Influence Of Organizational Learning Research Articles

The relationship between organizational learning and innovation capability in the Vietnamese banking sector

This study investigates the influence of organizational learning on the innovation capability of commercial banks in Vietnam. Its aim is to identify the nature of the relationship between these constructs and empirically examine whether organizational learning practices impact banks' innovation capabilities. This research uses in-depth interviews with a large-scale survey administered to employees across various Vietnamese commercial banks employing a mixed-methods approach. Data collection primarily relied on questionnaires with 280 valid responses to explore the direct and indirect effects of organizational learning on innovation capability. Quantitative analysis and structural equation modeling (SEM) were conducted using Smart-PLS software to assess scale reliability, test hypotheses and analyze the collected data. The findings confirm a direct and positive relationship between organizational learning and bank innovation capability. Three factors such as commitment to learning, shared vision and open-mindedness were found to exert significant positive influences on the bank’s product and process innovation. However, intra-organizational knowledge sharing exhibited a significant and positive impact only on process innovation with an insignificant effect on product innovation. This finding concerning the limited influence of knowledge sharing on product innovation represents a critical discovery, warranting further investigation into the underlying reasons. It potentially highlights the need for a nuanced understanding of open innovation within the context of commercial banking.

Examining the Influence of Organizational Learning on Employee Dynamic Capability and Employee Performance within NGOs and Private Enterprises in South Sudan

In the dynamic landscape of South Sudan's NGOs and private enterprises, the interplay between organizational learning, employee dynamic capability, and employee performance is of paramount importance for fostering resilience and sustainability. This study investigates these relationships through a comprehensive analysis of 360 respondents, utilizing structured questionnaires and covariance-based Structural Equation Modeling (SEM). The findings reveal robust positive associations between organizational learning and both employee dynamic capability and performance, affirming the critical role of learning initiatives in enhancing employees' adaptability and response to changing environments. Moreover, employee dynamic capability emerges as a significant predictor of performance, underscoring its pivotal role in organizational effectiveness. The study not only advances theoretical understanding but also offers practical implications for organizational leaders and policymakers seeking to optimize performance outcomes amidst socio-political instability and economic challenges. By illuminating the mechanisms driving organizational effectiveness in challenging contexts, this research contributes to the scholarly discourse and provides actionable strategies for fostering resilience and sustainability in NGOs and private enterprises operating in South Sudan and similar environments.

KEPUASAN KERJA SEBAGAI VARIABEL MEDIASI ANTARA PEMBELAJARAN ORGANISASI DAN KINERJA ORGANISASI

The snack food industry, which is included in the SMEs category, is currently a commodity that is in great demand by the market. UD Sumber Dwi Jaya is one of the SMEs operating in the snack food industry. With various efforts, we are starting to show good organizational performance after being impacted by Covid-19. This research aims to analyze the influence of organizational learning towards organizational performance which is mediated by job satisfaction. The number of respondents used was 38, which is a census method. The method used is SEM-PLS analysis. The role of job satisfaction is able to encourage the relationship between organizational learning and organizational performance. Although partial organizational learning is not able to improve organizational performance directly. The organization does not facilitate employees in learning, this is natural because UD Sumber Dwi Jaya is included in the MSME category. The results show that high job satisfaction can increase organizational performance.

The Influence of Organizational Learning and it Capability on Employee Performance Using Knowledge Sharing as a Variable Intervening in the Pasuruan District DPRD Secretariat

The purpose of this study is to investigate the effect of organizational learning, IT capability, and knowledge sharing on employee performance. The population of this study is all employees on the Secretariat of DPRD in the Pasuruan District. The number of population is 121 employees and the sampling method is saturated sampling. Therefore the sample is 121 employees. To determine the effect of organizational learning and information technology capabilities on employee performance by sharing knowledge as a mediating variable, path analysis is used. This study found that organizational learning has a positive and significant impact on knowledge sharing, whereas IT capability does not have a significant effect on knowledge sharing. Organizational learning and IT capability have a significant and positive impact on employee performance. This study also found that knowledge sharing has a significant and positive impact on employee performance.

