Organizational Learning Approach Research Articles

Supporting education with ips: Advancing a career-oriented model for integrating work and study support for young adults in sweden.

Supported education (SEd) provides individualized support to people with mental health problems to achieve their educational goals. Individual placement and support (IPS) has emerged as a model through which SEd may be efficiently delivered. However, the components and characteristics of educational support for these employment-focused services have not been fully explored. Building on earlier studies, we constructed a preliminary model of SEd components that integrated with the IPS model. The SEd model included the eight original principles of IPS, developed to reflect the SEd component, and two new principles were suggested. The aim of the study is to investigate these adapted principles by exploring the feasibility of applying them within established IPS programs providing both employment and educational services. An organizational learning approach was taken, involving five IPS programs providing both employment and educational services to young adults with mental health problems. Data were collected through focus groups, interviews, and workshops with 19 IPS specialists. The results suggest that while the IPS principles provide a feasible and relevant structure for the development and provision of integrated services, adaptations that reflect the educational context were considered valuable when supporting young adults in pursuing their career-related goals. The respondents confirmed that the SEd principles and the focus on support in educational contexts helped them to further develop their knowledge and strategies. While challenging, integrating SEd in IPS models shows good potential for supporting young adults as they struggle to reach longer term career-oriented goals. (PsycInfo Database Record (c) 2024 APA, all rights reserved).

Webinar Strategi Kepemimpinan Organisasi Pembelajaran sebagai Upaya Meningkatkan Kualitas Pendidikan di Yayasan Mekar Arum Kabupaten Bandung

This service activity aims to improve the leadership competence of principals and teachers in learning organizations as an effort to realize the quality of education at Mekar Arum Foundation. This Community Service method uses counseling in the form of webinars. The target of this service is the principal, teachers and staff of Mekar Arum Bandung Kindergarten, Junior High School, and Senior High School. The evaluation instrument of this activity uses questionnaires and interviews which are then analyzed descriptively, the results of this service show that school principals have the competence to design, organize, direct, and coordinate staff within the context of learning organizations. Principals can design effective learning strategies, inspire staff, and create a positive learning climate in the school. Through a learning organization approach, it can make a significant contribution in improving the quality of education at Mekar Arum Foundation.

The impact of international experience on firm economic performance. The double mediating effect of green knowledge acquisition & eco-innovation

This study analyses the impact of international experience on firm economic performance from the organisational learning approach. Moreover, the study explores the double mediating effect of green knowledge and eco-innovation in the relationship between international experience and economic performance. Using data from 120 Spanish internationalised agri-food companies, a structural equation model is proposed. Findings reveal that international experience does not have a direct and immediate effect on global economic performance. However, international experience positively influences eco-innovation in internationalised firms, which are exposed to more demanding environmental pressures and are able to assume this risker type of innovation with greater guarantees. Eco-innovation is more likely when the company increases its green knowledge stock, considering that the acquisition of green knowledge is also favoured by international experience. According to these results, it can be concluded that companies which do not use their international experience to acquire new knowledge and to introduce innovations, have more difficulty in improving their overall performance.

Rethinking the Knowledge Transfer Process Through the Use of Metaverse: A Qualitative Study of Organizational Learning Approach for Remote Workplace

Abstract This paper aims to explore the possibilities of implementing the tacit knowledge transfer process and practices in the metaverse and remote workplaces. Tacit knowledge transfer is crucial for organizational knowledge management and maintaining an organization's sustainable development. The research team believes that the use of the metaverse in remote workplaces is expected to revolutionize established organizational learning, knowledge management, and tacit knowledge transfer models. This research attempts to understand employees’ experiences from three perspectives: (1) the acceptance by both senior and junior staff of using the metaverse for training; (2) the experiences of tacit knowledge transfer over the metaverse; and (3) the role of immersion and interactivity during the knowledge transfer process. The significance of this research is the theoretical investigation of the tacit knowledge transfer model in the metaverse. This research is explorative in nature; therefore, this research is not going to generalize or prove the effectiveness of using the metaverse in the tacit knowledge transfer process, but rather explore the factors and deepen our understanding of these fundamental attributes. The findings of this research suggest a modification of the classical model SECI Matrix by adding a new component of “integration” in the transfer process.

