Employee Learning Research Articles

The Impact of Knowledge Capture and Knowledge Sharing on Learning, Adaptability, Job Satisfaction and Staying Intention: A Study of the Banking Industry in Bangladesh

Abstract The Knowledge Management (KM) has been defined as performing activites in discovering, capturing, sharing and applying knowledge in a more effective and effieicnt way. This study looks at only two such processes namely: capruring and sharing knowledge and their sub-processes. The purpose of this study is to conduct exploratory research to investigate the extent to which the sub-processes of knowledge capture and knowledge sharing of knowledge management impact the employee learning, adaptability, Job satisfaction and intention to stay on the job. This research was conducted using a purposive sample from financial services firms in Bangladesh. The sample consisted of 254 respondents from 23 different branches of eight commercial banks drawing from all levels of employees in the organizational hierarchy. The partial least squares (PLS) approach using Smart PLS has been used to test both the measurement and structural models. The findings of this study confirm that it is not the KM processes rather the sub-processes of KM process that can positively impact on employees' outcomes. This study involved self-administrated questionnaires and was open to all levels of staff and measured perceptions of the employees as opposed to actual behavior. This study suggests that employees' learning and adaptability depend on the usability and comfortability of the knowledge management initiatives undertaken by the management. Practitioners may employ the same experimental method using the instruments developed for this study to analyze the impact of the subprocesses of knowledge capture and knowledge sharing on employee outcomes. This study contributes to the existing literature of knowledge management that how the sub-processes of knowledge capture and knowledge sharing motivate employees to learn and adapt and how learning and adaptability contribute to job satisfaction and staying intention.

Employer Size and Spinout Dynamics

Most new firms are founded by former employees of existing firms – spinouts. This paper documents how employer size shapes the entry and post-entry dynamics of spinouts. Using micro-data from Mexico, I show that employees from small firms are more likely to form spinouts than employees of large firms. In addition, spinouts from large employers start at a larger scale and grow faster than spinouts from small employers. I argue that this results from employees learning from their employers and develop a model of occupational choice and firm dynamics which operationalizes this theory. Using a calibrated version of the model, I analyze the aggregate implications of the link between employer size and spinout dynamics for macroeconomic outcomes both within and across economies. First, I argue that learning efficiency – interpreted as management quality – not only accounts for differences in spinout formation between the U.S. and Mexico, but also explains a sizeable share of the variation in the firm size distribution and output per worker. Second, I show that employee learning has meaningful and long-term implications on the creation of new firms in response to policies that target existing firms. Taken together, this paper establishes a connection between incumbent and entrant firms and shows that it is important for aggregate outcomes.

Otivation and Retention of Teachers in a Family Business in Education A Case Study from South Asia

<p>The case describes the professionalization, especially, the motivation and the commitment issues faced by Pioneers` School & College, a private family-run business in an emerging Asian economy of Pakistan. The case sheds light on the initiatives taken by the School’s Principal in this regard which resulted in the development of a unique teacher training program named, Teacher Nurturing Program (TNP). At the core, the case focused on the training and development aspect of human resource management to motivate and retain the good teachers and improve quality of teaching standards. The case provides an opportunity for students to reflect upon the need for schools like Pioneers` to competitively act and introduce employee training and learning programs to maintain teachers’ motivation and commitment issues as well as to improve the school image through higher quality standards.</p>

Feeling Weary? Feeling Insecure? Are All Workplace Changes Bad News?

Prior research indicates that workplace changes can have both positive and negative consequences for employees. To explore the mechanisms that trigger these different outcomes, we propose and test a mediation model, which builds on the premises of the challenge–hindrance model of work stress. Specifically, we suggest that whereas workplace changes can engender positive outcomes (e.g., learning outcomes) through an increase in learning demands, they can also enhance negative outcomes (e.g., emotional exhaustion) through increased perceptions of qualitative job insecurity. While we made these specific assumptions, we also analyzed the reversed causation relationships. Two-wave data obtained from 1366 Dutch employees were used to test the study hypotheses. The results showed that the reciprocal causation model had the best fit for the data. However, whereas emotional exhaustion was only mediated by qualitative job insecurity, no mediation was found by learning demands. In addition to the hypothesized effects, several reversed causation effects emerged from the analyses, indicating that the relationships between workplace changes and employee learning and strain are not unidirectional. This underscores the need for a broader view on the causes and effects of workplace changes, as the traditional causation relationships (i.e., perceptions of workplace changes impacting employee learning and strain experiences) are insufficient to explain the complex dynamics between the studied phenomena.

