Effect Of Organizational Learning Research Articles

Interprofessional collaboration mediates the relationship between perceived organizational learning and safety climate in hospitals: A cross-sectional study.

Organizational learning (OL) and interprofessional collaboration (IPC) are said to enhance medical safety in hospitals, but the relationship between these variables has not been quantitatively tested. This study examines the mediating effects of IPC on the relationship between OL and safety climate (improvement, compliance, and patient/family involvement). An anonymous self-reporting questionnaire was administered to 1,495 healthcare workers from November 2021 to January 2022. The questions regarded the hospital's safety climate, OL, and IPC. A mediation analysis using structural equation modeling was conducted to examine the mediating role of IPC on the relationship between OL and the three safety climates. The indirect effect was estimated using 2,000 bootstrap samples. Responses from 643 healthcare workers were analyzed. The direct effects of OL were 𝛽 =.74, 75 (p <.001) on improvement and involvement and 𝛽 =0.1 (p >.05) on compliance. The indirect effects of IPC on improvement and involvement were 𝛽 =.14 (95%CI: .00 ∼ .06) and 𝛽 =.37 (95%CI: .04 ∼ .09), respectively. This study determined the mechanisms that enhance a hospital's safety climate, demonstrating that IPC mediates the relationship between OL and improvement and patient/family involvement. However, OL and IPC are not related to compliance.

Analysis of The Role of Affective Commitment As an Intervening Variable in The Relationship Between Effective Reward and Organizational Learning in Advertising Industry

This research aims to analyze the influence of extrinsic reward and intrinsic reward on affective commitment. Primary data, collected through surveys of respondents from the target population, served as the data source. Data collection methods include in-depth interviews, observations, and surveys using questionnaires. The respondents targeted for the survey are employees who have permanent employee status and have worked for at least one year are targeted for the survey. This study employs descriptive research methods. Sampling employed non-probability techniques, such as convenience sampling. The research results revealed a positive and significant impact of both extrinsic and intrinsic rewards on affective commitment. This shows that giving rewards, both in extrinsic and intrinsic form, can increase employee emotional commitment to the company. Apart from that, the results of the analysis also show that affective commitment has a positive and significant effect on knowledge transfer. This emphasizes the importance of having employees with high emotional commitment, because this can increase their ability to share knowledge and information with colleagues. To develop these findings, companies can consider improving reward programs that can increase employee affective commitment, both through extrinsic and intrinsic rewards. Apart from that, companies can also pay attention to other factors that can increase affective commitment, such as a supportive work culture, opportunities for development, and recognition of employee contributions. In this way, companies can create a work environment that supports knowledge transfer and improves overall performance.

Exploring R&D network resilience under risk propagation: An organizational learning perspective

Through the development of a risk propagation model, this paper investigates R&D network resilience under risk propagation from an organizational learning perspective. Drawing from organizational learning theory, we first quantify failure experience in the context of risk propagation. Then a risk propagation model is developed, which is composed of two parts: spontaneous mechanism and propagation mechanism. Finally, we implement agent-based simulation to show how organizational learning and forgetting impact on R&D network resilience and firm vulnerability under risk propagation. Our results show a significant association between organizational learning and both network resilience and firm vulnerability. However, the results differ in different levels of risk. When the propagation probability is low, network resilience can be enhanced through improving the learning ability or decreasing forgetting for both high-vulnerable and low-vulnerable firms. However, in other scenarios, the low-vulnerable firms are more critical to network resilience. Additionally, the impact of firm failure magnitude on enhancing network resilience will gradually decrease with the increase of firm learning rate. Our results will help practitioners understand the effect of organizational learning on R&D network resilience and support decision-making in risk management.

