Effect Of Organizational Learning Research Articles

Employee Adversarial Growth Driven by Organizational Learning in the Chinese Pharmaceutical Industry

The spread of the COVID-19 pandemic has brought unprecedented challenges to pharmaceutical companies and their employees. Over the past three years, intensive antipandemic tasks have placed high demands on the physical and mental strength of pharmacy professionals. By using a questionnaire, data were collected from 391 technicians in pharmaceutical companies from southern coastal areas of China. The study examined the influence mechanism of organizational learning on employee adversarial growth with the moderating effect of resilience. Our analysis shows that adaptive and experimental learning promote employee adversarial growth by enhancing individual role-breadth self-efficacy. Moreover, resilience reinforces the positive effect of organizational learning on role-breadth self-efficacy. The results imply that in a complex and changing environment, experimental learning has greater value for organizations to respond to crises and enables employees to promote personal growth.

Effect of Organizational Learning on Improving Hard Skills, Soft Skills, and Innovation on Performance

Introduction/Main Objectives: This study sought to quantify how hard skills, soft skills, organization learning, and innovation capability all affected performance. Background Problems: The abilities required to advance in the workplace are changing due to the expanding workplace. Every university graduate is expected to perform exceedingly well, possess high levels of competence, and be adept at their jobs. Educational institutions play a crucial role in developing competent graduates with hard skills, soft skills, and self-efficacy. Novelty: This study evaluates the similarities and differences between the previous research and the research conducted because the earlier research did not integrate the three variables in one research title. Research Methods: This study employs a qualitative literature study. Secondary data is gathered from research findings from multiple references that are pertinent to the study's subject and goals. Finding/Results: The findings demonstrated that organizational learning, hard and soft skills, and innovation capability all had a direct, positive, and significant impact on performance. Additionally, among other factors, soft skills have the most significant an impact on performance. Conclusion: Every educational institution must continue to focus on developing hard and soft skills through training to improve employee performance.

Social trust and income of rural residents: Evidence from China

ABSTRACT We examine the relationship between social trust and residential income in rural China by using two microeconomic survey datasets. Social indicators of trust are measured from three dimensions: personalized trust, or trust in relatives and friends; generalized trust, or trust in people other than relatives and friends and public trust, or trust in the state and public officials. Our results show that personalized trust can increase rural residents’ income, while generalized trust may reduce their income. In addition, a significant positive relation is found between public trust and income only in the West and East of China. Three underlying economic mechanisms are also identified: health effects, organizational learning effects, and insurance effects. Furthermore, we empirically assess the impact of the different types of social trust on sources of residential income. The results indicate that personalized trust enhances residents’ financial assets income, generalized trust raises business income, and public trust contributes to salary income.

Kurumsal Hafıza ve Örgütsel Öğrenmenin Kurum Kültürü Aracılığıyla Firma Performansı Üzerindeki Etkisi

The main purpose of the study is to determine to what extent and in what direction corporate memory and organizational learning affect firm performance through corporate culture. Within the framework of the research model, the relationships between the sub-dimensions of corporate memory and organizational learning, which are the independent variables, and the sub-dimensions of firm performance, which is the dependent variable, are examined. Within the scope of the study, the mediating role of corporate culture in relations between variables is also questioned. The study is carried out with comprehensive research on Information and Technology companies operating in Istanbul. The survey method is chosen as the data collection method and 7-point Likert-type expressions are used in the scales. 635 questionnaires are collected from Information and Technology companies in the Marmara Region and the hypotheses in the research model are analyzed using the SPSS data processing statistics program. As a result of the analysis, it is determined that corporate culture, organizational learning and corporate memory have ssignificant effects on firm performance. However, it is determined that the mediation role of corporate culture has a partial effect on the effect of corporate memory and organizational learning on firm performance.