Organizational learning for implementing product platforms: A case study of an automotive manufacturer

Product platform development has become a norm in practice for manufacturing companies, enabling firms to develop and produce products more efficiently, shortening the time needed to develop new derivatives, and reducing unit procurement costs. However, the required organizational activities for product platform development with different architectural knowledge need further exploration. We conduct a case study of an automotive manufacturer in China to explore how firms engage in organizational learning processes when implementing product platforms with different architectural knowledge. This study illustrates four organizational learning approaches rooted in exploration and exploitation, yields four configurations between architectural knowledge and the required organizational learning approaches and reveals that each of these architecture knowledge‐organizational learning configurations produces different organizational performance.

Designing an Entrepreneurial University Model with an Organizational Learning Approach in Higher Education (Case Study: Educational Units And Centers Of Khorasan Razavi Azad University)

هدف: در قرن 21 رسالت دانشگاه، تربیت نیروی انسانی و نسل آینده‌ای متعهد، مبتکر و کارآفرین است و بنابراین ایجاد تفکر کارآفرینی و ورود به کسب‌ وکار در میان دانش‌آموختگان دانشگاهی باعث می‌شود که آنها با بهره‌گیری از استعدادهای بالقوه خود، افرادی خلاق، نوآور و کارآفرین شوند و خود را باور نمایند. بنابراین هدف از مطالعه حاضر، طراحی الگوی دانشگاه کارآفرین با رویکرد سازمانی در آموزش عالی بود.طراحی/ روش‌شناسی/ رویکرد: این پژوهش از نظر هدف کاربردی-توسعه‌ای، از نظر ماهیت توصیفی و از لحاظ روش، ترکیبی (آمیخته) است. جامعه آماری در بخش کیفی20 نفر شامل افراد خبره در حوزه آموزش کارآفرینی و اعضای مراکز کارآفرینی و در بخش کمی اعضای هیات علمی دانشگاه‌های آزاد خراسان رضوی به تعداد 967 نفر بود که 258 نفر به عنوان نمونه آماری انتخاب شدند. روش نمونه‌گیری در بخش کیفی روش هدفمند و گلوله برفی و در بخش کمی روش نمونه‌گیری سهمیه‌ای بود. روش جمع‌آوری اطلاعات به روش کتابخانه‌ای و میدانی و ابزار اندازه‌گیری در بخش کیفی استفاده از تکنیک دلفی و در بخش کمی با توجه به شرایط کرونا، پرسشنامه محقق ساخته آنلاین بود که سوالات آن برگرفته از داده‌های حاصل از مصاحبه بود. به منظور آزمون فرضیه‌های تحقیق، از روش مدلسازی معادلات ساختاری استفاده شد و بدین جهت از نرم‌افزار آماری AMOS نسخه 24 استفاده گردید.یافته­‌های پژوهش: در بخش کیفی در دور اول دلفی و با توجه به نظر صاحب‌نظران برای متغیر دانشگاه کارآفرین 154 بعد و 597 مولفه و برای متغیر یادگیری سازمانی 37 بعد و 14 مولفه طراحی گردید. در نهایت و پس از پایان دور سوم، مدل مفهومی تحقیق شامل 21 بعد و 34 مولفه برای متغیر دانشگاه کارآفرین و 6 بعد و 6 مولفه برای متغیر یادگیری سازمانی شد که پرسشنامه بخش کمی را تشکیل می‌داد. نتایج این تحقیق، ابعاد دانشگاه کارآفرین و یادگیری سازمانی و اولویت هر کدام از آنها را مشخص نمود و نشان داد که هر 21 بعد دانشگاه کارآفرین از عوامل موثر بر مدل دانشگاه کارآفرین بود. با توجه به میزان تاثیر (بار عاملی) مشاهده شد که ابعاد عوامل محیطی، ایجاد کسب و کار جدید و رهبری کارآفرینانه به ترتیب دارای اثر بیشتری در دانشگاه کارآفرین بودند. همچنین نتایج نشان داد که هر شش بعد کار گروهی، ایجاد فرهنگ حمایتی در سازمان، سبک رهبری، استراتژی سازمان، ساختار سازمانی و نقش مدیریت عالی از عوامل مؤثر بر سنجش یادگیری سازمانی محسوب می‌شوند و مشاهده گردید که ابعاد استراتژی سازمان، ساختار سازمانی و سبک رهبری به ترتیب دارای اثر بیشتری در سنجش یادگیری سازمانی بودند. یافته‌ها حاکی از آن است که یادگیری سازمانی با ضریب تاثیر 79/0 در کارآفرین شدن دانشگاه نقش دارد و موثر است. چهارچوب حاصل از این بررسی منجر به ارائه مدل دانشگاه کارآفرین با رویکرد یادگیری سازمانی در آموزش عالی شد و زمینه توجه به اولویت عوامل دانشگاه کارآفرین را در دانشگاه‌های آزاد خراسان رضوی فراهم آورد.محدودیت­‌ها و پیامدها: این تحقیق به علت کمبود زمان و هزینه بر بودن در دانشگاه‌های سطح کشور صورت نپذیرفت. همچنین به دلیل وجود شرایط کرونا و به دلیل عدم استفاده از مشاهده از روش مثلث‌سازی استفاده نگردید و به همین دلیل، نمونه گیری در بخش کمی از نوع نمونه گیری سهمیه ای انجام شد.پیامدهای عملی: چهارچوب حاصل از این پژوهش می تواند منجر به ارائه مدل دانشگاه کارآفرین با رویکرد یادگیری سازمانی در آموزش عالی گردد و زمینه توجه به اولویت عوامل دانشگاه کارآفرین را در آموزش عالی فراهم آورد.ابتکار یا ارزش مقاله: پژوهش حاضر تنها تحقیق در زمینه طراحی مدل دانشگاه کارآفرین در آموزش عالی بوده که با توجه به رویکرد یادگیری سازمانی صورت پذیرفته است. نوع مقاله: مقاله پژوهشی

