Employee Learning Research Articles

Knowledge Management Enablers for Knowledge Creation Combination in Nepalese Hospitality Industry

This paper examines the relationships between the knowledge management enablers and knowledge creation combination in the hospitality industry such as hotel, travel and trekking agencies in Nepal. The study is based on primary data with 382 responses. The self-administered questionnaires were used to collect the perceptive opinions from the respondents. The study concludes that the key knowledge management enablers such as collaboration, trust, learning, and information technology do influence to the knowledge creation combination positively. Managers should promote collaboration, trust, learning and information technology facilities for employees to create knowledge in organisation.

Work cognitions and work intentions: a canonical correlation study

ABSTRACT Positive organizational science has emerged during the last two decades in multiple research fields. In support, two positive sets of measures, work cognitions and work intentions, have been developed and applied in the field of human resource development (HRD). The purpose of this study was to examine the multivariate relationship between eight measures of work cognition (i.e., autonomy, collaboration, connectedness with colleagues, connectedness with leaders, distributive fairness, feedback, growth, meaningful work) and five measures of work intention (i.e., intent to endorse, intent to perform, intent to stay, intent to use discretionary effort, intent to use organizational citizens behaviours). Results of a canonical correlation analysis (CCA) of 518 employees in a South Korean conglomerate indicated that employees intended to endorse the organization, stay with the organization, and perform better, when they had a higher level of cognitive perceptions on meaningful work and feedback in their job as well as organizational support for their growth. This is an encouraging finding for HRD practitioners as various techniques can be employed to increase employees’ positive perceptions about their job and organization. Recommendations are suggested to provide enhanced learning and development opportunities for employees and to redesign their work to be more meaningful and to have better feedback.

Stimulating employee learning: the confluence of case-based and self-regulated learning

PurposeThe purpose of this paper is to demonstrate the linkage of case-based instruction with the enhancement of self-regulated learning of employees. Specific objectives are to review and describe: some characteristics of adult learning, features and functions of self-regulated learning (SRL) and the instructional approach, case-based learning (CBL), followed by a synthesis of the information in the form of a detailed, CBL approach for practitioner use.Design/methodology/approachThe approach used in this work is represented in the following phases. First, conduct a literature review of each of these areas: characteristics of adult learners, details of SRL and its components, accompanied by the expression of linkages among the concepts and CBL. This includes exploration of metacognition, as it relates to the self-regulation of learning. Also reviewed was CBL, including theory background. Literature reviews were aided by databases: Education Research Complete, Psych Info and ScienceDirect. The second substantive phase was to synthesize the information obtained in the reviews and analysis and create a detailed design presentation for using CBL with trainees.FindingsThe findings of the analysis and synthesis of information enable the expression of a complete, detailed approach to the application of CBL for practitioner use. A review of practices in CBL augmented with examination of important theories of situated cognition and constructivism assist in building a rationale as to how case-based instruction may improve individual and team/group self-regulation of learning.Practical implicationsPresented in the paper is a complete model of case-based instruction for practitioner use and refinement.Originality/valueCase-based instruction has not been directly linked to the self-regulation of learning. This paper makes a contribution to the literature of CBL as well as to situational cognition.

Transformational leadership and human resource development: Linking employee learning, job satisfaction, and organizational performance

AbstractThis large‐scale study (n = 5,349) explores a long‐standing, but rarely validated value chain. Since the inception of human resource development (HRD), the intersection between top organizational leadership, HRD, and organizational performance outcomes has been emphasized by scholars and practitioners. Leadership has been highlighted as the key catalyst both in encouraging employee learning and performance and in formulating an HRD supportive culture toward key organizational outcomes. However, there is a dearth of empirical studies that have focused on the intersection of leadership, HRD, and organizational performance, and virtually no studies have systematically investigated specific leadership practices, such as transformational leadership (TL). We explore the intersection between TL, HRD, and organizational performance by engaging 3,474 employees and 1,875 customers from 69 healthcare locations in the United States. Ideally, transformational leaders encourage followers to enrich their knowledge, skills, and abilities in order to increase individual and shared learning to advance organizational performance. A major organizational support function toward such employee development is HRD and its core domains—learning and performance. Those organizations fostering excellence in learning and performance have been identified as having strong organizational HRD cultures. The study reported herein supported that TL behaviors aligned to support HRD culture through leader support of employee learning and performance in the US healthcare context. Organizational HRD culture was found to align with key positive employee and customer‐reported performance outcomes. Implications for leadership and HRD research, theory, and practice are explicated.