Research on the Influence Mechanism of Artificial Intelligence Capability on Ambidextrous Innovation

With the continuous development and widespread adoption of artificial intelligence (AI) technology, enterprises have realized the importance of possessing artificial intelligence capabilities to enhance organizational performance. However, there is still a relative lack of empirical research on how to build AI capabilities, and how AI capabilities impact organizational innovation performance. Based on the resource-based theory, this study constructs a conceptual model of “AI Capabilities - Organizational Response (Organizational Learning and Organizational Agility) - Ambidextrous Innovation”, exploring the direct impact of AI capabilities on ambidextrous innovation, and the mediating effects of organizational learning and organizational agility, also the moderating role of digital strategy in this linkage. With data from 253 survey questionnaires of Chinese enterprises, the results indicate that: first, AI capabilities have a significantly positive impact on organizational ambidextrous innovation; second, organizations with high levels of organizational learning ability and agility can better leverage AI capabilities to promote the development of ambidextrous innovation; Thirdly, digital strategy has played an active role in regulating the influence path of two-way innovation within the organization and provided sufficient boundary conditions; fourth, The data capability, technological capability, and fundamental resource capability of AI capabilities have differentiating effects on exploratory and exploitative innovations. The findings of this research hold significant theoretical and managerial value for understanding the driving mechanisms of organizational innovation performance in the era of AI.

Analysis Of The Influence Of Work Environment And Learning Culture On Employees' Work Commitment In National Airline Company Garuda Indonesia

The purpose of this study is to examine how organizational learning and work environment affect commitment to the company. Both quantitative and descriptive research methodologies are used in the study. Researchers employed descriptive research in this study. Non-probability sampling was employed in this study, and the sample size was one hundred participants. The author of this study collected data from respondents via questionnaires, interviews, and observation. Multiple regression analyses have been used in this study. The organizational commitment variable is positively and significantly impacted by the independent variables organizational learning and work environment, according to the results of the individual parameter significance test. These findings suggest that factors related to the work environment and effective organizational learning can raise the degree of organizational commitment. The study's findings also demonstrate that organizational dedication is positively impacted by the workplace. Overall, the study's findings point to the need for businesses to focus on and enhance organizational learning in the workplace because doing so can increase workers' organizational commitment. Emphasis on adequate facilities, good learning opportunities, leader support, a comfortable work environment, and interaction between employees can help increase the level of organizational commitment within the company.

HRM practices, organizational learning and organizational performance: evidence from the big four financial services in France

Purpose This paper aims to examine the mediation effect of organizational learning on the link between human resource management (HRM) practices and organizational performance in some Big4 financial services companies. Design/methodology/approach The quantitative methodology was chosen for this research, using resource theory and knowledge-based approach to explain the relationship between latent variables. A sample of 403 HR employees and managers of the companies under study in France was selected in 2022. Structural equations modeling was used based on the Spss-Amos program to test the research hypotheses. Findings The results revealed that organizational learning played a mediating role between HRM practices (hiring, training, motivation and decision-making) and organizational performance and that learning enabled the performance of workers to improve and achieve competitive advantages in this field. Research limitations/implications The sample was based on four international companies working in the field of financial services and consulting and providing their services within France, which may affect the generalisability of the results and limit them to the studied sector. Practical implications The contribution of the study is to improve the awareness of administrators, decision makers and company employees of the importance of organizational learning for companies, and to stimulate motivation to learn and exchange knowledge in a constructive way that enhances organizational performance. Working on organizational culture change through HRM-practices-based learning as an effective mechanism for organizational performance improvement is one implication. These practises influence cadres' attitudes toward their work, which improves their performance. Social implications Working on organizational culture change through HRM-practices-based learning as an effective mechanism for organizational performance improvement is one implication. These practises influence cadres' attitudes toward their work, which improves their performance. Originality/value This study seeks to provide cadres and executives with an in-depth analysis of HRM and organizational learning, which, through its integration of these attributes, can contribute to the earning of knowledge-based competitive advantage and achieve superior and sustainable performance.

Effects of Business Intelligence, Organisation Learning and Innovation on the Performance of Small and Medium Scale Enterprises (SMEs) in South-West Nigeria

Business Intelligence (BI), both in process and product, is one of the methods used by organizations to develop and access useful information or intelligence that can help enhance their performance. This paper therefore evaluates the effect of business intelligence (BI), organizational learning (OL) and innovation (IN) on the performance of SMEs in the South West Nigeria. Ex-post facto design of descriptive survey was adopted for the study. Primary data were collected on SMEs from Southwest Nigeria. A structured questionnaire (r=0.77) was used to elicit information from selected respondents. The sample size of 400 was adopted as derived from Cochran sample size formula out of the population size of 299,401. The data obtained were analyzed using statistical and econometric techniques. The findings from the analysis through logistic regression showed that only Business Intelligent (organization learning and innovation) has a significant influence on firm performance. The study therefore concluded that firm performance could be boosted by the integration of business intelligence, organizational learning and innovation. Hence, it is suggested that Nigerian small and medium scale businesses that are yet to incorporate business intelligence-driven innovation into any part of their production and delivery processes should make a quick effort to do so.