An organizational learning approach to digital and non-digital firm acquisition behavior

Drawing on organizational learning theory, this study investigates whether, and how, digital firms' characteristics can alter the determinants of exploration and exploitation activities through acquisitions. Considering that digital firms intrinsically differ from non-digital firms as regards their resource bundles, cost structure, and growth strategy, we argue that these distinctive characteristics can moderate the effects of slack resources and performance feedback on the propensity to conduct explorative and exploitative acquisitions. Comparing large, U.S. publicly traded digital and non-digital acquiring firms, we empirically show that consistent with our predictions, digital firms' characteristics mitigate the effects of slack resources and performance feedback on the propensity to conduct explorative acquisitions. Yet, contrary to our predictions, the findings also indicate that digital firms' characteristics reinforce the effects of these determinants on the propensity to conduct exploitative acquisitions.

An Expanded 4I Framework to Conceptualize Inter-Organizational Learning in the Global Health Sector

Though calls to improve learning in health systems have been increasing in recent years, the literature for learning in the global health sector is sparse and, to our knowledge, a conceptual model for organizational learning in the field has not been identified. This article proposes an expansion of the 4I framework for organizational learning to guide the creation, retention, and transfer of knowledge within and across global health organizations. Specifically, two additional levels are added to the framework to account for inter-organizational learning in the highly collaborative field: 1) consideration of learning pathways across organizations via formal or informal partnerships and communities of practice, and 2) the addition of a macro level ‘coordinating body’ (e.g., the World Health Organization). Two additional processes are proposed by which inter-organizational learning occurs: interaction across partnerships and communities of practice, and incorporation linking global health organizations to coordinating bodies. Organizational politics play an important role in determining why some insights are institutionalized while others are not. The roles of the episodic influence and systemic domination forms of power are considered in the proposed additional organizational learning processes. The modified ‘6I’ framework may provide a basis for assessing and implementing organizational learning approaches in global health programming.