The Influence of Organizational Learning, Job Stress, and Employee Recognition on Employee Performance at PT. Socfindo Tanah Gambus Gardens

This research aims to determine the effect of organizational learning, work stress and employee recognition on employee performance at PT. SOCFINDO Kebun Tanah Gambus. The influence of organizational learning, work stress and employee recognition will be analyzed partially and simultaneously on employee performance. The form of research used in this research is quantitative research with an associative approach. Sampling was carried out using a purposive sampling technique and used 89 respondents as samples. The results of this research show that the variables of organizational learning, work stress, and employee recognition have a positive and significant effect both partially and jointly (simultaneously) on employee performance. The coefficient of determination test shows that there is a fairly close relationship between organizational learning, work stress and employee recognition on employee performance with an R value of 0.886.

Mediating Role of Organizational Learning in the Relationship between Use of Artificial Intelligence Security Technology and Community Security

This study focuses on developing a robust model to augment community security through the implementation of AI, while simultaneously investigating the mediating influence of organizational learning within the context of vital AI factors in the UAE. The model examines the interplay among key AI elements, such as compatibility (COMPAT), complexity (COMPLEX), management support (MS), ethics (ETH), and staff capabilities (SC), concerning their impact on the effectiveness of Community Security (ESC). Data collection was conducted via a questionnaire survey utilizing the Abu Dhabi Police as a representative case study for public organizations in the UAE, involving 138 participants spanning both managerial and operational roles, with responses acquired through randomized distribution using online tools. The amassed data was employed to construct the model using SmartPLS software, and its evaluation adhered to assessment criteria encompassing measurement and structural components. A goodness-of-fit score of 0.751 indicated a high level of overall predictive performance for the model. The study's findings revealed that organizational learning (OL) serves as a partial mediator in the relationship between the complexity construct (COMPLEX) and the effectiveness of Community Security (ESC), with no observed mediation effects in other relationships. The research outcomes culminated in the creation of a versatile model that enhances community security through AI technology, applicable across diverse scenarios, and benefiting individuals invested in AI and community security, such as academics, researchers, and practitioners. The study's methodology provides valuable insights for practitioners and researchers in the UAE and related fields, affording opportunities for replication or adaptation to suit specific investigative contexts.

Influence of Organizational Learning on Humanitarian Aid Response in Arid and Semi-Arid Areas in Kenya

Influence of Organizational Learning on Humanitarian Aid Response in Arid and Semi-Arid Areas in Kenya

The Influence of Organizational Learning on Innovative Work Behavior with Work Engagement as a Mediating Variable

Tujuan dari penelitian ini adalah untuk menguji hubungan antara pembelajaran organisasi dengan perilaku kerja inovatif pada pegawai Perumda Air Minum Kota Padang, dengan keterikatan kerja sebagai variabel pemoderasi. Jenis investigasi yang digunakan adalah investigasi kuantitatif. Investigasi ini adalah analisis kausal. Jumlah karyawan Perumda Air Minum Kota Padang yang termasuk dalam populasi penelitian ini adalah 60 orang, tidak membedakan antara karyawan tetap dan kontrak. Sementara pengambilan sampel lengkap digunakan untuk menghitung jumlah sampel untuk penyelidikan ini, jumlah sampel sesuai dengan ukuran populasi enam puluh individu. Analisis SEM menggunakan SmartPLS3 adalah metode analisis data yang digunakan. (1) Organizational Learning berpengaruh positif dan signifikan secara statistik terhadap Perilaku Kerja Inovatif Pegawai Perumda Air Minum Kota Padang. (2) Organizational Learning berpengaruh positif dan signifikan secara statistik terhadap Work Engagement pegawai Perumda Air Minum Kota Padang. Work Engagement berpengaruh positif dan signifikan secara statistik terhadap Perilaku Kerja Inovatif Insan Perumda Air Minum Kota Padang. Organizational Learning berpengaruh kuat terhadap perilaku kerja inovatif di kalangan Insan Perumda Air Minum Kota Padang, dengan Work Engagement sebagai variabel pemoderasi.

