The Impact of organizational Learning Culture's on Job Satisfaction, Organizational Commitment, and Turnover Intention among Privet sector in Saudi Arabia

Abdelmohsen A Nassani ,Faris Khaled Altuwaijri

doi:10.7176/ejbm/13-8-17

Abstract

Organizational learning culture has positive impact with job satisfaction on the productivity of the organization, this study showed that there is a negative relationship between the organizational learning culture and turnover intention which the employees in the organizations they are not linked ;earning with their intention to leave, we figure out in this study the job satisfaction positively influence organizational commitment this is refer for the employees will have the commitment for their organizations when they have job satisfaction first and organizational commitment has negative relationship with turnover intention, the studies shown that there are employees that could stay in the organization even of they do not have commitment for their organizations. Keywords: Organizational learning culture, job satisfaction, organizational commitment, turnover intention, privet sector and Saudi Arabia DOI: 10.7176/EJBM/13-8-17 Publication date: April 30 th 2021

Highlights

In the last decade, organizational learning has been one of the most widely used and fastest-growing interventions in HRD practice to improve organizational effectiveness (Cummings & Worley, 2005)
Egan et al (2004). demonstrated that a learning culture impacted job satisfaction; in addition, a learning culture was mediated by job satisfaction, with a negative effect on turnover intention
The researchers applied Senge's five learning organization disciplines to explore the relationship between job satisfaction and turnover intention

Summary

Introduction

Organizational learning has been one of the most widely used and fastest-growing interventions in HRD practice to improve organizational effectiveness (Cummings & Worley, 2005). A slew of studies has investigated the theoretical and operational models of an organizational learning culture, as well as their contribution to employee success such as employee satisfaction, organizational commitment, and the likelihood of turnover. A review of the research on the connection between learning organizations and success. Personal know-how and implicit information, according to Drucker (1999a), are not retained inside an organization; rather, workers retain this knowledge. Organizations practitioners have intellectual resources and information capital as reserves. According to Kochanski and Ledford (2001), the expense of losing organizations practitioners is three to six times that of losing an administrative employee

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Results

Conclusion