Effect Of Organizational Learning Research Articles

The effect of organizational learning and knowledge management innovation on SMEs’ technological capability

Organizational learning and knowledge management innovation are context- specific and they can influence SME’s technological capability effectively. We defined knowledge management innovation as a two-stage process: adoption and implementation of a managerial practice, process, or tool that is new to the firms and is intended to enhance the firms’ knowledge management efficiency. Then we constructed a conceptual model to discuss the relationship among organizational learning, knowledge management innovation and technological capability. We proposed that the effects of organizational learning were not only curvilinear but also differential across knowledge management innovation adoption and implementation process. The findings supported the hypotheses that (1) exploitative learning and exploratory learning had increasingly positive effects on knowledge management innovation; (2) knowledge management innovation had an inverted U relationship with technological capability; and (3) when exploitative learning was high, more knowledge management innovations were associated with better technological capability, but explorative innovation had insignificant moderating effects in knowledge management innovation implementation process.

The Impact of Supportive Work Environment, Trust, and Self-Efficacy on Organizational Learning and Its Effectiveness: A Stimulus-Organism Response Approach

This study examines the relationship among management and peer support, trust, self-efficacy, organizational learning, and organizational effectiveness. Within organization, supportive work environment plays a significant role in the establishment of employees' learning process. The causal design is used to analyze the impact of supportive work environment on employees' psychological influence (i.e. trust and self-efficacy) and organizational learning. The nature of the study is cross-sectional with convenience sampling technique. Data is collected from employees of 400 banks located at twin cities i.e. Islamabad and Rawalpindi through self-administered questionnaire. Data was analyzed through Structural Equation Modeling (SEM) through maximum likelihood. Finding indicates that top-management and co-worker support (i.e. stimulus) had significant positive impact on employee's trust and self-efficacy (i.e. organism) and organism acts as mediator between stimulus and response. Moreover, employees' trust (cognitive/emotional), and self-efficacy had significant positive impact on organizational learning and organizational effectiveness (i.e. response). Bank managers, industry associations, training providers, and research institutions may use findings to bring improvements in organizational learning mechanisms and employee behaviors to enhance the overall effectiveness of the organizations.

Effects Of Organizational Trust On Organizational Learning And Creativity

Background:In the knowledge economy era, the competitive advantage of an enterprise is established on intangible resources and capability. Trust allows individuals acquiring and exchanging intellectual capitals, especially in ambiguous and uncertain situations, and knowledge exchange relies on the existence of trust. Different from past other industries, hi-tech industry stresses on intangible assets, endeavors to transform real assets into valuable knowledge, and manage and create “intellectual property” based on value for specific operating performance of an enterprise.Material and methods:This study therefore discusses the effect of organizational trust on organizational learning and creativity in hi-tech industry. Aiming at Mawei Hi-Tech Park in Fujian Province, 500 supervisors and employees are distributed the questionnaire and 373 valid copies are retrieved, with the retrieval rate 75%.Results:The research results show 1.positive and significant effects of organizational trust on organizational learning, 2.positive and remarkable effects of organizational learning on creativity, and 3.positive effects of organizational trust on creativity.Conclusions:It is expected to propose suggestions, based on the results, for the promotion of intellectual capitals in hi-tech industry.

MODEL OF IMPROVING PERFORMANCE THROUGH HUMAN CAPITAL, ORGANIZATIONAL LEARNING AND SOCIAL CAPITAL IN THE REGIONAL SECRETARIAT OF SEMARANG REGENCY GOVERNMENT