Measuring Social Sustainable Practices in Middle Eastern Airlines: The Employees’ Perspective

Measuring social sustainability across any organisation is a complex phenomenon involving many criteria and sub-criteria. To address this level of complexity, a multi criteria decision-making process called the 'analytical hierarchy process (AHP)' has been used in this research. Data have been collected from 15 experts of two full service carriers (FSCs) from the Middle East. The findings of this research showed that ten main criteria and 32 sub-criteria are important measures of social sustainability from the employees' perspective. It has been found that employees' well-being, learning, development and engagement are the most important criteria for infusing social sustainability into the airline industry. However, community and organisational culture have the lowest priority weights. Measuring social sustainability from the employees' perspective is a multifaceted issue. The proposed framework can help policy makers to enhance the social sustainability standards of their employees and to gain a sustainable advantage.

THE EMPLOYEE PERFORMANCE ASSESSMENT AND EMPLOYEE TRAINING, ON EMPLOYEE INTENSION

This study aims to examine and analyze the effect of employee performance appraisal and employee learning, to an employee out intentions with employee retention as a mediating variable. High employee turnover rates can result in negative impacts on the company such as decreasing service, decreasing productivity and resulting in increased human resource costs in terms of the cost of training that has been invested and for recruitment and retraining. The XYZ Secondary Data of 2016-2017 shows the turnover of employees. One of the challenges faced by the company is the employee turnover, from the data obtained by employee turnover recorded up to August 2017 of 3.66%, 0.48% above the target year 2017sesar 3.18. This study uses 36 parameters, multiplied by 5 then the required number of samples is 180 respondents. A sample used in this research is 180 employees at some position/position of PT XYZ. A technique of collecting data using observation, interview and questioner and data analysis technique used is the Structural Equation Model (SEM) version 22.0. In further research, researchers can conduct research on aspects other than those studied in this research and are expected to be able to explore other variables such as organizational culture, compensation and benefits, leadership, coaching and mentoring, career development and other variables suspected of having an influence on employee performance in an organization or company.

Impact of Informal Learning at Workplace on Skill Enhancement of Trainers

Purpose - The main purpose of this paper is to identify the informal learning ways at workplace and its impact on skill enhancement of employees. Design/Methodology/Approach - The paper is exploratory and analytical in nature. Target population for the study was trainers of Bhartiya Skill Development University, Jaipur, India. The paper has been analyzed, concluded on the basis of data collected from both the sources primary and secondary. Primary data has been collected with the help of questionnaire and interview of employees and secondary data collected from research papers, books, journal, articles, and related work done in this field. Finding - The main findings of the paper are that informal learning takes place at workplace default and it is an innovative tool for employees’ learning. Some ways of informal learning like Participation in coworker’s job, providing training to others, interaction with other staff and students some of the ways help in trainers to enhance their technical, soft, and human skills. Research Implications - This paper will contribute to recognize the ways of informal learning in organizations which further help in to develop skills of employees. Practical Implication - The study’s findings can give organizations and HR practitioners ideas about how to engage employees in learning with innovative informal learning practices, how to relate learning with different activities of employees and how to enhance their skills with informal learning activities. The study can also be used as base to develop learning model in an organization with right proportion of learning activities. Originality/Value - This study is original in Indian context, which tries to find out the different informal ways of learning at workplace and its impact on skills enchantment of Trainers.

Going beyond the official domain in the search for the culture of employee learning: The case of junior support staff at a South African university

Based on HCT (human capital theory), employee learning and the culture associated with it in South Africa and globally have generally been researched from the perspective of the normative government or employer-initiated policies and programmes. Using Bernstein’s (2000) theory of the pedagogic device, this paper suggests the existence of different domains of learning with respect to junior support staff at a South African university. The paper also borrows from critical realism to advocate an approach which asks questions pertaining to the influence of structure and agency on the form of the culture of employee learning in different domains with respect to the junior support staff members. The answers to these questions, the paper suggests, would help with a holistic characterisation of the culture of employee learning associated with this category of employees at the South African university.

Transformational leadership on follower's creativity: an empirical study

Purpose: This study is an investigation into relationship between transformational leadership and innovation at the organisational level and creativity at the individual level as an empirical study in the public sector in the Kingdom of Saudi Arabia (KSA). A survey instrument was adapted to obtain the data from different organizations. A Self administrated questionnaire was distributed to employees randomly selected from a public organisation. The final sample of 503 was selected for the study analysis. The results show that transformational leadership is positively and significantly correlated to the follower's creativity and organisational innovation. In addition, the relationship between the transformational leadership and follower's creativity through the mediating role of employee psychological empowerment, support for innovation, workplace relationship, and employee learning were found positive and significant. This research provides supportive insights into the state of transformational leadership for field experts, policy makers, and administration of the public organizations especially from the Gulf countries.