The more ambidexterity the better? The moderating effect of organizational learning between high-performance HR practices and organizational performance.

The objective of this study is to test the directly impact of high-performance HR practices on organizational performance, and the mediating effect of organizational ambidexterity empirically. Moreover, the moderating role of organizational learning in the relationship between ambidexterity and specialization in exploitation or exploration on firm performance has also been examined. Ultimately, we construct a moderated mediation model. Questionnaires were distributed to the target enterprises mainly through the contacts of the research group members, the local management consulting association and the training opportunities for leaders. Finally, a total of 347 CEO questionnaire data were collected from Chinese SMEs. The sample cover Shanghai, Beijing, Chongqing, Jiangsu, Zhejiang, Guangdong, Henan, Sichuan and other eastern and central regions. SPSS 23.0 and AMOS 24.0 were used to analyze the data. The results revealed that high-performance HR practices had a positive effect on organizational performance and that organizational ambidexterity played a partially mediating role between high-performance HR practices and organizational performance. Further, organizational learning moderated the effects of organizational ambidexterity and organizational specificity on firm performance. This study provided valuable practical insights. On one hand, this study provides a concrete operational scheme for SMEs in China to realize organizational ambidexterity by integrating a series of HR practices such as employees' ability, motivation and opportunity. On the other hand, through organizational ambidexterity, firms can not only obtain organizational long-term performance by enhancing their new product R & D capabilities, that is, exploratory innovation, but also utilize their existing resources to improve and expand their existing products and services, that is, to achieve short-term performance by exploitative innovation.

Mediating effects of organisational learning on the relationship between TQM, innovation and business performance: evidence from manufacturing SMEs in Nigeria

Mediating effects of organisational learning on the relationship between TQM, innovation and business performance: evidence from manufacturing SMEs in Nigeria

Örgütsel Öğrenme ve Eleştirel Düşünmenin İç Girişimciliğe Etkisi Üzerine Bir Araştırma

In order for businesses to survive in a competitive environment and adapt to changing environmental conditions, the learning element is inevitable in order to constantly produce innovative and creative ideas. While trying to respond to this change through learning, thanks to the critical thinking of the employees, work processes that prevent change is determined. Organizational learning leads businesses to understand themselves and their environment by improving the critical thinking abilities of the employees and ensures success in the competitive environment by revealing the intrapreneurial abilities of the employees. The aim of this study is to determine whether organizational learning activity and critical thinking skills have an impact on the intrapreneurship tendencies of employees. Within the scope of the study, a questionnaire was applied to the employees working in the textile and automotive sectors operating in the Marmara Region. The obtained data were analyzed with the help of the SPSS statistical program and the LISREL structural equation program. According to the results of the structural equation model, it has been determined that organizational learning and critical thinking have a significant and positive effect on intrapreneurship. Accordingly, the increase in organizational learning and critical thinking levels leads to a positive increase in the intrapreneurship levels of the employees.

Designing an axial code pattern for absorptive capacity of knowledge in academic libraries: examining the effect of individual and organizational learning

PurposeThe purpose of the present study was to identify the conditions that affect the absorptive capacity (AC) of knowledge, discover its consequences and design an AC paradigm pattern in public academic libraries. To do so, AC was investigated at the levels of individual and organizational learning.Design/methodology/approachIn this paper, to answer the three major questions of this qualitative-survey study, the views of 24 experts were examined using an in-depth semi-structured interview and grounded theory strategy. The data were collected using a nonrandom combined targeted sampling procedure (targeted and snowball) and analyzed based on Strauss and Corbin’s (1998) approach and utilizing MAX Qualitative Data Analysis (MAXQDA) software.FindingsThroughout the grounded analytic stages, 121 open codes were identified. These were distributed around the AC axial category in academic libraries in terms of individual and organizational learning. The 33 axial concepts were then categorized into 16 selective general categories. The paradigm pattern was initially designed to explore the relationships between causal, intervening, strategies, context and consequences conditions. The transition from academic libraries to learning organizations, their increased functional value and the development of their innovation were identified as the consequences of AC development.Originality/valueThis qualitative research is the first in the field of Library and Information Science (LIS) to support AC both theoretically and empirically in terms of learning in academic libraries. This study thus not only addresses a key research gap in LIS but also provides significant insights and direction to interested librarians and researchers.

