Jiàoyù zīliào yǔ túshūguǎn xué (Dec 2012)
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
Abstract
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 25 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.
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