Effect Of Organizational Learning Research Articles

Evaluating Different IT Innovation Investment Strategies from an Ex Ante and Ex Post Evaluation Perspective

Contrary to mature IT innovations, fashionable IT innovations are hyped but lack institutionalization. Since an appropriate evaluation of these innovations is rather complex, companies often choose fixed investment strategies that neglect effects of organizational learning through continuous innovating. Hence, we develop a dynamic optimization model that determines the optimal budget allocation to mature and fashionable IT innovations by considering organizational learning. Furthermore, we evaluate various investment strategies both from an ex ante and an ex post perspective. Thereby, we focus on a company’s innovativeness and draw conclusions about the superiority of different investment strategies regarding expected NPV and its volatility.

Mediating role of organizational learning on the relationship between market orientation and innovativeness

PurposeThis paper has three purposes – first, to establish the direction of relationship between market orientation (MO) and organizational learning (OL); second, to assess the effect of MO and OL on organizational innovativeness (OI); and third, to examine the mediating role of OL on the relationship between MO and innovativeness.Design/methodology/approachThis research was carried out with a sample size of 321 respondents from Indian private and government/public sector industries, applying structural equation modeling (maximum likelihood estimation technique) using AMOS 16. To check the mediation, the study adopts the method suggested by Baron and Kenny (1986).FindingsThe study finds that MO acts as an antecedent to OL, and the direct effect of both the variables on innovativeness is positive. The study also exhibits that though OL plays a role of mediator between MO and innovativeness, yet the mediation is partial. However, the study also demonstrates the dominance of OL over MO to improve OI.Research limitations/implicationsThe study is survey-based, where self-reporting bias can occur. The study considers the cross-sectional data only, whereas OL is a dynamic process which constrains the ability to make causal relations. Therefore, to firmly show relationships, the use of longitudinal study is necessary. Moreover, the study mainly includes Indian organizations. The diverse sample from different multi-national companies could lead to a better understanding of the model.Practical implicationsThe study suggests that organizations need an inclination toward market information to improve their innovativeness in changing the business environment. The innovativeness of the organization can be improved further with the introduction of proper organizational learning processes which includes both adaptive and generative learning. The partial mediation of OL suggests that firms have several other ways to improve innovativeness; however, learning offers opportunity to process the external information adequately that can be combined with other resources to enhance innovativeness.Originality/valueThe study contributes to the literature in three ways. First, it addresses a gap in literature by responding to issues regarding the direction of relationship between MO and OL. It also provides empirical evidence that MO precedes OL. Second, it bridges the gap between MO and innovativeness literature by providing empirical evidence. Third, it also demonstrates the possible mediating role of OL between MO and innovativeness.

PENGARUH PEMBERDAYAAN DAN PEMBELAJARAN ORGANISASI TERHADAP KOMITMEN ORGANISASI DOSEN SEKOLAH TINGGI ILMU TARBIAH AL-AMIN, TANGERANG SELATAN

The purpose of this research is to determine the effect of empowerment and organizational learning on organizational commitment the Lecture STTI Al-Amin. The research methodology was survey which were selected by simple random sampling technique. Analysis and interpretation of the data indicate that (1) organizational structure has a positive direct effect in productivity, (2) job design has a positive direct effect in productivity, (3) organizational structure has a positive direct effect in job design

PENGARUH PEMBERDAYAAN DAN PEMBELAJARAN ORGANISASI TERHADAP KOMITMEN ORGANISASI DOSEN SEKOLAH TINGGI ILMU TARBIAH AL-AMIN, TANGERANG SELATAN

The purpose of this research is to determine the effect of empowerment and organizational learning on organizational commitment the Lecture STTI Al-Amin. The research methodology was survey which were selected by simple random sampling technique. Analysis and interpretation of the data indicate that (1) organizational structure has a positive direct effect in productivity, (2) job design has a positive direct effect in productivity, (3) organizational structure has a positive direct effect in job design

Investigation of Hospital Accreditation Awareness and Organizational Learning Promotion from Nursing Staff Perspective

Aim: To investigate the differences between nursing staff's perception on hospital accreditation awareness and effectiveness of organizational learning based on personal characteristics of nursing staff and hospital ownership level. Methods: This study employed a cross-section survey design targeting hospital nursing staff. 87 hospitals participated in the survey, and 473 survey forms were returned. Study tools included (1) personal background information and organizational data: variables included hospital ownership, hospital level, district, gender, age, years of employment, position and education; (2) hospital accreditation awareness scale: items included Hospital Management and Medical care; (3) organizational learning effectiveness scale: Personal Mastery, Team Learning & Building Shared vision. Results: Significant differences exhibited in factors influencing personal mastery were Hospital Level, years of employment and education; significant differences exhibited in factors influencing team learning were Hospital ownership, years of employment and educational; significant differences exhibited in factors influencing building shared vision were Hospital Level and years of employment. Conclusion: Our study allows hospital managers to better understand the degree of influence between organizational learning and hospital accreditation awareness, which may assist decision makers in further developing accreditation implementation strategies and encourage professional growth of nursing staff. We hope to expand the functional roles of nursing professionals in a diversified healthcare system, and create a higher quality learning environment for nursing care.