An integrative framework for building organizational resilience through environmental scanning: a view of organizational information processing theory

PurposeThis study aims to investigate the impact of environmental scanning on organizational resilience through the mediation of organizational learning and innovation based on organizational information processing theory (OIPT) within Egyptian small and medium enterprises (SMEs) during the COVID-19 pandemic.Design/methodology/approachThis study adopted a cross-sectional design to collect the data used to carry out mediation analysis. A self-administered questionnaire was used to collect data from a sample consisting of 249 Egyptian SMEs. The smart partial least square structural equation modeling (PLS-SEM) technique was adopted to test the hypotheses.FindingsEnvironmental scanning does not have a direct effect on organizational resilience. However, organizational learning and innovation fully mediate the relationship between environmental scanning and organizational resilience.Research limitations/implicationsThe sample size was small, covering only Egyptian manufacturing SMEs. The results may differ in the service sector and other countries. The study was cross-sectional which is limited to tracing the long-term effects of environmental scanning, organizational learning and innovation on organizational resilience. Accordingly, a longitudinal study may be undertaken.Practical implicationsManagers in Egyptian SMEs should use signals from environmental scanning activities as input for learning and transforming business processes through innovation to develop organizational resilience.Originality/valueThis study is the first to investigate the role of environmental scanning in building organizational resilience through organizational learning and innovation based on the perspective of OIPT within Egyptian SMEs during the COVID-19 crisis.

Job Autonomy, Organizational Learning, and Work Environment on Organizational Commitment

This poprpuse of this reserch is to analyze the effect of job autonomy, organizational learning, and work environmnet commitment of PT PLN (Persero) UP3 Padang. Data was collected using questionnaires to 74 employees of PT PLN (Persero) UP3 Padang. The data that has been collected is then processed using SPSS.
 The results showed that job autonomy had a positive but not significant effect on organizational commitment. Further findings organizational learning has a positive and significant effect on organizational commitment, lastly the work environment has a positive and significant effect on organizational commitment.

Patient Safety Culture in Latin American Hospitals: A Systematic Review with Meta-Analysis.

Adverse events in hospitals are prevented through risk reduction and reliable processes. Highly reliable hospitals are grounded by a robust patient safety culture with effective communication, leadership, teamwork, error reporting, continuous improvement, and organizational learning. Although hospitals regularly measure their patient safety culture for strengths and weaknesses, there have been no systematic reviews with meta-analyses reported from Latin America. Our systematic review aims to produce evidence about the status of patient safety culture in Latin American hospitals from studies using the Hospital Survey on Patient Safety Culture (HSOPSC). This systematic review was guided by the JBI guidelines for evidence synthesis. Four databases were systematically searched for studies from 2011 to 2021 originating in Latin America. Studies identified for inclusion were assessed for methodological quality and risk of bias. Descriptive and inferential statistics, including meta-analysis for professional subgroups and meta-regression for subgroup effect, were calculated. In total, 30 studies from five countries-Argentina (1), Brazil (22), Colombia (3), Mexico (3), and Peru (1)-were included in the review, with 10,915 participants, consisting primarily of nursing staff (93%). The HSOPSC dimensions most positive for patient safety culture were "organizational learning: continuous improvement" and "teamwork within units", while the least positive were "nonpunitive response to error" and "staffing". Overall, there was a low positive perception (48%) of patient safety culture as a global measure (95% CI, 44.53-51.60), and a significant difference was observed for physicians who had a higher positive perception than nurses (59.84; 95% CI, 56.02-63.66). Patient safety culture is a relatively unknown or unmeasured concept in most Latin American countries. Health professional programs need to build patient safety content into curriculums with an emphasis on developing skills in communication, leadership, and teamwork. Despite international accreditation penetration in the region, there were surprisingly few studies from countries with accredited hospitals. Patient safety culture needs to be a priority for hospitals in Latin America through health policies requiring annual assessments to identify weaknesses for quality improvement initiatives.

Organizational Learning's Effect on Business Performance and High-Performance Human Resource

Purpose: The principal intention of this manuscript is to investigate the impact of “Perceived High-Performance Human Resource” (HpHR) in the telecommunications industry, such as “Extensive Training” (ExTr), “Performance Management” (PerMang), “Performance Appraisal” (PerApp), “Performance-Based Compensation” (PerComp), “Empowerment” (Empnt), and “Competency Development” (CompDev). Furthermore, the function of “Organizational Learning” (OrgLerng) as a relation between “Human Resources” (HumRes) practicing that lead to high achievement and BusPer has been investigated. Theoretical framework: The theories were tested using “Structural Equation Modeling” (SEM). Design/methodology/approach: The census method was used to collect information from telecommunications personnel in specific sections of Iraq (North Iraq). The “Confirmatory Factor Analysis” (CFAs) was utilized to check and confirm the data's reliability and validity. Research, Practical & Social implications: The “Organizational Learning” (OrgLerng) also acts as a relation among high-performing practicing of HR and organizational acting. The consequences for management have also been discussed. Findings: The “High Performance” (HiPer) methods, according to the report, have a helpful influence on the success of the organization.

