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The purpose of this study was to investigate the relationships among investment in workplace learning, organizational perspective on human resource development (HRD), organizational outcomes of workplace learning, and organizational performance using the 2005 and 2007 Human Capital Corporate Panel (HCCP) surveys in Korean companies. The conceptual model proposed that investment in workplace learning was assumed to influence organizational outcomes of workplace learning, which affect in turn organizational financial performance. In addition, organizational perspective on HRD was expected to moderate between investment in workplace learning and organizational outcomes of workplace learning.

The results showed a significantly positive relationship between investment in workplace learning and organizational outcomes of workplace learning. The current research also found a significantly positive relationship between organizational outcomes of workplace learning and organizational performance. In addition, the mediating effects of organizational outcomes of workplace learning were identified between investment in workplace learning and organizational performance.

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Although the importance of workplace learning has been recognized in research and practice, there is little empirical support that describes how workplace learning, including both formal and informal learning, is linked to organizational performance. This study investigated the influence of investment in workplace learning on learning outcomes and organizational performance using the 2005 and 2007 Human Capital Corporate Panel [HCCP] survey of South Korean companies. The data were analyzed using structural equation modeling. The study found that investment in workplace learning influences organizational performance through the outcomes of workplace learning. Implications for human resource development research and practice are discussed.

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Purpose: The purpose of this study is to investigate the structural relationships between clan culture, perceived supervisor support, leadership competencies and subjective career success among South Korean female managers. Design/methodology/approach: A structural equation modeling was used to analyze the sixth wave of data from the Korean Women Manager Panel (KWMP) survey by the Korean Women's Development Institute in South Korea. The panel respondents were 1,384 female managers in tenured positions at South Korean companies. Findings: The results showed that clan culture and perceived supervisor support directly influenced female managers' subjective career success and indirectly affected their subjective career success through leadership competencies at the same time.

Research limitations/implications: The respondents' self-report can be a limitation as it can result in inflated outcomes in research findings. Even though no common method bias was found using Harmans' single-factor test, the bias might not be removed completely. The study's limitation includes the panel data and measures from KWMP, which constrained attempts to create constructs for measuring variables more precisely. Originality/value: There is little research on the relationships between leadership competencies and other variables of female managers. The current study expanded the research on female managers' leadership competencies by verifying that the leadership competencies play an important role in the relationships between clan culture, perceived supervisor support and subjective career success. The findings highlight that it is essential for female managers in South Korea to have supportive environments to receive fair treatment, demonstrate leadership competence in organizations and perform challenging tasks.

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Purpose: This study aims to examine the direct effects of job support and the indirect effects of individual career planning on the motivational process of training transfer, which consists of the structural relationship between learning goal orientation, learning motivation, transfer motivation and training transfer. Design/methodology/approach: An online survey was administered to 255 respondents in South Korea, and 252 valid responses were used for analysis. A hypothetical model was examined using a structural equation model and multi-group analysis. Findings: This study found that the synchronous process model of training transfer was well validated in the Korean context; moreover, job support promoted employee motivations that led to their training transfer. In addition, career planning was found to have a moderating role in the relationships explored in this study. That is, when the level of career planning was high, job support directly affected the motivation to transfer, and the link between intrinsic learning orientation and motivation to learn was highly activated compared to the group with a low level of career planning.

Research limitations/implications: This study is limited by the single-dimensional measurement of its constructs, including job support, goal orientation and motivation to transfer. This limitation should be considered when interpreting the study's results. In terms of implications, the study suggests that organizations should help individuals identify their career interests and establish a strategy to achieve their career goals by providing information about specific areas of interest. Originality/value: This study proposes that the motivational mechanisms leading to training transfer are affected by trainees' level of career planning. In addition, the study findings emphasize the importance of organizations' role in guiding individual employees' career planning to facilitate performance through training transfer.

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Purpose: The purpose of this study is to review the definition, perspective, measurement and context of workplace learning and explored workplace learning to identify its role in quantitative research.

Design/methodology/approach: Through an integrative review of the literature, the following four roles that workplace learning has played in these studies were identified: workplace learning as an antecedent, a mediator, a moderator and an outcome.

Findings: This paper synthesized results for workplace learning in 45 studies. A total of 88 variables related to workplace learning were identified after four overlapped variables (autonomy, social support, work engagement and workload) in multiples areas were excluded from a total of 92 variables (56 antecedents, 8 mediators, 7 moderators and 21 outcomes).

Research limitations/implications: Because this study identified four roles of workplace learning (as antecedent, mediator, moderator and outcome), this study did not focus on the process of learning in the workplace. Additional study is needed to investigate how workplace learning can lead to outcomes and how this process can link workplace learning and its consequences.

Originality/value: This paper synthesized the antecedents, mediators, moderators and outcomes for workplace learning by integrating the findings in this study. This provided a comprehensive framework that could be used by researchers to continue the empirical research on this topic to develop the dynamics between individual, group, job and organizational variables on the one hand and workplace learning on the other.

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This detailed research abstract reports on a study which was conducted to find ways to improve procedures for the development of training standards and the components system and thereby to reasonably operate the system of vocational training standards. The abstract provides an overview of the study, the findings of a survey of staff in public and private organisations who had had experience in drafting vocational training plans, and based on the results of the study, outlines principles and measures to improve the system for vocational training standards.

The collection of abstracts is indexed at TD/TNC 72.336 and TD/TNC 72.337; individual abstracts are indexed from TD/TNC 72.338 to TD/TNC 72.391. Show less

Purpose: The purpose of this study is to investigate the structural relationships between protean career attitude, career resilience, proactive career behavior and external employability. Design/methodology/approach: This study sampled 212 training apprentice employees who participated in training programs using a proportional stratified sampling in South Korea. The study tested the research model using structural equation modeling. Findings: This study revealed that protean career attitude influenced external employability through career resilience and proactive career behavior. Career resilience fully mediated the relationship between protean career attitude and external employability and partially mediated protean career attitude and proactive career behavior. Proactive career behavior also mediated the relationship between protean career attitude and external employability.

Research limitations/implications: This study has a limitation by relying on cross-sectional data. In terms of theoretical implications, this study can add new knowledge to the protean career research by demonstrating that the protean career attitude influences perceived external employability through career resilience and proactive career behavior for the sample of young training apprentice employees. Originality/value: This study uncovers the dynamic processes between protean career attitude and perceived external employability. Moreover, this study's sample is significant because training apprentice employees are mostly young in their 20s and 30s with less than three years of working experience and working in small and medium-sized enterprises in South Korea.

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This abstract describes a study that aimed to: (1) identify technological job abilities among core job abilities, (2) identify core job ability areas needing evaluation on certification, and (3) seek ways to certify core job ability areas. Show less

This abstract describes a study that looked for ways to improve the Korean Technology Qualification System (KTQS) for the 21st century with a view to enhancing the nation’s human resources. An analysis of economic and social changes and changes in the world of work directly affected by these changes was run. A review of other nations qualification systems and their responses to change was done. Then KTQS was analysed and the problem areas pinpointed. Nine policy recommendations are then offered for consideration. Show less

This study examines the operating conditions of the home economics curriculum of business high schools that have been recipients of financial support. It analyses the level of satisfaction and demands for the operation of the special curriculum and based on the research findings, proposes plans for the efficient operation of the special curriculum.

The collection of abstracts is indexed at TD/TNC 67.329. Individual reports/abstracts are indexed at TD/TNC 66.307, TD/TNC 66.407 and from TD/TNC 67.330 to TD/TNC 67.361. Show less