Memetakan Perubahan Organisasi Dalam Desain Learning Organization Pada Usaha Kecil Menengah di Kota Malang

<p><em>This research aims at analyzing the implementation of learning organization at small and medium enterprises (SMEs); the effects of learning organization on individuals’ ability; the effects of individuals’ ability on SMEs changes; and the effects of learning organization on changes of SMEs. The population of this research is all SMEs located in Malang and the samples are 298 SMEs taken through multi stages sampling. The primary data were collected using a questionare and interviews, whereas the secondary were obtain from relevant documents. The collected data were analyzed using descriptive and structural equational modelling (SEM). The results show that learning organization has a significant positive effect on individuals’ ability; the individuals’ ability has a significant positive effect on changes of SMEs; and learning organization has a significant positive effect on changes of SMEs, as indicated by C.R > 2 and value of P < 0,05.</em></p>

Effect of Organizational Learning, Transformational Leadership, and Market Orientation on Firm Performance

The purpose of this study is to examine the effects of organizational learning, market orientation, and transformational leadership on the organizational innovation and firm’s performance amongst the firms performing in Turkey. Using LISREL, structural equation-model, the data gathered from 330 employees were used to identify the variables that significantly affect the firm’s performance. The results indicated that 32% of firm’s performance is explained by the organizational innovation and market orientation, and organizational innovation has the strongest effect. However, organizational learning has no substantial effect on firm’s performance, and transformational leadership is also found to have an insignificant impact on the organizational innovation.

The Effect of Motivation, Competency and Organizational Learning towards Global Mindset (Study of PUC Employees on Competitive in AFTA 2015)

In 2015, the countries of South East Asia will be entering to the free market. In order to be competitive, every company must prepare themselves well, including PUC as one of international educational institutions. The objectives of this research are to determine the effect of motivation, competency and organizational learning towards global mindset. In this research, the researcher used quantitative approach. Data were collected by structure questionnaire distributed to 98 respondents. Descriptive statistics, classical assumption, multiple regression test, hypothesis test which included T-test (partial test) and F-test (simultaneously test) were employed to analyze data. Based on the analysis of data, it can be concluded that from the 4 hypothesis, 2 of them significant hypotheses.

The Role of Organizational Learning on ISO 14000 EMS Implementation and Corporate Sustainability

Public concerns for environmental issues has led increasing number of organizations to adopt and implement environmental management system. However, little attention has been devoted particularly among manufacturing industries in Malaysia. The existence of relevant organizational learning, will reduce the cost of ISO 14000 adoption and implementation and facilitate the successful implementation. This study highlights the impact of effective implementation of ISO 14000 EMS by proposing a theoretical model to explore the effect of organizational learning on effective implementation towards corporate sustainability. This study is expected to benefit Malaysian Manufacturing industries by establishing the influence of organizational learning on implementation leading to sustainability.

Work Environment and Organizational Learning as Key Drivers of Employee Productivity: Evidence from Higher Education Sector

Improving employee productivity is one of the main objectives for any organization. This is because high employee productivity can lead to positive organizational outcomes. This study aims to examine the effects of work environment and organizational learning on employee productivity in higher education sector. The data was collected using a survey instrument from 242 employees at public universities in northern Malaysia. The collected data was then coded and analysed using SPSS and structural equation modelling (AMOS). The findings indicated that work environment had significant positive effect on employee productivity. The findings also indicated that organizational learning had significant positive effect on employee productivity. These results provide beneficial suggestions for policy makers to formulate the relevant strategies in terms of work environment and organizational learning for the purpose of improving the productivity of employees to achieve competitive advantages and favourable organizational outcomes.

A Survey of the Effect of Strategies, Technologies and Organizational Learning on Organization Innovation in it Organizations: Case Study of Information Technology Organization of Iran