Evaluating Performance of Vietnamese Public Hospitals Based on Balanced Scorecard

The study evaluates the performance of public hospitals in Vietnam by applying the Balanced Scorecard (BSC). The authors first review the literature to find the research gap of performance in public hospitals. Then, we built Likert questionnaires to collect data from more than 200 managers of public hospitals in the Northwestern provinces of Vietnam. The research uses correlation regression to evaluate the performance based on the influence of factors in the BSC model, including Strategic planning, Internal process, Finance, Mission, Customer, and Employee learning and growth. The results show that the performance of public hospitals in the research sample is influenced by the factors in the BSC model in descending order based on the regression coefficient as follows: Internal process, Finance, Mission, Strategic planning, Customer, Employee learning and growth. Based on the quantitative research findings, we continue by conducting some deep interviews with specialty to propose intensive recommendations about how to implement Mission, Internal process, Financial policies, etc. to managers in public hospitals with an aim to improve the performance of public hospitals in the Northwestern mountainous region of Vietnam. The lessons could be applied for other public hospitals in Vietnam and other jurisdictions that have similar conditions.

A STRUCTURAL EQUATION MODEL USING LISREL-8.7, FOR MEASURING THE IMPACT OF THE ANTECEDENTS OF PEOPLE MANAGEMENT PRACTICES AND ORGANIZATIONAL LOYALTY ON EMPLOYEE RETENTION: INDIAN PERSPECTIVE

There is a huge issue of turnover in any of the organization. It is a mis-perception that all turnovers are horrendous, and that must dodge. All things considered if an organization does not have an adjusted level of turnover, it will bring about the dreary framework, and that organization won't approach new thoughts, change dynamism and imagination. Turnover influences painfulness and purchaser's bliss (Koys, 2001). Our worry is that the required turnover must exist, however the undesirable voluntary turnover ought to be diminished or dodged. In the present focused condition workers leave their organization for different reasons. As the learning of employees have turned out to be very basic in increasing upper hand in the present business atmosphere (Hall, 1993). The organizations are endeavoring to hold the best employees. The Importance of human asset administration rehearses and organizational reliability and their retention is perceived. At first, since assets are rare and furthermore in light of the fact that the opposition by organizations to have the best and most gifted employees for their organization (Chambers et al., 1998) lastly on the grounds that Turnover additionally annihilates the client trust in the company (Koys, 2001). Clients would prefer not to educate about their needs to the new employees. So it is smarter to hold employees that can keep clients. In the focused environment, the retention of skilled employees is horrendous. KEYWORDS: organization, promotion, work-life approaches, work attributes, organizational citizenship

An Empirical Study on the Learning Outcomes of E-Learning Measures in Taiwanese Small and Medium-Sized Enterprises (SMEs) Based on the Perspective of Goal Orientation Theory

The constant improvement of an enterprise’s competitive advantage is essential for its sustainable operation. Simultaneously, the persistent and effective learning methods of organizational members lead to the accumulation of learning results and knowledge, which are important intangible assets, as well as the key to establishing a company’s competitive advantage. Many enterprises have utilized various resources (such as building systems and purchasing software) to facilitate employee learning. However, the employees’ learning outcomes may not necessarily meet these enterprises’ expectations. As advocated in many studies, e-learning is not merely a new trend—it also plays an essential role in the learning and training process that organizational members undergo. However, throughout the learning process, what are the factors that cause different e-learning outcomes? The goal orientation theory in educational psychology has provided a reasonable framework for explaining and describing the differences in employees’ post-learning behaviors. This study focused on employees from Taiwanese small and medium-sized enterprises (SMEs) and their participation in enterprise resource planning (ERP)-based e-learning. The employees’ goal orientations and how they indirectly (with learning satisfaction as a mediator) impact the employees’ learning outcomes were examined and deduced. A questionnaire was administered to 405 employees from different SMEs who have had the experience of using an ERP-based e-learning platform. According to the structural equation model analysis results, the employees’ master goal orientation and performance-approach orientation (avoidance orientation) will exert an indirect positive (negative) influence on learning outcomes through learning satisfaction as a mediator. Lastly, this study interpreted the empirical results together with their academic and managerial implications, and proposed some recommendations for subsequent research.