So, you want to start a sales center? An organizational learning approach to sales center formation and growth

ABSTRACT Growth in demand for qualified salespeople has resulted in an increase in both university sales programs and the number of schools that want to transition their programs into sales centers and institutes. Despite this interest, few published articles provide direction on how to plan and launch a sales center. This research examines the views and experiences of existing and aspiring sales center directors to gain deeper insights into the tactics and techniques used for sales center creation and management. Leveraging an organizational learning theory approach, this work uses a mixed-method design to compare aspiring centers’ concerns with the experience and advice of existing center directors.

Effectively use metrics as part of process safety feedback and learning systems to monitor and improve performance

AbstractWithout appropriate process safety program metrics and feedback systems, warning signs of problems may be missed and learning opportunities for improving performance can be lost. Ensuring the right things are measured and evaluated, based on process safety program goals, provides information on the current performance level and trends: is performance getting better or worsening? Learning from experience, based on effective feedback systems and the use of organizational learning approaches to collect, analyze, share, and retain critical process safety information, helps promote sensitivity to operations, a sense of vulnerability, and knowledge of past problems and successes to help maintain organizational memory and maintain or improve program performance.

An Investigation of Mediator Roles and the Effects of Learning Organization Approach and Intellectual Capital on Organizational Ambidexterity and Organizations’ Entrepreneurial Orientation: A Comparison of the Service and Production Sectors

In this study, it is aimed to investigate mediator roles and the effect of a learning organization approach and intellectual capital on organizational ambidexterity and entrepreneurial orientation for the service and production sectors. Snowball and judgemental sampling was used and an online survey form was created as a data collection tool. The data collection process took place between April 5 2019 and June 7 2019. The sample included 378 service and 324 production sector participants. SPSS 21, AMOS 20 and PROCESS 3.1 programs were used for data analysis. In the results of the study, it is concluded that intellectual capital has a partial mediator role in the impact of a learning organization on organizational ambidexterity and the impact value is higher in the production sector. Organizational ambidexterity and intellectual capital have a partial mediator role in the impact of a learning organization on entrepreneurial orientation and the impact values are also higher in the production sector. Finally organizational ambidexterity has a partial mediator role in the impact of intellectual capital on entrepreneurial orientation and the impact values are higher in the service sector. When evaluated in terms of total effects, it was determined that the impact coefficients for the production sector were higher in all research models.

An Investigation of Mediator Roles and the Effects of Learning Organization Approach and Intellectual Capital on Organizational Ambidexterity and Organizations’ Entrepreneurial Orientation: A Comparison of the Service and Production Sectors

In this study, it is aimed to investigate mediator roles and the effect of a learning organization approach and intellectual capital on organizational ambidexterity and entrepreneurial orientation for the service and production sectors. Snowball and judgemental sampling was used and an online survey form was created as a data collection tool. The data collection process took place between April 5 2019 and June 7 2019. The sample included 378 service and 324 production sector participants. SPSS 21, AMOS 20 and PROCESS 3.1 programs were used for data analysis. In the results of the study, it is concluded that intellectual capital has a partial mediator role in the impact of a learning organization on organizational ambidexterity and the impact value is higher in the production sector. Organizational ambidexterity and intellectual capital have a partial mediator role in the impact of a learning organization on entrepreneurial orientation and the impact values are also higher in the production sector. Finally organizational ambidexterity has a partial mediator role in the impact of intellectual capital on entrepreneurial orientation and the impact values are higher in the service sector. When evaluated in terms of total effects, it was determined that the impact coefficients for the production sector were higher in all research models.

Moral foundations for creating shared value in Asia

AbstractThis paper analyzes moral foundations and organizational learning approaches in three small and medium‐sized enterprises (SMEs) and one multinational corporation (MNC), which have embraced business models or major projects that enact the strategy of creating shared value (CSV). In the four focal firms, all of which are based in Asia, we found that their adoption of CSV has been driven by moral principles and has entailed substantial organizational learning processes. Our case analyses illustrate a dynamic and mutually sustaining relationship within the four focal firms between organizational learning processes and shared value creation, supported by moral foundations. The four focal firms embraced CSV as a moral philosophy to improve their respective societal conditions, and we found no signs of greenwashing, branding, and organizational façades in their adoption of CSV practices.