In the present competitive world, the organizations with high innovation capacity can respond to environmental challenges rapidly. The capabilities and innovation performance are affected by absorptive, shared and applied knowledge from organization. Entrepreneurial direction providing some motivations for organizations for learning and increase of social system of company and technology organization focusing mostly on taking new technologies for innovation of capabilities for organizational innovation are necessary. The present study aimed to evaluate the effect of strategies, technologies and organizational learning on organizational innovation in IT organizations of case study of IT organizations by structural equations model. The study population is all employees of IT organization in Iran as 400. 196 employees are selected by Cochran’s formula by random sampling method. They answered technology orientation, entrepreneurial organization, organizational learning, application of knowledge management system and organizational innovation questionnaires. For data analysis, descriptive indices, confirmatory analysis and structural equations model were used by SPSS, SMARTPLS software. The results of structural equations model showed that impact coefficient of entrepreneurial orientation had positive and significant effect on using knowledge management and organizational learning. Impact coefficient of technological orientation had positive and significant effect on using knowledge management and organizational learning. Impact coefficient of using knowledge management system had positive and significant effect on organizational innovation. The impact coefficient of organizational learning had positive and significant effect on organizational innovation. Totally the findings emphasized on the role of technological orientation, entrepreneurial orientation, using knowledge management system and organizational learning in organizational innovation in the studied organization. DOI: 10.5901/mjss.2016.v7n2s2p154

The effect of organizational learning on the dynamic recycling performance of Taiwan’s municipal solid waste (MSW) system

This study used a dynamic data envelopment analysis (DEA) model to investigate the learning carry-over effect on the performance of Taiwan’s municipal solid waste (MSW) recycling systems. Regression analysis was used to estimate the latent learning effect in the MSW recycling systems of 23 local governments during 2002–2011. The results were incorporated into a dynamic DEA model that evaluated the relative performance of local government systems. This research makes three major contributions to the field. Firstly, it develops an approach that incorporates the carry-over effects of organizational learning into a dynamic DEA model. Secondly, it evaluates the influence of those carry-over effects on the MSW recycling performance of Taiwan’s local governments. Finally, it identifies policies to help local governments with inefficient MSW recycling systems as they seek to improve and promote recycling activities. In addition, local government should continue to promote its recycling policies.

Critical brand innovation factors (CBIF): Understanding innovation and market performance in the Chinese high-tech service industry

Brand innovation sweeps aside established practices and disrupts the status quo, resulting in the transformation of markets. The present study develops and tests a model of critical brand innovation factors (CBIF) by examining key factors influencing firm-level brands' innovation and increased market performance. Adapting both organizational elements and market response characteristics, the model integrates four key variables in China's industrial service markets: innovation, internationalization, market orientation, and organizational learning. Findings provide a foundation for understanding how firms improve their innovation and subsequent market performance in an emerging and dynamic market. The study demonstrates that when brands are more innovative, their performance increases: Brand innovation plays a fully mediating role on the effects of market orientation and organizational learning to market performance, but has no mediating effect on internationalization and market performance. A lack of innovation reduces market performance even when internationalization, market orientation, and organizational learning are present.

Effects of organizational learning on process technology and operations performance in mass customizers

This study investigates the role of organizational learning and process technology in the implementation of mass customization based on 211 samples obtained from 6 provinces and municipalities in China.Results show that team and systems orientation learning can increase process automation and operations performance. Furthermore, learning orientation does not affect process technology and operations performance. Memory orientation can improve throughput directly without the mediating effects of process technology. None of the four orientations of organizational learning affect process flexibility, but this flexibility can increase inventory and operating expenses slightly.On the basis of a theoretical view of mass customization, the current study confirmed that process automation is significantly connected to throughput. However, process flexibility does not contribute to it. As per theory of knowledge-based view, different orientations perform varied functions in the advancement of process technology and operations performance. Learning orientation does not contribute at all. Then this study confirms that the learning of existing knowledge is useful and important in MC implementation. Emerging knowledge does not contribute to process advancement and operations performance significantly; therefore, MC is not an innovative strategy. Rather, this concept is founded on the basis of existing knowledge, as with lean production.

Examining Asymmetrical Relationships of Organizational Learning Antecedents: A Theoretical Model

Global era is characterized by highly competitive advantage market demand. Responding to the challenge of rapid environmental changes, organizational learning is becoming a strategic way and solution to empower people themselves within the organization in order to create a novelty as valuable positioning source. For research purposes, determining the influential antecedents that affect organizational learning is vital to understand research-based solutions given for practical implications. Accordingly, identification of variables examined by asymmetrical relationships is critical to establish. Possible antecedent variables come from organizational and personal point of views. It is also possible to include a moderating one. A proposed theoretical model of asymmetrical effects of organizational learning and its antecedents is discussed in this article.

İnsan Kaynakları Yönetim Süreçlerinin Performansa Etkisi: Örgütsel Öğrenmenin Aracılık Rolü ve Bir Uygulama

This study aims to reveal the effect of human resource management practices and organizational learning on perceived performance, an also mediational effect of organizational learning on the relationship between human resource management practices and perceived performance. The data was gathered from 18 different enterprises, 220 employees that are working in information technology and communication sector. The data was analyzed by using hierarchical regression analysis. The results show that there is an effect of both human resource management practices and organizational learning on the perceived performance. Besides, organizational learning has a mediational effect on the relationship between human resource management practices and perceived performance.