Organizational Learning and Private College Performance: The Role of Capabilities' Hierarchy

This study proposes a model of the influence of organizational learning on the performance of private universities (PTS) in Makassar City. This study collected data through a survey approach to 294 leaders of PTS. The analysis tool uses WarpPLS 7.0. The results of this study found that organizational learning can encourage dynamic abilities. However, organizational learning is not significant to substantive abilities. Thus the study found a new concept. However, this study reveals that organizational learning can significantly drive dynamic abilities and encourage substantive capabilities. The study also found that dynamic ability can significantly drive substantive ability and PTS performance. Favorable substantive ability can drive PTS performance. Finally, dynamic capabilities significantly drive substantive and performance capabilities. Therefore, this study confirmed the validity of the DCV theory in the PTS environment.

Learning in the transformation of organizations with the implementation of agile methods

Objective: This article aims to understand the influence of organizational learning on adaptation during the implementation of agile methods in the project management environment in companies. The study focuses on changing project management processes from the traditional “waterfall” to agile management models to meet the needs of organizations. It aims to identify how the organization based on traditional project management migrates to a new process, adapting the new agile methodology to its day-to-day activities. Design/methodology/approach: We carried out a systematic literature review, answering the question: How does organizational learning influence the adaptation of agile methods? Results: We grouped the articles into five fields of research: Agile Learning; Organizational Learning in the implementation of Lean and Scrum methodologies: Implementation of Lean and Scrum methodologies; Learning of the individual in the organization and Organizational Learning. Originality/Value: This article seeks interests in the potential of applying agile projects and the organizational learning acquired from this new model.

The influence of organizational learning and external cooperation configuration on enterprise technological innovation: A study based on fsQCA approach.

This study explores the influence of organizational learning and external cooperation configuration on enterprise technological innovation and constructs a comprehensive theoretical framework of "organizational learning-external cooperation-technological innovation" based on the fuzzy set qualitative comparative analysis (fsQCA) method. The results show the following. (1) A single episode of organizational learning or external cooperation cannot affect the enterprise’s technological innovation, which requires the mutual linkage of the two to improve enterprise technological innovation performance. (2) The technological innovation model in which organizational learning and external cooperation interact is an effective way for enterprises to improve technological innovation performance. There are four technological innovation models that produce high technological innovation performance, namely consciousness-system synergy, consciousness-led, quasi-full, and all-around drive. (3) There are four models of non-high-tech innovation performance, which are not opposed to the technological innovation model of high-tech innovation performance. This research expands the technological innovation perspective of organizational learning and external cooperation matching, provides enterprises with effective technological innovation activities, and provides a theoretical reference and practical guidance for improving technological innovation performance.

Impact of Transactional Leadership on Green Technological Innovative Behavior

The international community is increasingly concerned about environmental pollution and the degradation of natural resources, which has aroused the world's attention to the green technology innovation of the corporate sector and emphasized the role of leaders in responding to this situation. This study examines the impact of interceding mechanisms and influencing factors in the association between green transactional leadership and employees’ green technological innovative behavior. We conducted two independent surveys to develop and test our hypotheses. In the first survey, we collected cross-sectional data from matched 43 project managers and 145 employees of small and medium-sized construction companies in Pakistan. In the second survey, we used a multi-waves approach to collect the data from matched 51 production managers and 165 their immediate subordinates from different small and medium electrical/electronic manufacturing firms in Pakistan. The results showed that green transactional leadership is associated positively with followers’ green technological innovative behavior. This article also found that innovative climate and organizational learning mediates the association between green transactional leadership and green technological innovative behavior. Moreover, the contingency role of environmental dynamism was found significant on the mediating influence of organizational learning in the association between green transactional leadership and followers’ green technological innovative behavior. The findings of this article help to improve our understanding of how green transactional leadership affects followers’ green technological innovative behavior in the electrical/electronic manufacturing and construction industries, and how intervening and contingent mechanisms affect the associations.