The purpose of this study is to analyze the effect� of human� capital� on social capital, the effect of human capital on performance capital, the effect of organizational learning on social capital, the effect of organizational learning on performance, and the effect of social capital on performance. While the benefits of this research include theoretical benefit i.e. the development of human resource management theory, especially related to the assessment of problems affecting service professionalism, while the practical benefits are able to give results that can be used by leaders to design human capital, learning organization and social capital so that the organization�s goals can be achieved. The research was explanatory research, i.e. research that explains the effect of independent variables on dependent variable. The population in� this research was employee in the Regional Secretariat of Semarang Regency Government involving 170 people. The sample of research was determined using purposive sampling, i.e. employees who have working period> 2 years, so that it was obtained as many as 120 employees as samples. The data were collected by using questionnaires, while data analysis was conducted by using SEM analysis. The result of analysis showed that there is influence of human capital on social capital, influence of human capital on performance capital, influence of organizational learning on social capital, influence of organizational learning on performance, and influence of social capital on performance. Equation model also has fulfilled the criterion of goodness of fit. Based on the result of the research, it can be concluded that human capital has an effect on social capital, human capital has an effect on performance, organizational learning has an effect on social capital, organizational learning has an effect on performance and social capital has an effect on performance.Keywords : Human Capital, Organizational Learning, Social Capital, Performance

The Effects of Organizational Learning on International Growth: Conceptualization and Propositional Development

It is widely accepted that a key driver of a firm’s international growth is its knowledge on how to compete in foreign markets. Many firms, however, have attained substantial growth in foreign markets even though they have had little prior direct experience in those markets. Based crucially on the knowledge-based view and the organizational learning theory, the present study conceptualizes international firms’ learning and develops propositions that may explain both the effects of direct learning of cultures and economies in other countries and the effects of indirect learning from the experience of other firms on the success of international market expansion. The current study proposed that experiential knowledge with respect to culture and economy positively moderates the effects of those drivers on the success of firms’ international market expansion. In addition, the importance of indirect learning is highlighted in explaining the international growth of firms. Finally, this manuscript is concluded with a discussion of important implications for theory and practice by emphasizing the roles of experiential knowledge and indirect learning from competitors and interfirm relationships and with the limitations of the present study and the directions of future research.

MODEL PENINGKATAN KINERJA SUMBER DAYA MANUSIA MELALUI ORGANIZATIONAL LEARNING DAN DONATING KNOWLEDGE SERTA COLLECTING KNOWLEDGE

This study aims to determine the effect of organizational learning and knowledge Donating andcollecting knowledge on teacher performance in SMA Islam Sultan Agung 1 Semarang. In thisstudy proposed several variables, namely organizational learning as independent variables,the performance of human resources as the dependent variable, as well as collecting Donatingknowledge and knowledge as an intervening variable. This type of research in this study isexplanatory research and using research methods to the census of 60 teachers in SMA IslamSultan Agung 1 Semarang. The first phase tested the validity and reliability questions foreach variable. The second stage regression test organizational learning, knowledge donatingand collecting knowledge on teacher performance. The results in this study were all positivesignificant variable, except for the variable of organizational learning negatively influencesignificantly to the performance of human resources in SMA Islam Sultan Agung 1 Semarang.Keywords: Organizational Learning, Knowledge Donating, Knowledge Collecti ng,Performance Human Resources

The Effect of Success Factors of Corporate Knowledge Management on Business Fidelity and Organization Performance: focusing on the mediating effect of organizational learning

The Effect of Success Factors of Corporate Knowledge Management on Business Fidelity and Organization Performance: focusing on the mediating effect of organizational learning

Impact of total quality management on organisational performance: exploring the mediating effects of organisational learning and innovation

Total quality management involves integrated and dynamic processes. Previous researchers have endeavoured to examine the relationship between TQM and organisational performance by untangling the major components of the TQM, such as learning capabilities and process and product innovations. However, past studies have neglected to examine the mediating impact of both organisational learning capabilities and innovations on the relationship between TQM and organisational performance. In the present research we explored the mediating impact of organisational learning and innovations on the TQM-performance relationship. Our results revealed that TQM has a positive and significant association with both organisational learning and innovations. Moreover, organisational learning and innovations were positively and significantly associated with organisational performance. Findings also revealed that TQM-performance is greater when mediated by learning and innovation compared to direct influence of TQM on organisational performance.

Impact of total quality management on organisational performance: exploring the mediating effects of organisational learning and innovation

Impact of total quality management on organisational performance: exploring the mediating effects of organisational learning and innovation

Modelling effectiveness of organisational learning: an interpretive structural modelling technique

Although organisational learning theory and practice has been studied by the practitioners and scholars over the past several years, there is much to be explored regarding interactions between variables related to organisational learning. Learning starts from individuals and ultimately forms the basis of organisational learning. In the present paper, interrelationship of variables related to effective organisational learning has been studied using interpretive structural modelling. The model aims to identify the strategic and performance variables so that their role dominance can be identified. Further these variables have been categorised according to their driving power and dependence.