Abusive supervision and knowledge sharing: moderating roles of Islamic work ethic and learning goal orientation

PurposeThe purpose of this paper is to extend the scant literature on the effect of abusive supervision on knowledge sharing by examining the roles of Islamic work ethic and learning goal orientation in moderating the effect.Design/methodology/approachThis paper utilizes a cross-lagged survey research design to collect data from 735 employees working in the services and manufacturing sectors of Pakistan.FindingsThe data analysis revealed that abusive supervision has a damaging effect on knowledge sharing in the workplace. However, employee learning goal orientation and the Islamic work ethic help in mitigating this detrimental effect.Research limitations/implicationsThe main theoretical implication is to advance knowledge on the boundary conditions that help in mitigating the undesirable effect of abusive supervision on sharing of knowledge in organizational settings.Practical implicationsThis paper provides practical insights into mitigating the damaging effects of abusive supervision, a prevalent issue in Asian societies, through the lenses of Islamic business ethics and learning goal orientation.Originality/valueThis is the first study that examines the boundary conditions placed by the Islamic work ethic and learning goal orientation around the relationship between abusive supervision and knowledge sharing in the context of Pakistan.

Construction of safety training course system under crisis theory

Based on the statistical analysis of coal mine accidents in 2018, it is found that there are some problems in coal mine, such as the poor effect of safety training, the poor initiative of employees in learning, and the loopholes in assessment, which are the main reasons for the illegal operation of employees. In view of the above problems, by introducing the concept of crisis education, a set of crisis education curriculum system is developed for the safety training of on-site operators in coal mining enterprises. Taking wechat mini program as the carrier, a comprehensive safety training function module is designed, and three ports of teachers, trainees and managers are configured at the same time to meet the needs of different users. And through JS, hbuilder and other technologies to achieve the development of wechat mini program. This course system has certain guiding significance to optimize the training course, improve the training effect, enhance the learning enthusiasm of employees, and reduce the three violations.

Ambidextrous Knowledge and Learning Capability: The Magic Potion for Employee Creativity and Sustainable Innovation Performance

This paper studies the effect that ambidextrous knowledge, i.e., oriented knowledge within a firm towards the development of exploitation activities and oriented knowledge towards the development of exploration activities, has on employee creativity, research and development, and sustainable product innovation. We contend that both tacit and explicit knowledge affect employee creativity, research and development, and sustainable product innovation. We empirically tested our hypotheses by using multisource data collected from 245 Spanish firms across fourteen industries. Our structural equation models indicate that these two types of individual knowledge predict employee creativity, which in turn strengthens research and development projects, and sustainable product innovation performance. The results confirm that the relationships between knowledge, creativity, research and development, and sustainable product innovation performance are strong with a high learning capability. A multi-group structural analysis also reveals that positive relations between tacit and explicit knowledge, employee creativity, research and development, and sustainable product innovation performance are stronger within firms that have employees with high learning capability. We provide pertinent recommendations for managers. The efforts and investments made in knowledge support the development of new ideas, new research and development projects, and sustainable product innovation success; employee learning capability has a strong influence on knowledge, creativity, and sustainable product innovation.

Don't Be Afraid to Fail Because You Can Learn From It! How Intrinsic Motivation Leads to Enhanced Self-Development and Benevolent Leadership as a Boundary Condition.

Employee learning from failures is key to effective employee functioning and long-term sustainable development. Although failure is an essential part of the learning process, it is less certain of why individuals would learn from failures and the benefits associated with it. Thus, it is significant to explore the cause and the consequence of learning from failures. Drawing upon self-determination theory, we explore the antecedent, consequence, and boundary condition of employee learning from failures. Random full-time employees in China were recruited to participate in the two-wave survey study via an online survey platform. Empirical results of 381 employees indicate that employee intrinsic motivation is positively related to employee learning from failures, which in turn facilitates employee self-development. Moreover, we found that benevolent leadership, a leadership style that is prevalent in the Chinese work context, plays an important moderating role in affecting the saliency of the indirect effect. Specifically, the indirect effect is more salient when benevolent leadership is higher. We test the hypotheses in SPSS using linear regressions and the PROCESS macro. Our study provides important implications for both theory and practice. Limitations and future research directions are also discussed.

The effects of leader‐member exchange and employee learning on perceived employability

In today’s rapidly changing society, the critical issues for organizations are how to attract individuals with high‐level employability and what role to play in maintaining and enhancing that employability. This study primarily aimed to investigate the effects of leader‐member exchange and employee learning on perceived employability. The literature review showed that leader‐member exchange is about the mutual relationship between the leader and members of an organization, and that employee learning consists in the individual employees’ continuing learning behaviours. The data for this study were collected from 257 South Korean insurance company employees. The study findings demonstrated that leader‐member exchange has a significant positive influence on the one dimension of perceived employability: corporate sense. Employee learning, on the contrary, was shown to have statistically significant positive effects on all the five dimensions of employability. Conclusions were drawn, and the implications and limitations of the study are discussed.