Peran Organizational Learning Dan Intellectual Capital Dalam Menigkatkan Innovation Capability (Studi Pada Perusahaan Daerah Air Minum Tirta Mahakam Kabupaten Kutai Kartanegara)

Abstract:This study examines aspects that contribute to the innovation capability of the Regional Water Supply Company Tirta Mahakam where the antecedent variable is human intellectual property originating from intellectual capital or intelligence capital with intervening organizational learning variables. The object of research in this study was the Regional Water Supply Company Tirta Mahakam Tenggarong. The analytical tool used is the method of structural equation modeling. The findings show that there is a significant influence of organizational learning on innovations capability. While the second finding shows that intellectual capital is not capable of influencing innovations capability. Keywords : Innovation capability, intellectual capital dan organizational learning

Influence of Organizational Learning and Dynamic Capability on Organizational Performance of Human Resource Service Enterprises: Moderation Effect of Technology Environment and Market Environment

This study aims to explore the influence of organizational learning and dynamic capability on organizational performance of human resource service enterprises with the moderating role of technology environment and market environment. Data were gathered from 360 human resource service enterprises, and applied the hierarchical linear regression method and structural equation model to test the hypotheses. We found that organizational learning has a significantly positive impact on resource integration capability, as well as has a significantly positive impact on resource reconfiguration capability of human resource service enterprises. Resource integration capability and resource reconfiguration capability have a significantly positive impact on organizational performance. Moreover, results indicated that the resource integration capability and resource reconfiguration capability partially mediate in the relationship between organizational learning and organizational performance. Furthermore, technology environment and market environment have positive moderation effect between resource integration capability and organizational performance of human resource service enterprises, as well as have positive moderation effect between resource reconfiguration capability and organizational performance of human resource service enterprises. The current study contributes to a better understand the impact mechanism of organizational learning on organizational performance from the perspective of organizational learning theory and dynamic capability theory. In addition, this study provides implications for human resource service enterprises and managers to improve organizational performance.

The influence of organizational learning on library service innovation

PurposeThis article intends to explore how organizational learning affects innovation in public library services, and the role of public librarians in innovation in library services.Design/methodology/approachThis study collected 375 valid questionnaires from 19 public libraries in Shanghai and Zhejiang based on organizational learning, organizational innovation and employee psychological empowerment theory. Additionally, SPSS and HLM are used to analyze the relationship among the three processes of organizational learning: knowledge acquisition, knowledge sharing and knowledge application, and public library service innovation.FindingsResults show that organizational learning has a significant positive effect on the service innovation of public libraries. Knowledge acquisition and knowledge application in the process of organizational learning have a significant positive influence on the service innovation of public libraries, but the impact of knowledge sharing on service innovation is weak. Employee psychological empowerment has a negative regulating influence on knowledge sharing–public library service innovation, but no significant influence on knowledge application–public library service innovation and knowledge acquisition–public library service innovation.Originality/valueThis research explores the effectiveness of the theory of organizational learning in the field of public libraries and also confirms the role of librarians in the work of public libraries. Together, they promote the innovation of public libraries.

Influence of Learning Organization on Enterprise Competitiveness and Supply Chain Organization Performance in Manufacturing Enterprises

This paper explores the impact of learning organizations on supply chain performance and firm competitiveness from the perspective of knowledge management and resource base theory. The results of this study show that learning organizations have a direct positive impact on enterprise competitiveness and supply chain performance; learning organizations can indirectly have a positive impact on supply chain performance through the mediating variable of enterprise competitiveness.

The Influence of Organizational Learning on Job Satisfaction and Organizational Commitment and Its Implications on Employee Performance at the Department Of Marine Affairs and Fisheries of Aceh

This study examines organizational learning on job satisfaction and commitment and its implications on employee performance. The population was 226 employees in the Department of Marine Affairs and Fisheries of Aceh (DKP Aceh), and the sample was taken using the Slovin formula resulting in 177 respondents. The sample was determined thru simple random sampling. The research model was tested using SEM-AMOS and Sobel Test. The result proves that in the DKP Aceh the organizational learning, satisfaction, commitment, and employee performance are good, Organizational learning affects satisfaction of the DKP Aceh employees, organizational learning affects commitment of the DKP Aceh employees, organizational learning affects the performance of the DKP Aceh employees, satisfaction affects the performance of the DKP Aceh employees, commitment does not affect the performance of the DKP Aceh employees, Satisfaction can mediate partially the organizational learning effect on performance of the DKP Aceh employees, and commitment cannot mediate the organizational learning effect on the performance of the DKP Aceh employees. These results prove that academically, the model for improving employee performance is a function of improving organizational learning and satisfaction.