An Experimental Investigation of the Mediating Effect of Organizational Learning on Transformational Leadership and Organizational Resilience

Transformational Leadership as an essential component of organizations plays highly supportive role in sustaining organizations’ performance during disastrous conditions through development of organizational resilience. The research study investigates the effect of transformational leadership on organizational resilience with an intervening role of organizational learning as mediator. The study being quantitative exploration involves primary data collection from managerial level employees working in NGOs operating in Lahore, Pakistan, using survey questionnaire. The results of the study lead to conclude that transformational leadership has a direct positive effect on development of resilient NGOs, but the indirect effect, involving organizational learning as mediator, is insignificant. Therefore, under crisis contingencies, transformational leaders tend to support individuals and organizations in order to respond and recover from losses, through motivation, inspiration and provision of strong vision rather than promoting learning and enhancing intellectual resources of the organizational members.

The Cost, Quality and Spillover Effects of Specialization Strategies in Hospitals An Analysis of the Patient's Value Chain

High-powered reimbursement systems such as capped budgets or prospective payment systems offer powerful incentives to hospitals to reduce their expenses, particularly in high cost areas such as operating rooms (ORs). Specialization is one prominent response strategy to such pressures. This study aims to explore how isolated specialization-based cost-reduction strategies in high cost areas affect the entire value chain. Our proxy for the follow-up costs of a patient’s case – and therefore of the value chain as a whole – is the probability of a patient experiencing a complication in the post anesthesia care unit (PACU). We focus on a specialization strategy that may result in individual (isolated) and/or organizational learning effects in the OR and/or lower costs from economies of scale. We found that this economic response strategy and short-term quality offered our hospital strategic complements, as specialization increased quality by reducing the probability of complications in the PACU, thus lowering follow-up costs. Notably, this finding held for both specialized and other types of surgery, which suggests the presence of spillover or organizational learning effects, thus confirming a decrease in overall costs by reducing overall follow-up costs. Thus, we find no evidence that specialization-based cost-reduction strategies threaten the overall development of value chain costs.

He Impact of transformational leadership: Focused on the moderating effect of learning organization

he Impact of transformational leadership: Focused on the moderating effect of learning organization

The Effect of Learning Organization and Servant Leadership on Child-Centered Teaching Behavior with the Mediating Role of Knowledge Sharing in Education of Chanthaburi Diocese Schools

Teachers play an extraordinary role in making the future of students. The objectives of this research were to confirm the causal model of child-centered teaching behavior in education of Chanthaburi diocese schools and study the effect of learning organization and servant leadership on child-centered teaching behavior with the mediating role of knowledge sharing in education of Chanthaburi diocese schools. This study employed a linear structural relationship model (Lisrel). The research sample consisted of 852 teachers from 13 Chanthaburi diocese schools obtained by Proportional stratified random sampling. The research instrument was collected by using the Six-point Summated Rating Scale questionnaires. The questionnaire items were on personal factors, learning organization scale, questionnaire items on servant leadership, questionnaire items on child-centered teaching behavior, and questionnaire items on knowledge sharing. Statistics employed for data analysis were the percentage, mean, standard deviation, Pearsons Correlation Coefficient, multiple regression analysis and the linear structural relationship model (Lisrel). The research finding indicated the effect of learning organization and servant leadership on child-centered teaching behavior with the mediating role of knowledge sharing in education of Chanthaburi diocese schools. Therefore, this study recommends to further predict the servant leadership in other types of the Catholic Schools.