Mediating effect of organisational learning and moderating role of organisational culture on the relationship between total quality management and innovation among manufacturing companies in Nigeria

The study examines the impact of total quality management (TQM) practices on innovation, with a mediating effect of the moderating role of organisational learning and organisational culture among Nigeria's manufacturing companies. Similarly, the study applied a survey instrument tof 459 manufacturing companies in Lagos, Ogun, and Osun states, Nigeria. The Partial Least Squares (PLS3) path modelling approach was applied to test the conceptual model. The result shows that soft and hard TQM practices are positively and significantly associated with innovation among Nigeria's manufacturing companies. Similarly, organisational learning mediated the relationship between soft and hard TQM practices and organisational innovation. Finally, the results indicate that organisational culture has a negative and insignificant moderating effect on the relationship between soft quality management practices and innovation. However, the findings reported a positive and significant moderating relationship between hard TQM practices and manufacturing companies innovation in Nigeria. The study concludes that soft and hard TQM practices are essential determinants of innovation based on the findings. The study's major contribution is to understand better the mediating effect of organisational learning and the moderating role of organisational culture in the relationship between TQM practices and innovation, which have not been jointly investigated before.

Management of Organizational Culture and Organizational Learning as Variables in Improving Performance

The commodity of crude palm oil (CPO) from time to time has more profitable business prospects. Indonesia and Malaysia are the largest CPO producing countries in the world. The availability of large enough land is one of the factors that makes Indonesia a major producer of CPO for the world community. However, the productivity of oil palm plantations in Indonesia is still low compared to Malaysia. This then becomes the rationale that improving the performance of oil palm plantation companies is not only related to the availability of land, technology or capital. However, another important thing that needs to be done is how oil palm plantation companies manage organizational culture and organizational learning activities. This study aims to determine the effect of organizational culture and organizational learning on the performance of employees of PTPN XIII (Persero) which is a coconut plantation company. The sample in this study were employees of class III - IV PTPN XIII (Persero) who served in West Kalimantan. The data analysis model uses Partial Least Square (PLS). The results show that organizational culture has a significant effect on employee performance with a positive relationship direction, while organizational learning has no significant effect on employee performance with a positive relationship direction. This means that organizational learning has very little effect on employee performance.

The Effects of School Organizational Learning on Secondary School Teachers’ Affective Commitment to Change in Oromia Region, EthiopiaThe main purpose of this study was to examine the current status and effects of school organizational learning (SOL) dimen

The main purpose of this study was to examine the current status and effects of school organizational learning (SOL) dimensions on teachers’ affective commitment to change (ACC), in the context of standards-based school reform implementation gaps in government secondary schools of Oromia Regional State in Ethiopian. The study involved 368 teachers selected using stratified proportional random sampling from 23 government secondary schools in two selected zones in Oromia region. The data were collected using School Organizational Learning Questionnaire (SOLQ) and Commitment to Change Scale (CCS) for ACC. Data analyses were conducted using descriptive statistics and Structural Equation Modeling (SEM) for the hypothesized research model. Results of the study revealed that SOL practices and ACC were perceived as moderate level in surveyed secondary schools. Again, the correlation between SOL factors and ACC were found positive and moderately strong except for TCC (trusting and collaborative climate) – which was weakly correlated with ACC. Among the four dimensions of SOL, TIR (taking initiatives and risks) had stronger positive effect on ACC followed by PD (professional development) and SMM (shared and monitored mission). On the other hand, TCC was not found statistically significant factor in contributing to teachers’ ACC. Therefore, it is recommended that school leaders and educational policy makers need to focus on TIR, PD, and SMM aspects of SOL for building teachers’ ACC so as to facilitate the success of educational change in the context of secondary schools in the study area. Keywords: Affective Commitment to Change, School Organizational Learning, Teachers’ Commitment, Secondary Schools in Ethiopia DOI: 10.7176/JESD/13-17-04 Publication date: September 30 th 2022