Going beyond the official domain in the search for the culture of employee learning: The case of junior support staff at a South African university

Going beyond the official domain in the search for the culture of employee learning: The case of junior support staff at a South African university

Kontekst organizacione kulture kao relevantnog faktora organizacionog znanja

With the current expansion of the global economy and the fast-changing evolution of technology and innovation, organizations are facing an ongoing need for employee learning and development. As knowledge increasingly becomes a key factor for productivity, it has also become a currency for competitive success. Understanding factors that contribute to organizational learning and the transfer of knowledge to the workplace environment are essential. In organizations able to cultivate a knowledge-sharing work environment, employees share ideas as a natural part of their job function, rather than something they are forced to do. The intention of this paper is to determine, through a review of relevant literature, organizational culture as a predictor of the success of organizational learning and identify factors that influence the transfer of knowledge within an organization.

Impact of Perceived organizational support and organizational reward on Thriving at work; Mediating role of civility at workplace.

Thriving at work is one of the hottest topic of discussion now a days. As it has become one of the most important concern to increase learning and vitality of employees. Practitioners are looking for ways to increase employees thriving at work. This study analyzes the mediating role of civility on perceived organizational support and thriving; and between organizational reward and thriving. The purposive sampling technique was used. Self-reported questionnaires and online survey technique was used for collecting data. This study provides insights about the impact of Perceived Organizational Support and Organizational Reward on thriving and mediating effect of workplace civility. This study provides implications to the professionals as how they can thrive at work and civility is one of the important factor that generates thriving of employees.

Motivation and Retention of Teachers in a Family Business in Education A Case Study from South Asia

<p>The case describes the professionalization, especially, the motivation and the commitment issues faced by Pioneers` School & College, a private family-run business in an emerging Asian economy of Pakistan. The case sheds light on the initiatives taken by the School’s Principal in this regard which resulted in the development of a unique teacher training program named, Teacher<br />Nurturing Program (TNP). At the core, the case focused on the training and development aspect of human resource management to motivate and retain the good teachers and improve quality of teaching standards. The case provides an opportunity for students to reflect upon the need for schools like Pioneers` to competitively act and introduce employee training and learning programs<br />to maintain teachers’ motivation and commitment issues as well as to improve the school image through higher quality standards.</p>

Motivation and Retention of Teachers in a Family Business in Education A Case Study from South Asia

<p>The case describes the professionalization, especially, the motivation and the commitment issues faced by Pioneers` School & College, a private family-run business in an emerging Asian economy of Pakistan. The case sheds light on the initiatives taken by the School’s Principal in this regard which resulted in the development of a unique teacher training program named, Teacher<br />Nurturing Program (TNP). At the core, the case focused on the training and development aspect of human resource management to motivate and retain the good teachers and improve quality of teaching standards. The case provides an opportunity for students to reflect upon the need for schools like Pioneers` to competitively act and introduce employee training and learning programs<br />to maintain teachers’ motivation and commitment issues as well as to improve the school image through higher quality standards.</p>

SKILL MISMATCH DAN UPAYA MENGATASINYA (Studi pada 3 hotel di Semarang)

This study aims to explain how to overcome the employee skill mismatch that works with the company. The research was conducted at the hotel because of the high of its business competition and the gap between the number of hospitality education institutions and the number of hotels in operation that had consequences for the occurrence of skill mismatch. The findings of a previous study of skill mismatch concluded that there was a disruption in competitiveness and productivity in companies using employees with skills and education gaps. Using a multi-case study technique, data collection was carried out in five-star hotels, three-star hotels and one-month period June-August 2018 in Semarang. The results of the study show that the effort to overcome the mismatch skill in the company is to conduct employee learning. There are differences in the learning process of employees in overcoming skill mismatch, where the higher the star classification in the hotel business the higher the involvement of the company. In other words, the smaller the classification of hotel stars, the individual efforts of employees to learn to overcome the mismatch skill is also greater. Based on these findings, this study uses the learning organization theory as a frame of mind and analysis.

Influence of ethical leadership on employee learning orientation: evidence from academics

PurposeThe purpose of this paper is to examine the relationship between ethical leadership and employee learning orientation in organizations.Design/methodology/approachThis paper uses a quantitative methodology to analyze data collected from 160 faculty members from universities, using a survey questionnaire.FindingsThe finding of this study reveals that ethical leadership has a positive effect on learning orientation of faculty members in universities.Originality/valueThis study adds to the field of ethical leadership by investigating the influence of ethical leadership on learning orientation of faculty members in universities.

