Learning Organizations and Employees’ Outcomes: A Perspective of Psychosocial Safety Climate

Abstract

Change in organizations becomes an essential element for the attainment of competitive advantage and survival of organizations in a highly competitive environment. This study investigates the direct influence of learning organizations on organizational innovation and affective commitment to change. Moreover, this study also examines the moderating role of psychosocial safety climate between the relationship of learning organizations and organizational innovation and affective commitment to change. 303 permanent employees from the manufacturing and service sectors participated in this study for the data collection purpose, and data was collected by adopting the time-lag technique through a self-administered process. The data analysis was performed using MS Excel, SPSS, and AMOS. The study's findings evidenced the direct influence of learning organizations on organizational innovation and affective commitment to change. Moreover, a higher psychosocial safety climate enhances the organizational innovation and affective commitment to change in learning organizations. The present research findings are helpful for the management of manufacturing and service sector organizations that by utilizing the concept of the learning organization, they can enhance the level of organizational innovation and affective commitment to change. Moreover, the psychosocial safety climate of the organization also plays a vital role in this regard. The present study highlights the importance of learning organizations to enhance organizational innovation and affective commitment to change by modifying their schemata through a psychosocial safety climate.