The Effect of Organizational Learning and Knowledge Management on the Innovation Performance of Companies in Technology Parks

The main purpose of this study is to find out whether there is a relationship between organizational learning, knowledge management and innovation in the Science and Technology Parks in Turkey. The study will also present theoretical information about these concepts as well as revealing the reflection of practices in these fields on innovation performance. In the research part of the study, the effects and existing relationships of organizational learning and knowledge management on innovation performance in companies located in technology parks were studied. The reason for choosing technology parks is that technology parks play an important role in the development, innovation, and the advancement of technology as well as be seen to increase the per capita income. It is thought that the organizational learning, knowledge management and innovation performances of these companies should undoubtedly be different from other industries and clusters. In this context, an empirical quantitative survey was conducted with 319 companies in 5 different technology parks in Turkey. The findings of the study support the positive effect of organizational learning and knowledge management on innovation performance.

Organizational learning through training effectiveness: evidence from the hospitality industry in Vietnam

PurposeTo understand the unique context forming organizational learning, the current study aims to investigate the antecedents of training and development (TD) practices as an indicator of effective organizational learning from the Vietnam hospitality sector, which has not been studied rigorously.Design/methodology/approachThis study adopts a mixed method of quantitative and qualitative data analysis, including a path analysis partial least squares structural equation modeling (PLS-SEM) based on a sample size of 354 responses and a semi-structured interview of 32 participants to test various paths predicting training effectiveness while exploring contextual differences in the Vietnam hospitality sector.FindingsThe results show that among the variables investigated, extrinsic motivation, team support and job quality were found to be significant to TD, while intrinsic motivation was found to have no significant predictive power. To explore the reasons behind these findings, the interviews indicate that the motivations of employees in the hospitality sector, most of whom are young and have a limited length of service, are highly rooted in the organization’s cultural context.Originality/valueThis study contributes to understanding the complex context of organizational learning through an investigation of an emerging economy from Southeast Asia by adding new insights into the training and motivational theories. It has practical implications for practitioners in the hospitality sector to develop more effective learning organizations during the uncertain period of this unprecedented pandemic.

Effect Of Green Transformation Leadership On Government Performance Accountability: Through Organizational Learning

This study aims to analyze quantitatively related to the factors driving the accountability of the performance of government agencies. This study examines the effect of green transformational leadership and organizational learning on government performance accountability. The survey method approach uses a questionnaire to answer research questions. Hypothesis testing using Structural Equation Modelling - Partial Least Square (SEM-PLS). Analysis of research data involved 100 respondents consisting of officials and staff at the Banten Provincial Government. The results of the study state that green transformational leadership and organizational learning have a positive effect on the performance accountability of government agencies. It was concluded that, the role and influence of a leader in the organization in stages. This is because leadership makes a major contribution to the accountability of the performance of government agencies. While the importance of learning in organizations can have a big impact and influence in improving the quality of accountability for the performance of government agencies, especially local governments.

THE IMPACT OF INNOVATION AS A MODERATING VARIABLE IN CONNECTION BETWEEN ORGANIZATIONAL LEARNING AND PERFORMANCE

This study investigates the relevance of innovation as a bridge between Organizational Learning and Performance. Effective organizational learning isn't easy. Thousands of learning programs are held annually, but most fail. This study explores the moderating influence with age, gender, and industry turmoil as controls. The data were exclusively collected from 344 respondents at the Rourkela Steel Plant in Odisha, India. Variance-Based Structural Equation Modelling was used to test hypotheses. Organizational learning (OL) positively impacts Organizational Performance (OP), according to the findings. Statically, Organizational Learning also affects Organizational Innovation (OI). It has been found that Organizational Innovation have a favorable impact on OP and to serve as a mediator between the two. Increasing organizational learning and concentrating on its capabilities can boost organizational innovation and performance. Innovation enhances organizational learning, as found in numerous earlier studies. Organization age, organization size and industry turbulence do not modify these relationships but it can vary to different industries across the globe.