Detecting defects in the UK new-build housing sector: a learning perspective

Rapid growth in the production of new homes in the UK is putting build quality under pressure as evidenced by an increase in the number of defects. Housing associations (HAs) contribute approximately 20% of the UK’s new housing supply. HAs are currently experiencing central government funding cuts and rental revenue reductions. As part of HAs’ quest to ramp up supply despite tight budget conditions, they are reviewing how they learn from defects. Learning from defects is argued as a means of reducing the persistent defect problem within the UK housebuilding industry, yet how HAs learn from defects is under-researched. The aim of this research is to better understand how HAs, in practice, learn from past defects to reduce the prevalence of defects in future new homes. The theoretical lens for this research is organizational learning. The results drawn from 12 HA case studies indicate that effective organizational learning has the potential to reduce defects within the housing sector. The results further identify that HAs are restricting their learning to focus primarily on reducing defects through product and system adaptations. Focusing on product and system adaptations alone suppresses HAs’ abilities to reduce defects in the future.

Exploring relationships among organizational capacity, collaboration, and network change

Is the collaborative activity of organizations in a network associated with the capacity of individual organizations? How might the structure of collaborative activity and the location of high capacity organizations in a network be related to the network's overall ability to influence community conditions? This article explores these questions among 23 local organizations providing women and new mothers with health care, advocacy, and other services in a single US city. Changes in the interorganizational network of collaborations are depicted in four time periods spanning 12 years and analyzed over time using both whole network and local network measures. Organizational attributes associated with dimensions of organizational learning and organizational effectiveness are examined in relation to interorganizational network changes over time. Results indicate that more adaptable organizations and those with higher capacity were not necessarily central in the network. Overall, findings suggest that increases in cohesion across a structurally diffuse network, relatively well dispersed high capacity organizations, and strategic relational investments may have influenced the reduction in health disparities for infants and expecting mothers. Although community-level interventions often focus on building a strong, central group of high capacity organizations, these findings suggest a need to also take into account the strategic action of a range of individual organizations, their local networks, and how they may advance change in the broader network over time.

The effect of organizational learning and Web 2.0 on innovation

Purpose– The purpose of this paper is to analyse the relationships between Web 2.0 adoption, innovation, organizational learning and organizational performance in the hotel industry.Design/methodology/approach– A sample of four and five-star hotels provides the data. The fieldwork took place between February and June 2013. The questionnaire was sent to top managers of Chinese hospitality firms that provide their e-mail addresses on the main Chinese tourism web pages. The final sample comprises 278 hotels. This percentage of responses yields a sample error of 6.9 per cent for a 95 per cent confidence level. The authors followed a two-step approach for structural equation modelling, using EQS 5.7 software to conduct the tests.Findings– Results suggest that competitive advantage in the hotel industry requires firm strategies focusing on Web 2.0, innovation capacity and organizational learning. This finding contributes to the strategic management field by offering an explanation of the differences in firm performance within a particular industry. Therefore, the findings mark an important contribution to the literature, introducing a new variable that mediates the relationship between Web 2.0 and firm performance.Originality/value– The results hold that Web 2.0 adoption is crucial for enhancing innovativeness, which is a fundamental source of sustainable competitive advantage. In addition, organizational learning also has a positive effect on innovativeness. Innovation, which is the essence of competitive advantage, is a key concept for firms nowadays.

Effect of Individual's Learning Organization on Knowledge Management and Innovative Behavior - Comparative Analysis on the Employees in Service, Production, and IT -

This is an empirical study analyzing the effects of individual's learning organization activity on knowledge management activity and innovative behavior. In this study, a survey was conducted on the employees of large business organizations in the fields of services, productions, and IT, and relationship between the variables among different industries was compared and analyzed. Among the terminologies used in this study, the innovative behavior indicates the following: seeking and developing new process or product ideas, obtaining necessary budget for executing the ideas, and establishing appropriate execution plan and developing schedule. In order to secure competitive advantage in this quickly advancing business environment, various methods should be used to promote innovations and organizational changes. The important antecedents of these innovative behaviors can be known as knowledge management activity and learning organization activity. As a result of this study, the individual learning organization activity was shown to have a significant effect on knowledge management activity and innovative behavior, in the fields of services, production, and IT. Also, the knowledge management activity had significant effect on the innovative behavior. According to the analysis by each group, the effect of individual learning organization activity on knowledge management activity was shown to be greatest in the field of production. Also, the effect of knowledge management activity on innovative behavior was shown to be greatest in the field of IT. Finally, the effect of individual learning organization activity on innovative behavior was shown to be greatest in the field of production. Based on the above analysis, this study examined the relationship between the differences and the variables of the effects of learning organization activity on employees of each field, and its causes were suggested