Organisational Learning Strategies and Employee Performance in Water and Sewerage Companies: Empirical from Nairobi City County, Kenya

Despite organisational learning strategies being focal in enabling employee’s development, Nairobi City Water and Sewerage Company is unable to employ organisational learning strategies for sustainable employee performance. Owing to the failures in addressing these concerns. this research accessed the manner in which organisational learning strategies related to employee performance in this company. The objectives of the research were to specifically establish the effect of; acquiring information, distributing information, interpreting information, behavioural and cognitive changes on the performance of public water utilities in Kenya. In its methodology, the research espoused descriptive research design as it used 374 senior officers of Nairobi City Water and Sewerage Company as its target population. The sample size drawn from this population was 112 respondents; accounting for 30% of the entire population. The research sought data from primary sources, which was collected through administration of structured questionnaire. Quantitative approach was employed in analysis to obtain descriptive statistics as well as inferential statistics. The inferential statistics were for testing existence of relationship and for predicting a study model. The study found that at 5% significance level, acquiring information there is a strongly positively significant effect on employee performance at Nairobi City Water and Sewerage Company, distributing information has a low significant negative effect on employee performance at Nairobi City Water and Sewerage Company, practising interpreting information at Nairobi City Water and Sewerage Company has a strong significant positive influence on its performance of employees, and behavioural and cognitive changes strongly significantly and positively affect performance of employee at Nairobi City Water and Sewerage Company. The study suggested new organizational learning approaches for implementation by Nairobi City Water and Sewerage Company to improve their employee efficiency and hence enhance their performance.

Designing a Knowledge Management Deployment Model with an Organizational Learning Approach

PurposeThe aim of this study was to design a knowledge management establishment model with an organizational learning approach in the Social Security Organization of North Khorasan Province.MethodologyThe research method was hybrid. The statistical population in the qualitative section included experts and specialists in management sciences and senior managers of the Social Security Organization, 20 of whom were selected using the principle of theoretical saturation as a non-probabilistic sampling method (purposeful and judgmental). In the quantitative part of the statistical population, including 1475 managers and employees of the Social Security Organization in the insurance and medical departments in 2016, who had at least a university degree with five years of service in the Social Security Organization, a sample of 314 people The two-stage stratified sampling method was selected with proportional allocation. The main research tool was the Knowledge Management Questionnaire, the validity of which was formally guaranteed using content and scientific components and components. The reliability of the questionnaire with Cranach’s alpha coefficient was 0.89 for knowledge management and 0.85 for organizational learning.FindingsAfter analyzing the information and testing the proposed model and the results obtained from structural equations, the final model of knowledge management deployment with 6 dimensions including (culture and value, organizational structure, organizational strategy, technology, process and human resources) and organizational learning It was finalized in 4 dimensions including (knowledge acquisition, knowledge dissemination, information interpretation and organizational memory). Also Findings showed that the human resources dimension has the greatest impact on the establishment of knowledge management and the two dimensions learning.ConclusionThe results also showed that organizational learning is effective at 0.74 on the establishment of knowledge management. Based on this, it can be concluded that in order to establish knowledge management in the Social Security Organization of Khorasan Razavi Province, in addition to paying attention to the six dimensions of establishing knowledge management, attention to organizational learning and its four dimensions, especially the two dimensions of knowledge acquisition and knowledge dissemination is necessary.

An Individual Reflective Report On: The COLP’a Learning-Driven Organization Courses

This paper discusses the application of three strategies of the new trend of organizational learning to develop school performance. It uses the strategies of reflection, Action Learning Sets and suggestion System to develop a tripartite levels: individuals, team work and school-wide. The paper recommends using these three strategies of organizational learning approach to enhance the performance of public schools and its outputs.