The impact of authentic leadership on project success: the mediating effect of organizational learning and innovation

PurposeThe study exemplifies authentic leadership (AL) and relates it to project success (PS) with the mediating variables of organizational learning (OL) and organizational innovation (OL). None of the existing studies on AL and PS have worked on the mediation of OL and OI on these factors. So far, this paper tries to fill gap between these factors.Design/methodology/approachThe study is done by testing the hypothesis by utilizing the approach of deduction. The tool of data collection utilized is a survey. The methods of data collection involved qualitative techniques as primary approaches of investigation. The study population involves multinational and national companies/organizations working directly or indirectly for CPEC projects. A total of 295 questionnaires were used to gather data from top-level and middle–level management from private or government sector companies working individually or collaboratively on CPEC projects. Out of 295 questionnaires, 35 were rejected for being incomplete, and 260 were further analyzed for research purposes. SPSS and AMOS-21 statistical packages were used for analysis or correlation among variables.FindingsThis study claims the positive impact of AL on PS while the OI and OL play a mediating role.Practical implicationsThis study will add significant literature related to project management. These outcomes gave data on the primary systems of project management that are utilized in the projects or in various organizations to assess the accomplishment of the project with AL, OL and OI.Originality/valueIt has gained popularity in the world of management researchers due to its uniqueness and desirability. This study of AL and PS has been comprehensively deliberate to find the variables that affect them. The idea is to analyze the possible effects of OL and innovation on authentic leaders and the overall PS in the China–Pakistan economic corridor (CPEC).

Building Dynamic Capability in Time of Uncertainty through Organisational Learning

The recent covid-19 pandemic adversely affected several businesses especially the hospitality industry that provide pleasurable and emotional services to different categories of customers across the globe. Based on this global turbulence, some hospitality businesses laid-off some of their valued employees as a result of their weak dynamic capability to withstand the aforementioned disruption. It is based on this premise that this study investigates the effect of organisational learning on dynamic capability of hospitality business with specific focus on accommodation sector in Sub-Saharan Africa using cross-sectional survey design. Target population for the study is made up of sixty four-star hotels that are registered with Enugu State Ministry of Culture & Tourism, Nigeria. Fifty four-star hotels were selected using simple random sampling. Two hundred and seventy two participants were drawn from the hotels with sample size of one hundred and sixty-one. Questionnaire was used to collect data from the participants while formulated hypotheses were analysed with linear regression. Finding from the study revealed that organisational learning has positive significant effect on dynamic capability of hospitality businesses under study. Thus, the study concludes that organisational learning measured in terms of exploratory and exploitative learning enhances dynamic capability of hospitality businesses being investigated. Further study with statistical evidence is encouraged in different industries and regions of the globe.

The Effect of Learning Organization, Work Engagement, Work Motivation, and Work Stress on Innovative Work Behavior: Work Motivation and Work Stress as Mediation and Moderation

Objective: This study uses a quantitative approach or post-positivism, which is looking at the influence between variables. Therefore, the main problems in this study are: Does learning organization, work engagement, work motivation, and work stress affect innovative work behavior, how is the learning organization, and work stress on work engagement, how learning organization affects work motivation, how work motivation and work engagement mediate the relationship between learning organization and Innovative Work Behavior, and the relationship between work stress and Innovative Work Behavior, and how work engagement moderates the relationship between work engagement and Innovative Work Behavior and the relationship between learning organization and Innovative Work Behavior. Methodology: The analytical model used are Structural Equation Modeling and SMART PLS (Partial Least Square) as tools for the statistical test. Data collection tools used are questionnaires and interviews, and the number of respondents was 84 civil servants. Finding: Based on the results of hypothesis testing using Smart PLS, it shows that, H1, H2, H4, and H6 are acceptable, because the t table value is greater than the calculated t value, or has an alpha (α) value smaller than 5%. Whereas H3, H5, and H7 cannot be accepted (rejected), because the value is greater than 5%.Conclusion: The results showed that: (1) Learning organization had a positive and significant effect on Innovative Work Behavior, and work motivation but had no effect on work engagement, (2) Work engagement has an effect on Innovative Work Behavior), (3) Work motivation has no effect on Innovative Work Behavior, (4) Work stress has a positive and significant effect on Innovative Work Behavior but has no effect on work engagement, (5) Work motivation fully mediates the relationship between learning organization and Innovative Work Behavior, (6) Work engagement fully mediates the relationship/influence of learning organization and work stress on Innovative Work Behavior, and (7) Work motivation does not moderate the relationship or influence of learning organization and work engagement on Innovative Work Behavior.