The effect of humble leadership on the success of international development projects: the mediating role of organizational learning

PurposeThe purpose of this paper is to examine the effect of humble leadership on project success. In addition, we examine the mediating effect of organisational learning on the relationship between humble leadership and the success of international development projects.Design/methodology/approachThis study adopted a quantitative research methodology based on questionnaire data collected from 80 international development project managers from different sectors in Senegal (West Africa). The variance-based structural equation method, following the partial least squares approach, was used to test the research hypotheses.FindingsThe results showed that humble leadership is positively related to project success. Furthermore, organizational learning mediates the relationship between humble leadership and project success.Research limitations/implicationsThis research has several limitations. The authors did not examine the role of organizational culture as a moderating variable. However, the authors believe that the cultural variable can have an impact on project success and team building, and future studies should consider this aspect as well. In the African context, each country has its own culture, which may affect the behaviour of the project manager. Also, the authors admit that the sample size is relatively small, which greatly reduces the generalizability of the results.Practical implicationsThese findings have important implications. First, because a project leader’s humility enhances project success, it is critical for development projects to select leaders who demonstrate modest conduct in the workplace. The perfect selection of a humble leader depends heavily on judgements about the characteristics of a humble leader from new project manager candidates.Originality/valueDrawing on conservation of resources theory, this study found that humble leadership is important for project success, thus extending the utility of the concept of humble leadership to the project literature.

The Influence of Organizational Learning and it Capability on Employee Performance Using Knowledge Sharing as a Variable Intervening in the Pasuruan District DPRD Secretariat

The purpose of this study is to investigate the effect of organizational learning, IT capability, and knowledge sharing on employee performance. The population of this study is all employees on the Secretariat of DPRD in the Pasuruan District. The number of population is 121 employees and the sampling method is saturated sampling. Therefore the sample is 121 employees. To determine the effect of organizational learning and information technology capabilities on employee performance by sharing knowledge as a mediating variable, path analysis is used. This study found that organizational learning has a positive and significant impact on knowledge sharing, whereas IT capability does not have a significant effect on knowledge sharing. Organizational learning and IT capability have a significant and positive impact on employee performance. This study also found that knowledge sharing has a significant and positive impact on employee performance.

The Influence of Organizational Learning, Job Stress, and Employee Recognition on Employee Performance at PT. Socfindo Tanah Gambus Gardens

This research aims to determine the effect of organizational learning, work stress and employee recognition on employee performance at PT. SOCFINDO Kebun Tanah Gambus. The influence of organizational learning, work stress and employee recognition will be analyzed partially and simultaneously on employee performance. The form of research used in this research is quantitative research with an associative approach. Sampling was carried out using a purposive sampling technique and used 89 respondents as samples. The results of this research show that the variables of organizational learning, work stress, and employee recognition have a positive and significant effect both partially and jointly (simultaneously) on employee performance. The coefficient of determination test shows that there is a fairly close relationship between organizational learning, work stress and employee recognition on employee performance with an R value of 0.886.

Company Performance Analysis with Organizational Learning as a Mediating Variable Studies on the Metal Industry in Kramat District, Tegal Regency

The metal industry in the Tegal city experiences a severe shock because of technological disruption and the Covid 19 pandemic. However, the metal industry experiences an organizational learning process and some of the industries are still surviving today. This study aimed to determine the effect of Employee Engagement, Knowledge Management and Organizational Learning on the Performance of the Metal Industry in Tegal Regency, especially in Kramat District, Central Java. The population in this study was the metal industry with a total of 121 units with a total workforce of 382 people. Samples were taken by random purposive sampling technique amounting to 78 respondents. The data analysis method used AMOS with PLS Version 3. The results of the study found that Employee Engagement, Knowledge Management, and Organizational Learning simultaneously had a significant effect on organizational performance. Partially, Employee Engagement had a negative and insignificant effect on Organizational Learning and Organizational Performance. Knowledge Management had a positive and significant effect on Organizational Learning. Organizational learning has a positive effect on organizational performance. However, Organizational Learning was not able to Mediate Employee Engagement on Organizational Performance.