A Study on the Effect of Job Burnout on the Learning Organization Activities

본 연구는 의도하지 않게 발생할 수 있는 직무소진이 조직 내 학습조직활동에 어떠한 영향을 주는가를 연구하고자 하는 것이었다. 연구의 결과, 첫째, 학습조직활동 중 지속학습 기회제공에 영향을 미치는 독립변수는 정서적 탈진이 부(-)의 영향관계가 있는 것으로 분석되었다. 즉, 정서적 탈진이 낮을수록 지속적인 학습의 기회제공이 더 높아진다고 볼 수 있다. 하지만 개인성취감 감소는 지속학급 기회제공에 에 유의한 영향을 미치지 않은 것으로 나타났으며, 이는 학습조직활동의 모든 종속변수에 영향을 미치지 않는 것으로 분석되었다. 둘째, 학습조직활동 중 연구와 대화 활성화에 영향을 미치는 독립변수는 정서적 탈진이 부(-)의 영향관계가 있는 것으로 분석되었다. 즉, 정서적 탈진이 낮을수록 연구와 대화 활성화가 더 높아진다고 볼 수 있다. 셋째, 학습조직활동 중팀 학습 조직화에 영향을 미치는 독립변수는 정서적 탈진이 부(-)의 영향관계가 있는 것으로 분석 되었다. 즉, 정서적 탈진이 낮을수록 팀 학습 조직화가 더 높아진다고 볼 수 있다. 넷째, 학습조직 활동 중 지식공유 시스템에 영향을 미치는 독립변수는 정서적 탈진이 부(-)의 영향관계가 있는 것으로 분석되었다. 즉, 정서적 탈진이 낮을수록 팀 지식공유시스템이 더 높아진다고 볼 수 있다. 다섯째, 학습조직활동 중 자율 역량 활동에 영향을 미치는 독립변수는 정서적 탈진이 부(-)의 영향관 계가 있는 것으로 분석되었다. 즉, 정서적 탈진이 낮을수록 자율 역량 활동이 더 높아진다고 볼 수있다. 여섯째, 학습조직활동 중 조직과 환경 상호 연계에 영향을 미치는 독립변수는 정서적 탈진이 부(-)의 영향관계가 있는 것으로 즉, 정서적 탈진이 낮을수록 조직과 환경 상호 연계가 더 높아 진다고 볼 수 있다. 일곱째, 학습조직활동 중 전략적 학습 리더십에 영향을 미치는 독립변수는 정서적 탈진이 부(-)의 영향관계가 있는 것으로 분석되었다. 즉, 정서적 탈진이 낮을수록 전략적 학습 리더십이 더 높아진다고 볼 수 있다. 본 연구의 시사점은 학습조직을 잘 구축하고 교육의 효과 성을 향상시키기 위해서는 직무소진을 줄일 수 있도록 조직은 노력을 해야 할 것이다. 결국 직무 소진이 되지 않도록 선행적인 관리가 중요할 것이다.This study examines the effects of burnout on learning organization activities. The results of this study show that, first, among learning organization activities, the provision of continuous learning opportunities is negatively associated with emotional exhaustion, the main independent variable in this study. Individuals who feel less emotionally exhausted tend to be given more opportunities for continuous learning. However, the study signifies that reduced personal achievement does not have a meaningful impact on continuous learning opportunities, as well as all the other dependent variables of learning organization activities. Second, among learning organization activities, research and dialogue facilitation is negatively correlated with emotional exhaustion (independent variable), which means that individuals who feel less emotionally exhausted are more encouraged to conduct research and dialogue. Third, among learning organization activities, learning organization effectiveness has a negative relationship with emotional exhaustion (independent variable). A team of members with less emotional exhaustion is more likely to be transformed into a learning organization. Fourth, among learning organization activities, a knowledge sharing system is negatively associated with emotional exhaustion (independent variable). The less emotional exhaustion team members feel, the better knowledge sharing system could work within the team. Fifth, among learning organization activities, self-competence is negatively correlated with emotional exhaustion (independent variable). When individuals feel less emotionally exhausted, they are more likely to be engaged in self-competence activities. Sixth, among learning organization activities, mutual relationship between an organization and the environment is negatively associated with emotional exhaustion (independent variable). When organizational members feel less emotionally exhausted, the mutual relationship between their organization and the environment in which they operate can be enhanced. Finally, among learning organization activities, strategic learning leadership is negatively correlated with emotional exhaustion (independent variable). When members of an organization feel less emotionally exhausted, strategic learning leadership can be enhanced within the organization. Finally, company sould prepare the precedence of burnout management.