Did COVID-19 change the rules of the game for supply chain resilience? The effects of learning culture and supplier trust

Purpose This paper aims to clarify the effects of learning culture and trust on supply chain resilience (SCR) and to investigate their role specifically during COVID-19 pandemic to aid decision-makers. For this, a conceptual model proposing relations between variables was developed. The focal point of this research is to investigate the relationship between organizational learning culture (OLC) and SCR, and the mediating effect of supplier trust (ST) in the relationship before and during a pandemic.Design/methodology/approach This study relies on a unique dataset collected through two separate cross-sectional surveys corresponding to pre- and during-pandemic times that were conducted at the same time. The questionnaire was collected from 245 medium- to senior-level managers, to ensure a thorough understanding about the company’s inner workings and supply chain (SC). To test the proposed research model, the authors processed their data and model using lavaan package in R.FindingsThe findings show that OLC and ST have positive and significant effects on SCR. Furthermore, learning culture also triggers ST. Thus, it is ST that explained, as a mediator, the positive effects of OLC on SCR. All these findings are similar for both before and after the pandemic. A critical finding is about the effect of size (small vs. large) and ownership (local vs. multinational). The analysis suggests that during pandemic multinational companies and larger organizations exhibit higher SCR than their counterparts.Research limitations/implications First, responses to the questionnaire were collected from only one country. Cross-cultural comparisons can be made by collecting data from different countries in future research. Second, the data were obtained from companies operating in different sectors, with a majority in manufacturing. It is possible to obtain more specific findings by analyzing responses from a specific industry. Third, results of this study reflect responses of only SC and manufacturing managers, but other departments such as marketing or finance can also complement the findings. Finally, several other organizational variables may be factored in as moderators to enrich the conceptual model.Practical implicationsThe authors believe that findings of this research will guide shareholders and managers to develop effective strategies in order to prevent SC disruptions during similar risk/shock scenarios.Originality/value Similar to earlier research, this study considers the importance of ST on SCR. But this study differs in analyzing the effects of OLC on SCR directly and in taking the mediating effect of ST into account. The authors test the strengths of these relationships individually before and during COVID-19 pandemic. Under pandemic conditions, the authors present empirical evidence on the effects of organizational learning and ST on SCR. In contrast to previous research on SCR, this study connotes the importance of an organization’s internal dynamic capabilities in developing resilience.

Do Strategic Human Resources and Artificial Intelligence Help to Make Organisations More Sustainable? Evidence from Non-Governmental Organisations

Uncertainty and a lack of stability are among the difficulties non-governmental organisations face. However, certain strategies for ensuring their performance’s sustainability have not been empirically demonstrated in the literature. Using strategic resource management practises and artificial intelligence, this study examines the effect of organisational learning and corporate social responsibility on the sustainability of non-governmental organisations’ performance. The survey gathered data from 171 participants representing 21 United Nations organisations and 70 non-governmental organisations in Jordan to accomplish this goal. The data were analysed using WarpPLS and PLS-SEM. The study demonstrates that organisational learning, artificial intelligence, strategic human resource management practises, and corporate social responsibility all contribute to the long-term viability of non-governmental organisations. Furthermore, the study discovered that strategic resource management practises and artificial intelligence significantly mediate the relationship between organisational learning and sustainable organisational performance on the one hand, and corporate social responsibility on the other. Finally, the study provides theoretical and practical guidance on how to apply the findings to assist non-profit organisations’ management in utilising organisational learning, corporate social responsibility, artificial intelligence, and strategic resource management practices to help them run their internal operations in a more efficient and sustainable manner over time.