Investigating the impacts of human factors of learning, forgetfulness and fatigue and refreshment on staff scheduling

The present study has investigated the impacts of human factors of learning, forgetfulness and fatigue and refreshment on staff scheduling. It aims to present a mathematical model for staff scheduling so that workforce costs are minimized and the factors of learning, forgetfulness and fatigue of employees, which affect their performance and enhance their efficiency, are taken into account. Parameters of the proposed model comprise the fixed and variable costs of worker assignment, the individual’s production rate at different times of work shift, the forgetfulness parameter (which indicates the degree to which a person forgets the skill in performing a task), the learning rate, the amount of time away from work and so on. The variables of the proposed model also indicate worker assignment to the work shifts. After validating the proposed model, several problems have been generated in different dimensions and have been solved by GAMS software. Further, to solve high-dimensional problems, a genetic algorithm was developed, by which the problem was solved in various dimensions. The algorithm accuracy was examined by comparing its results with the exact solution results and its problem-solving ability was also evaluated using the generation of problems in various dimensions and their solutions.

Exploring the link between management training and organizational performance in the small business context

PurposeThis study aims to explore the impact of management training on organizational performance in the small business context to evaluate whether formal management learning interventions bring organizational benefits to small enterprises.Design/methodology/approachA qualitative approach was adopted consisting of 100 interviews with small firm owners/managers and employees working in 50 Greek small enterprises operating in the manufacturing and services sectors. Participant firms consisted of 25 small enterprises (9 manufacturing firms and 16 firms in the services sector) whose owners/managers have completed various formal training interventions (i.e. accredited seminars and workshops, business and management courses, etc.,) and 25 small enterprises (16 manufacturing firms and 9 firms in the services sector) whose owners/managers have not completed any sort of formal business training and have never attended formal management courses.FindingsThe findings revealed that management training in small businesses had a positive impact on organizational performance. In particular, those respondents that completed formal training interventions argued that their firms achieved increased profitability during 2017 and 2018; improved staff productivity; very low staff turnover rate; and enhanced staff satisfaction and motivation compared with the less-trained owners of small firms in the same sector. The participants pointed out that their formal education in business and management has enabled them to realize the importance of employee learning and job design for staff motivation, whereas it has helped them to manage change more effectively.Practical implicationsThe present findings have major implications for practitioners (i.e. small firm owners/managers), as they point to a positive link between management training and organizational performance, thus encouraging them to invest in their self-development.Originality/valueThe existing evidence around the impact of management training on firm performance has been based mostly on quantitative research in large organizations. However, the available empirical studies fail to explore in-depth how formal management training can help smaller enterprises achieve improved organizational performance. Against this background, the present study sheds new light on this area.

The Role of the Dimensions of Organizational Training Climate and Personal Learning Orientation on Professional Learning of Tabriz University of Medical Sciences

Background and Objectives: In order to synchronize the organization's manpower, professional learning should be done continuously by creating an appropriate organizational learning climate. The present study aimed to investigate the role of educational organizational learning dimensions and job orientation on personal learning in Tabriz University of Medical Sciences. Material and Methods: This was a descriptive cross-sectional study. The sample consisted of 220 employees of Tabriz University of Medical Sciences who were selected by proportional stratified sampling. Required data were obtained through standard questionnaires including organizational learning atmosphere of Tracey & Tews, Personal Learning Orientation of Tarno and professional learning of Lei, et al questionnaire. Data were analyzed using SPSS v.21 software using descriptive statistics, and Pearson correlation test and path analysis were applied using LISREL software. Results: The highest mean among the dimensions of organizational education was related to management support dimension and the mean of personal learning orientation was higher than the organizational learning atmosphere. The results of the analysis of the Lizerl path indicated that organizational education dimensions including management support (β = 0.52), occupational support (β =0.63), organizational support (s = 0.67) and personal learning orientation (β = 0.87) had a positive effect on the level of professional learning of employees of Tabriz University of Medical Sciences and their model has a good fit. Conclusion: The organizational learning climate and personal learning orientation had a direct positive effect on the rate of professional learning of Tabriz University of Medical Sciences employees.