The Effects of Organizational Learning on Job Satisfaction among Firefighters

본 연구는 소방공무원의 직무만족에 영향을 미치는 요인을 발굴하기 위해 조직학습, 리더십, 조직몰입의 변수를 중심으로 분석하였다. 열악한 환경에서 소임을 다하는 소방공무원의 직무만족의 개선을 위해서 필요한 요인으로 조직학습, 리더십, 조직몰입 변수 모두 영향을 미치는 것으로 나타났으며, 보다 구체적으로 살펴보면 조직학습의 활용도, 비전제시의 리더십과 갈등해결의 리더십, 마지막으로 조직몰입으로 드러났다. 흥미로운 점은 직렬에 따라 영향 요인간 차이가 발생하였다는 점이다. 화재진압의 직렬은 조직학습의 활용도와 조직몰입의 변수가, 구조⋅구급 직렬은 비전제시의 리더십과 조직몰입의 변수가 직무만족에 영향을 미치는 것으로 나타나 직렬간 상이한 결과가 나타났다. 이는 소방공무원의 인력관리에 있어서 매우 중요한 함의가 있을 것으로 보인다. 즉, 소방공무원의 직무만족도 개선을 위해 다양한 개선방안이 모색되어야 하며, 소속 직렬에 따라서도 맞춤형 방안을 개발해야 할 것이다.

Assessing the Factors Influencing Service Innovation Capabilities and Performance

Innovation has been recognized as a central source of business growth and a key determinant of competitive advantage for many organizations. This paper seeks to address two main objectives. The first objective is to examine the direct effect of organizational structure (i.e. centralization and formalization), transformational leadership, organizational learning and customer orientation on innovation capabilities. The second objective is to examine the effect of innovation capability and organizational performance. Findings show that customer orientation, organizational learning, and transformation leadership had significant positive effects on innovation capability. The results further show that innovation capability had a significant impact on organizational performance.

A Study on the Effects of Learning Organization and Professionalism in Social Welfare Institutions on Organizational Efficacy

A Study on the Effects of Learning Organization and Professionalism in Social Welfare Institutions on Organizational Efficacy

Learning through foresight

PurposeThis paper aims to investigate how and why foresight may affect individual and organizational learning.Design/methodology/approachThis paper builds on prior research through a qualitative study with 13 foresight practitioners.FindingsThis paper derives four broad foresight capabilities that are underpinned by a number of interdependent factors and relates those to the wider literature on individual and organizational learning.Practical implicationsPractitioners may use this paper’s findings to enhance any individual and organizational learning effects of foresight activities. Deriving four broad foresight capabilities via a range of interdependent factors may assist practitioners with evaluating and/or enhancing the effectiveness of these capabilities in an organized fashion. Additionally, the findings show that foresight mode, with its strong relationship to foresight-related accountabilities and incentives, plays a central role in all four foresight capabilities. This stresses the importance of having a continuous foresight capability with strong top management commitment, effective governance and clearly defined roles and responsibilities.Originality/valueThis paper makes a number of theoretical contributions. First, it contributes toward further operationalizing foresight. Second, it demonstrates a substantial overlap between the concepts of foresight and absorptive capacity, which suggests that foresight scholars and practitioners may benefit from a large and mature related body of literature. Third, it identifies explicit links between specific foresight and individual/organizational learning constructs.

Testing the Effects of Employee Engagement, Work Environment, and Organizational Learning on Organizational Commitment

Organizational commitment is one of the most widely researched topics in the field of organizational behaviour. The main objective of this study is to test the effects of work engagement, organizational learning, and work environment on organizational commitment in higher education sector. To achieve this objective, the data was collected using an online survey from 242 employees at public universities in northern Malaysia. The collected data was analysed using SPSS and Structural Equation Modeling (SEM). The findings indicated that employee engagement has a significant positive effect on organizational commitment. It was also found that work environment has a significant positive impact on organizational commitment. Finally, the outcomes of this study confirmed that organizational learning has a significant positive effect on organizational commitment. These findings provide useful insights and suggestions for the management in higher educational institutions to learn developing organizational commitment among their employees by adopting effective human resource practices that could ultimately lead organizational competitiveness and increased performance.