ILMIS-BASED EDUCATION AND TRAINING SIM MANAGEMENT MODELS ON INCREASING ORGANIZATIONAL PRODUCTIVITY

Quality education and training programs are needed by every organization to improve employee competencies and productivity which in turn can help improve organizational productivity. To support the implementation of a quality Education and Training program, an integrated Education and Training management information system is needed that can process data and produce accurate information and can be used as a reference in decision making. The study used a descriptive qualitative method which aims to provide an overview of a situation that exists in the present, then explained, analyzed and presented so that it becomes a clear and systematic picture in which data is obtained using several data collection techniques namely observation, in-depth interviews and studies documents in the Islamic Bank. Data analysis was carried out using the Miles & Huberman model approach, namely through a data reduction process, a data display and a conclusion drawing/verification. Research to see the relationship between the implementation of the management model of Education and Training Management Information Systems (SIM Education) based on Integrated Learning Management Information System (ILMIS) in improving organizational productivity. Based on the results of the study there are 5 main factors supporting the successful implementation of this governance model. The five factors are management's role/support, employee learning culture, HR system and readiness, technology readiness and Education and Training Team commitment.

Impact of Perceived organizational support and organizational reward on Thriving at work; Mediating role of civility at workplace.

Thriving at work is one of the hottest topic of discussion now a days. As it has become one of the most important concern to increase learning and vitality of employees. Practitioners are looking for ways to increase employees thriving at work. This study analyzes the mediating role of civility on perceived organizational support and thriving; and between organizational reward and thriving. The purposive sampling technique was used. Self-reported questionnaires and online survey technique was used for collecting data. This study provides insights about the impact of Perceived Organizational Support and Organizational Reward on thriving and mediating effect of workplace civility. This study provides implications to the professionals as how they can thrive at work and civility is one of the important factor that generates thriving of employees.

Penerapan Organisasi Pembelajar Dalam Upaya Meningkatkan Kinerja PD ABC

This study aims to 1) analyze the implementation of learning organization in PD ABC; 2) analyze the influence of learning organization towards performance improvement of PD ABC; 3) analyze the influence of leadership and organizational culture towards learning organizations, 4) analyze the influence of learning organization, leadership and organizational culture towards performance improvement of PD ABC, and 5) formulate a sustainable learning organization strategy to improve the performance of PD ABC. Methods in this research were Structural Equation Model (SEM) and Analytical Hierarchy Process (AHP). The results showed that 1) information systems and sharing of knowledge, organizational relationship, strategic leadership, collaboration and team learning need to be improved; 2) leadership has a positive influence and significant effect with learning organization but organizational culture has insignificant effect towards learning organization; 3) learning organization has a positive influence and significant effect towards improving PD ABC performance; learning organization has a positive influence and significant effect towards organizational performance, although leadership and organizational culture have a negative influence but insignificant effect towards performance organization; 4) in order to develop sustainable learning, PD ABC has to provide measurable evaluation and monitoring systems, transparent rewards and punishment, as well as competent people.
 Keywords: Leadership, learning organization, organizational culture, organizational performance, strategy
 Abstrak
 Penelitian ini bertujuan 1) menganalisis penerapan organisasi pembelajar di PDABC; 2) menganalisis pengaruh organisasi pembelajar terhadap organisasi pembelajar, 3) menganalisis pengaruh kepemimpinan dan budaya organisasi dengan organisasi pembelajar; 4) menganalisis pengaruh organisasi pembelajar, kepemimpinan, dan budaya organisasi terhadap peningkatan kinerja PD ABC; dan 5) memformulasikan strategi organisasi pembelajar berkelanjutan dalam upaya meningkatkan kinerja PD ABC. Metodologi penelitian ini mengambil data secara stratified random sampling ,analisadeskriptif,StructuralEquationModel (SEMLisrel), danAnalyticalHierarchy Process (AHP). Hasil penelitianadalah 1) sistem informasi dan penyebaran pengetahuan, hubungan organisasi,kepemimpinan strategis, kolaborasi dan pembelajaran tim masih perlu ditingkatkan; 2)kepemimpinan berpengaruh signifikan terhadap organisasi pembelajar, budaya organisasiberpengaruh tidak signifikan terhadap organisasi pembelajar; 3) organisasi pembelajarberpengaruh signifikan dengan kinerja organisasi, namun kepemimpinan dan budayaorganisasi secara langsung berpengaruh negatif namun tidak signifikan dengan kinerjaorganisasi 4) strategi meningkatkan kinerja PDABC melalui organisasi pembelajar yaitumenyediakan sistem evaluasi dan monitoring yang terukur serta reward dan punishment yangtransparan. Efektivitas kerja perlu didukung dengan penempatan orang yang tepat sesuai dengan kompetensinya dan melakukan pemberdayaan karyawan.Kata Kunci : Budaya organisasi, kepemimpinan, kinerja organisasi, organisasi pembelajar, strategi

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