Abstract
Organizational learning is beneficial for the maintenance and development of an organization’s long-term competitive advantages. However, organizational learning can be achieved only through the learning carried out by individual members. Therefore, employees’ learning plays a critical role in companies that pursue sustainable management. E-learning allows employees to learn without any time or space constraints, which strengthens and improves organizational learning capacity. The participants of this study were employees in small and medium-sized enterprises. This study explored and identified the ways in which these employees’ perceived intra-organizational environment (including the organization’s commitment to learning and a competitive psychological climate) affects their learning outcomes through their goal orientations and computer anxiety (CA). A questionnaire was administered to the employees who have used an Enterprise Resource Planning (ERP) e-learning platform. The results indicated that an organization’s commitment to learning and its competitive psychological climate affect e-learning outcomes, with employees’ goal orientations and CA acting as mediator variables. Furthermore, in contrast to past studies, this study found that the organization’s competitive psychological climate could strengthen employees’ learning motivation (i.e., learning goal orientation) and their desire to perform well (i.e., proving goal orientation), thus improving their e-learning outcomes. Finally, the empirical results were used to develop recommendations for high-ranking executives, department managers, and human resource departments.
Highlights
According to Drucker [1], in addition to being a source of competitive advantage, knowledge is the only important resource in the new economic era
Kirkpatrick suggested that the fourth level in the evaluation of training results is the level of results, that is, the final results obtained by the organization from training, which include increased sales, productivity, profit, reduced costs and employee turnover rate, and improved product quality
This study took into account the difficulty of practicing the third- and fourth-level evaluation of learning outcomes in an objective manner due to the following reasons: (1) Data collection requires a lot of time; (2) Fair, impartial, and objective measurement criteria must be established; and (3) With regard to organization level measurements, industry and environment need to be taken into account, and a feasible and objective method must be established in order to measure organizational performance effectively
Summary
According to Drucker [1], in addition to being a source of competitive advantage, knowledge is the only important resource in the new economic era. Talent and knowledge competition is the biggest challenge facing modern companies. Employees are important assets of a company. Effective organizational learning contributes to the development and maintenance of long-term competitive advantage. Organizational learning can be achieved only through the learning of individual members [2]. Organization members’ learning and knowledge accumulation are important sources of an organization’s competitive advantage. Employees’ learning plays a critical role in the sustainable management of companies. E-learning allows employees to learn without any time or space constraints
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