Learning organization and readiness to change at Hanjin Shipping Line Malaysia
The environmental forces that stem from the technological advancement, social changes, economic, demographic and changes in consumerism have placed great challenges to the shipping organization and its leaders in ensuring their organizations achieved a first class status in order to be aligned with...
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| Format: | Thesis |
| Language: | eng eng eng eng |
| Published: |
2014
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| Online Access: | https://etd.uum.edu.my/4055/1/s806111.pdf https://etd.uum.edu.my/4055/2/s806111_abstract.pdf https://etd.uum.edu.my/4055/25/s806111-1.pdf https://etd.uum.edu.my/4055/26/s806111-2.pdf |
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| Summary: | The environmental forces that stem from the technological advancement, social changes, economic, demographic and changes in consumerism have placed great challenges to the shipping organization and its leaders in ensuring their organizations achieved a first class status in order to be aligned with other shipping organization. In order to achieve such world class standard, organizations must continually operate in a state of transformation. Therefore, organization management have suggested that Hanjin Shipping Line Malaysia need to develop into a Learning Organization. The purpose of this study is to investigate the relationship between learning organization profile namely learning dynamic, organization transformation, people empowerment, knowledge management and technology application with readiness to change. A total of 175 employees participated in this study. The respondents are employees of Hanjin Shipping Line Malaysia Sdn Bhd, a Malaysia branch of Hanjin Shipping which is Korea's largest and one of the world‟s top ten container carriers. The data was analyzed using “Statistical Package for Social Science” (SPSS) version 15. Descriptive analysis technique using mean was used to analyze the learning organization profile while regression analysis was used to analyze the relationship between learning organization profile and readiness to change. The result indicated that there is a significant relationship between five learning organization profile namely learning dynamic, organization transformation, people empowerment, knowledge management and technology application with readiness to change. Learning dynamic has the highest correlation with r = 0.490, followed by organization transformation with r = 0.257, people empowerment with r = 0.243, technology application with r = 0.167 and lastly knowledge management with r = 0.145. |
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