Lifelong Learning, Training and Development Employee’s Perspective

In this paper authors are aiming to explore the level of perception on the topic of trainings from employees’ perspective, as well as learning and development of employees after they reached the labor market and their impact in human capital. To stay competitive and survive in job market it is suggested to acquire higher and broader skills and competencies. To achieve this, it is necessary to use training and development as a function of Human Resources Management. Therefore, the main purpose of this paper is to identify the impact of training and development and the concept of lifelong learning. For this research 450 questionnaires were used with the public and private institutions regarding the level of trainings they have participated. The importance of trainings increases with technological changes and information technology, globalization and a lot of other factors have their impact in importance of continuing adult education and lifelong learning. In this paper will be explored also what training practices represent as a key component in human resource management. Where from our findings we can say that most of the trainings in Kosovo are on job trainings, with highest level of participants in the age from 21- 35, this age group uses trainings for learning, age group of 36 -50 years use trainings mostly for sharing information’s, while age group 51-65 years, use mostly trainings for learning and sharing information, they also have the highest level of using trainings for development. Most of the employees find trainings as compulsory for achieving better skills, compulsory trainings are positively correlated with on job training Pearson Correlation 0.83 which is significant .000 at the 0.01 level (2-tailed) from the descriptive data we can find that depending on the age group and education level Information technology trainings have different results. Employees with higher education have less interest in Information Technology trainings compared to employees with lower levels of education. So, in general, this research aims to give a clear description of employees’ perspective regarding trainings as on job trainings, IT trainings, and their transfer of trainings to the job market some of employees use it for learning, some employees for sharing information and some for further professional development.

Knowledge Management Enablers for Knowledge Creation Externalisation in Nepalese Hospitality Industry

This paper examines the relationships between the knowledge management enablers and knowledge creation externalisation in the hospitality industry such as hotel, travel and trekking agencies in Nepal. The study is based on primary data with 382 responses. The self-administered questionnaires were used to collect the perceptive opinions from the respondents. The study concludes that the key knowledge management enablers such as collaboration, trust, learning, centralisation and information technology do influence to the knowledge creation externalisation positively. Managers should promote collaboration, trust, learning and information technology facilities for employees to create knowledge in organisation.

Engaging Leadership and Its Implication for Work Engagement and Job Outcomes at the Individual and Team Level: A Multi-Level Longitudinal Study.

The current study investigates how supervisors’ engaging leadership, as perceived by their employees, increases employees’ job outcomes at the individual and team level, as mediated by (team) work engagement. Job outcome indicators at the team level are team performance, team learning, and team innovation; and at the individual level, job performance, employee learning, and innovative work behavior. The novel concept of engaging leadership is presented as the specific type of leadership to foster (team) work engagement. A multi-level longitudinal study is conducted among 224 blue collar employees nested in 54 teams in an Indonesian state-owned holding company in the agricultural industry using a one-year time lag. The findings show, as expected, that at the team level, engaging leadership at time 1 predicted team learning and team innovation (but not team performance) at time 2, via team work engagement at time 2. Additionally, an expected cross-level effect was observed from engaging leadership at the team level at time 1 predicting individual job performance (but not employee learning and innovative work behavior) at time 2, via team work engagement at time 2. Finally, an expected second cross-level effect was observed for engaging leadership at the team level at time 1, which predicted individual job performance, employee learning, and innovative work behavior at time 2, via work engagement at time 2.

Impact of innovativeness on business performance of Japanese firms in Vietnam

Innovativeness is usually considered to be the key to the survival and development of firms in the context of increasing competition in the global market. However, studies on the link between innovativeness and business performance of firms have not been studied much in Vietnam. Therefore, the research aims to identify and assess the impact of innovativeness on four perspectives in balanced scorecard including customers, finance, internal processes, employee learning and growth. Results from 144 responses out of 670 surveys on Japanese firms investing in Vietnam showed that innovativeness has a significant impact on business performance in both financial and non-financial aspects. Additionally, improving non-financial performance also has a positive impact on financial performance in firms. This conjointly implies that in the context of the increasingly spirited market as it is today to survive and develop in the long run, firms need to specialise in improving innovativeness to extend business performance efficiency.

Impact of innovativeness on business performance of Japanese firms in Vietnam

Innovativeness is usually considered to be the key to the survival and development of firms in the context of increasing competition in the global market. However, studies on the link between innovativeness and business performance of firms have not been studied much in Vietnam. Therefore, the research aims to identify and assess the impact of innovativeness on four perspectives in balanced scorecard including customers, finance, internal processes, employee learning and growth. Results from 144 responses out of 670 surveys on Japanese firms investing in Vietnam showed that innovativeness has a significant impact on business performance in both financial and non-financial aspects. Additionally, improving non-financial performance also has a positive impact on financial performance in firms. This conjointly implies that in the context of the increasingly spirited market as it is today to survive and develop in the long run, firms need to specialise in improving innovativeness to extend business performance efficiency.