizational performance.International Journal of Academic Research,3(4),424-427.
19. Jenlink, P. M.(1994).Using evaluation to understand the learning architecture of an organization.Evaluation and Program Planning,17(3),315-325.
20. Kuchinke, K. P.(1993).Managing learning for performance.Human Resource Development Quarterly,6(3),307-316.
21. Kumar, N.,Idris, K.(2006).An examination of educational institutions' knowledge performance: analysis, implications and outlines for future research.The Learning Organization,13(1),96-116.
22. Langer, A. M.(2005).IT and organizational learning: managing change through education and technology.New York:Routledge.
23. Marsick, V. J.,Watkins, K. E.(2003).Demonstrating the value of an organization's learning culture: the dimensions of the learning organization questionnaire.Advances in Developing Human Resources,5(2),132-151.
24. McShane, S. L.,Von Glinow, M. A.(2010).Organizational behavior.Boston:McGraw-Hill.
25. Nunnally, J. C.(1978).Psychometric theory.New York:McGraw-Hill.
26. Preskill, H.(1994).Evaluation's role in enhancing organizational learning: a model for practice.Evaluation and Program Planning,17(3),291-297.
27. Rowley, J.(1997).The library as a learning organization.Library Management,18(2),88-91.
28. Selden, G.(1998).Athens, GA,University of Georgia.
29. Self, J.(2003).From values to metrics: implementation of the balanced scorecard at a university library.Performance measurement and metrics,4(2),57-63.
30. Shanghnessy, T. W.(1990).Assessing library effectiveness.Journal of Library Administration,12,2-3.
31. Watkins, K. E.,Marsick, V. J.(1992).Building the learning organization: a new role for human resource developers.Studies in Continuing Education,14(2),115-129.
32. Watkins, K. E.,Marsick, V. J.(1996).In action: creating the learning organization.Alexandria, VA:ASTD Press.
33. Watkins, K. E.,Marsick, V. J.(1993).Sculpting the learning organization: lessons in the art and science of systematic change.San Francisco, CA:Jossey Bass.
34. 吳明憲(2006)。碩士論文(碩士論文)。屏東縣，國立屏東教育大學教育行政研究所。
35. 彼得．聖吉、郭進隆譯(1994)。第五項修練：學習型組織的藝術與實務。台北市:天下。
36. 連雅慧(2002)。學習型組織構面與組織績效：以台灣科技公司為例。商管科技季刊，4，337-358。
37. 陳雪華(2009)。,未出版
38. 劉安欽、劉春初、吳振維(2011)。組織學習、策略導向、創新與組織績效關係之研究。台灣首府大學學報，2，97-124。
39. 盧秀菊(1999)。圖書館之績效評估。中國圖書館學會會報，71，1-19。