Learning Organizations and Innovation Mediated by Job Satisfaction

Rania Abdel Razzaq Allouzi

doi:10.11648/j.ijber.20180701.12

Abstract

The purpose of this research is to investigate whether job satisfaction plays a mediating role in the relationship between learning organization and organizational innovation. To perform this research, questionnaires were used to collect data from 20 insurance companies in Jordan listed on the Amman Stock Exchange. Data were analyzed using the Statistical Package for Social Sciences, with descriptive analysis used to obtain general information about the employees and linear regression analysis used to test the research hypotheses. The results of this research indicate that learning organization positively impacts job satisfaction, that job satisfaction has a significant impact on organizational innovation, and that learning organization has a significant impact on organizational innovation. Further, job satisfaction was found to play a mediating role in the relationship between learning organization and organizational innovation. This research’s findings suggest that insurance companies that operate as learning organizations and seek improvements in their innovativeness should take employee job satisfaction into account. This research is important for companies seeking to improve the innovativeness of their employees. It shows that this can be encouraged by becoming a learning organization and concurrently improving employees’ job satisfaction.

Highlights

IntroductionKnowledge-intensive organizations rely heavily on innovation for their survival [3]
Today, organizations are operating in complex, dynamic, and competitive environments [1]; they are regularly confronted by challenges related to the impact of globalization, technology, and economic factors, and this has created a need for innovative solutions [2].In particular, knowledge-intensive organizations rely heavily on innovation for their survival [3]
With regard to hypothesis H2, which states that learning organization has a significant impact on organizational innovation, the results showed that the direct impact of independent variable (IV) on dependent variable (DV) is both positive and significant (R = 0.796, R2 = 0.634, β = 0.863, p-value = 0.000); hypothesis H2 is supported

Summary

Introduction

Knowledge-intensive organizations rely heavily on innovation for their survival [3]. It has been found that knowledge-promoting environments increase the innovative prospects of employees, and, as a result, establishing such environments has become a priority for all organizations [4]. The significance of fostering a learning organization was first recognized in 1965 [5]. Innovation is a critical capability for organizations, since success through the creation of novel goods is a source of growth, and this can result in increased sales, profits, and a competitive advantage [8,9]. Learning organizations are better able to detect opportunities and recognize trends in the surrounding environment than their competitors, which results in greater products/services and performance [11]. Competitive organizations rely on the support and contributions of their employees [12] maintaining employee job satisfaction is essential for organization’s success, competitiveness, and effectiveness [13]

Objectives

Methods

Results

Discussion

Conclusion