Relationship Between Servant Leadership, Leader-Member-Exchange, Organization Learning and Innovative Work Behavior: Evidence From High-Tech Firms

With the growing development of the knowledge economy in recent years, the value of knowledge workers has increased substantially. On the basis of the broaden-and-build theory (B&amp;B theory) and conservation of resources (CoR) theory the aim of this research work is to evaluate the mediating effect of leader-member exchange (LMX) and organizational learning (OL) between servant leadership and knowledge innovative work behavior (IWB). Current study included the participation of 496 knowledge employees from China’s high-tech companies. The responses of the survey were analyzed using MPLS software while utilizing the structural equation modeling method. The findings validated the link between servant leadership (SL) and IWB. In the relationship between SL and IWB, LMX and OL mediated the relationship as parallel mediator. This study discovered a correlation between SL and OL and LMX. In addition, the findings signify that in the Chinese high-tech companies’ SL style augments IWB through the support of OL and LMX. The results of the study are useful for harnessing the leader and member for achieving organizational objectives through enhancing the innovative work behavior in the knowledge workers of Chinese high-tech companies.

Innovative Work Behavior and Islamic Work Ethic: The Role in Improving Employee Performance

The study begins with a research gap on the effect of organizational learning on employee performance based on the theory of planned behavior. This study analyzes the effect of organizational learning in encouraging innovative work behavior and Islamic work ethic to improve the performance of employees in the production department. The population is 1.155 employees of medium small and micro enterprise (MSME) furniture in Ggrobogan Regency. Using the purposive sampling method, this study used 100 respondents. We used multiple linear regression and path analysis using SPSS version 21 software to analyze the data. The result of the study is organizational learning can improve employee performance through innovative work behavior and Islamic work ethic.

Learning capacity and effectiveness in the management of organizational projects

Best practices in project management have been positioned in the organizational field as a suitable alternative to achieve the planned objectives. Learning capacity is one of the most important advantages of any organization, linked to human talent and business culture. This research sought to establish the relationship between organizational learning capacity and effectiveness in the management of the projects executed. In this study, 192 project managers were surveyed. The data were processed through a multivariate factor analysis method with the purpose of specify the relationship between the proposed variables. This research allowed us to understand learning capacity as a multidimensional variable that positively affects project management.

Knowledge management and organizational learning to improve the organizational performance of mines in Indonesia

The mining sector faces a complex dilemma as an economic development agent through social upliftment in places where mining corporations operate. Resource extraction is destructive and non-renewable, making it dirty and unsustainable. To ensure corporate sustainability, this paper examines the effects of knowledge management (KM), organizational learning (OL), and innovation capability (IC) on Indonesian coal mining’s organizational performance (OP). We used factor and path analysis to examine the relationships between the above constructs. After forming a conceptual model, principal component analysis validated the factor structure of a collection of observed variables. Path analysis examined the theories. The hypothesized framework was confirmed, indicating a positive association between constructs. However, due to mining industry peculiarities, IC does not affect organizational performance (OP). This study supports the importance of utilizing people and their relevant skills to improve operational performance. The findings have implications for managers of coal mining enterprises, as they suggest that KM and OL are critical drivers of OP. Managers should focus on creating an environment that facilitates knowledge sharing and learning, as this will help improve their organizations’ performance.

Organizational Learning Berdampak pada Kinerja Karyawan Didukung Kesiapan Berubah Karyawan Sub Direktorat Komersial dan Hubungan Pelanggan PDAM Surya Sembada Surabaya

This study aims to measure the effect of organizational learning on employee performance through readiness to change. Quantitative research methods by taking samples with non-probability sampling and purposive sampling technique methods as many as 50 employees. Data analysis technique with Smart PLS software with hypothesis testing using PLS-based SEM. The results showed that organizational learning and change readiness had an effect on employee performance at PDAM Surya Sembada Surabaya, organizational learning had an effect on change readiness and had an effect on employee performance through change readiness. In conclusion, the higher organizational learning is done, can improve employee performance and change readiness. Thus several existing programs and training related to employee performance need to be improved to improve human resources, so as to reduce customer complaints. Employees are also encouraged to have the ability to implement the desired changes and complete work within the target time through human resource development programs and organizational learning.&#x0D; Keywords: Employee Performance, Organizational Learning, Readiness to Change.