The Effect of Organizational Innovation and Organizational Learning on Organizational Performance

This research tries to investigate the influence of organizational learning on innovation on one hand and the impact of innovation on performance on the other. Upon the review of literature, two hypotheses projected in pursuit of the research: the positive impact of organizational learning on innovation as well as the co relational effect of innovation with performance. Data was obtained distributing questionnaires in five public sector universities of Peshawar, Khyber Pakhtunkhwa, Pakistan. Conclusions substantiate hypotheses thus provided additional substantiation that organizational learning has a say in innovation capacity, and also the fact that innovation is positively associated to organization learning (R2 = 0.65) and coefficient β is 0.31 this clearly show that innovation leads to organization learning, on the other hand organization learning has positively associated to organization performance (R2 = 0.70) and coefficient β is 0.54 this means that organization learning leads to organization performance, and has positive significant effect on financial performance

Resolving conflicting results of intellectual capital’s influence on innovative capability

Previous studies have shown conflicting results of intellectual capital’s influence on innovative capability. The conflicting results impede not only theoretical development but also managers’ investment decisions on innovation. This study indicates that divergent knowledge (positive effect), reluctantly sharing knowledge, self-justification (for prior period decision), and sunk cost fallacy (negative effects) explain the human capital conflicting results; inertial (positive effect) and overinvestment (negative effect) explain the organizational capital conflicting results. This study further argues that a firm’s dynamic capability help itself sense (entirely new and partially new) opportunities, seize the strategic-fit opportunities and utilize intellectual capital to transform/enhance its innovative capabilities. Dynamic capability reflects aggregated results of above positive and negative effects and thus resolves the intellectual capital conflicting results. Furthermore, this study argued the social capital facilitate the influences of human capital and organizational capital on innovative capability via opportunities and trust. This study expects following possible findings to contribute theoretical development and managerial implications: (1) when human capital is insufficient, greater human capital increases incremental innovative capability but decreases radical innovative capability. However, to 2 increase radical innovative capability, sufficient human capital is required. (2) Firms incline to overinvest organizational capital in incremental innovative capability; however, dynamic update of organizational capital is a key to increase incremental innovative capability. (3) Dynamic capability mediates the relationship between intellectual capital and innovative capability. Dynamic capability explains the influence of organizational learning on innovative capability from a resource-based perspective. (4) Social capital moderates the relationship between human capital/organizational capital and radical/incremental innovative capability. (5) dynamic capability discloses the mechanism/process of intellectual capital’s influence on innovative capability; human capital and organizational capital, per se, are actors/predictors for increasing innovative capability. Social capital provides opportunities and trust to facilitate (moderate) human capital and organizational capital to increase innovative capability; together with human capital and organizational capital, social capital influences innovative capability through dynamic capability.

Did transformational, transactional leadership style and organizational learning influence innovation capabilities of school teachers during covid-19 pandemic?

This study aims to analyze and calculate the influence of transformational, transactional leadership and organizational learning on the innovation capabilities of teachers in Islamic schools in Jakarta during the COVID-19 pandemic. This research uses quantitative methods and data collection was carried out by simple random sampling electronically using an online questionnaire to the population of teachers in Islamic schools in Jakarta at the COVID-19 pandemic. The results of the questionnaire were returned and valid as many as 140 respondents. Data processing using SEM method with SmartPLS 3.0 software. The results of this study indicate that transformational leadership has a positive and significant effect on the innovation capabilities of teachers. Transactional leadership has a positive and significant effect on teachers' innovation abilities. The learning organization has a positive and significant effect on the innovation ability of teachers. Novelty of this new research proposes a model for building innovation capabilities among teachers through transformational and transactional leadership and organizational learning. This research can be used as a reference for future research and can be applied in other places.