Mounting corporate innovation performance: The effects of high-skilled migrant hires and integration capacity

We adopt an organizational learning approach to examine how firms’ recruitment of high-skilled migrants contributes to subsequent firm-level innovation performance. We argue that due to migrants’ often different experience from that of native high-skilled workers, their perspectives on problem-solving and access to non-overlapping knowledge networks will also differ. The implied complementarity between these worker types makes migrant hires a particularly valuable resource in the context of firm-level innovation. We refine our diversity hypothesis further by predicting that migrant hires who add to the firm's cultural diversity should contribute more to firm innovation performance than new high-skilled migrant hires who do not add cultural diversity. Finally, we conjecture that firms with high integration capacity as a function of prior experience of employing high-skilled migrants should derive more innovation-related benefits from migrant hiring than firms with a low integration capacity. We track the inward mobility of high-skilled workers empirically using patents and matched employer-employee data for 16,241 Dutch firms over an 11-year period. We find support for our hypotheses.

Sport technology: A commentary

The sport industry is increasingly being influenced by technology innovation for its global competitiveness. Technology is evident in sport in a variety of contexts including from the playing, consuming and spectator experience. Due to the inherent need for technology in sport it is becoming more important to understand how to develop a comprehensive strategy regarding the management of innovation. The aim of this article is to discuss the role of sport technology in both the technology innovation and sport management literature by taking an organisational learning approach. This helps to understand how knowledge is managed in a sport context and how it contributes to the development of sport technology. In addition, the role of entrepreneurial ecosystems in the sport industry is discussed with a goal of understanding the way sport technology emerges. The article concludes by highlighting the importance of taking a sport technology perspective in the global economy.

Beating the Benchmark: Adopting a Learning Organization Approach to Clabsi Reduction in BMT

Topic Significance & Study Purpose/Background/Rationale Preventing central line-associated blood stream infections (CLABSIs) is a priority in blood and marrow transplantation (BMT). A central line infection is both costly and potentially a fatal event. Our hybrid unit of 33 inpatient beds and seven outpatient rooms is designed for hematology/oncology patients receiving autologous and allogeneic BMT. According to the National Healthcare Safety Network (2013), our unit is classified as a hematology/oncology unit, with a CLABSI benchmark of 1.4 per 1000 central line days, not a BMT unit with a rate of 2.6 (NHSN, 2013). In 2016, an analysis of our practice identified opportunities for improvement based on a BMT CLABSI rate of 2.5. The goal of this quality improvement initiative was to reduce the CLABSI rate below the benchmark of 1.4, a 44% reduction. Methods, Intervention, & Analysis Our approach included: a collaborative unit-based task force of direct care nurses, nursing assistants, nurse managers, advanced practice providers, infection preventionists and quality specialists; standardizing central line catheters for BMT patients; and clinical surveillance with a focus on line care. Nurse-sensitive practice changes included: education of BMT nurses and assistants, focused risk awareness and practice “musts”; continual review of data at all task force and staff meetings; minimizing intravenous tubing disconnections; product changes for line care; and focused patient education. Findings & Interpretation Subsequent to interventions outlined below, we achieved a remarkable improvement, achieving a rate much less than the national benchmark of 1.4. With the exception of mucosal barrier injury-related CLABSIs, the 2016 CLABSI rate of 2.5 was reduced to zero in 2017, and 0.59 in 2018 (attributed to an increase in allogeneic transplant volume and acuity). The current 2019 rate is zero! Discussion & Implications CLABSI prevention is best accomplished by creating a team environment, where everyone involved is a stakeholder. Reflection and shared decision-making can result in a significant, sustained CLABSI rate reduction in BMT.

Enhancing corporate sustainable development: Stakeholder pressures, organizational learning, and green innovation

AbstractGreen innovation has become the main path toward achieving corporate sustainable development. Despite the centrality of organizational learning in firms pursuing green activities, little research has considered its role in the relationship between stakeholder pressures and green innovation. By combining stakeholder theory and organizational learning theory, this study explores whether environmental pressures from different stakeholders influence green innovation differently and how this is further mediated by organizational learning. From a sample of 259 Chinese manufacturing firms, we find that consumer pressure has a greater positive effect on green product innovation than regulation pressure, whereas regulation pressure is more positively related to green process innovation than consumer pressure. Moreover, these two relationships are partially mediated by exploration learning and exploitation learning, respectively. These findings advance the existing research on the stakeholder pressures–green innovation linkage by revealing that consumer and regulation pressures influence green product innovation and green process innovation differently and through different organizational learning approaches.