Dimensions Of Learning Organization Research Articles

Mukhlis Knowledge Donating Towards Employee Performance

This research aims to describe how internalizing "mukhlis" Islamic values contributes to Employee Performance. Mukhlis Knowledge Contributing (MKD) is the skill of donating knowledge with the earnest intention of pleasing Allah.The concept of Mukhlis Information Donating is the contribution of genuine and relevant knowledge to enhance Employee Performance.Mukhlis Knowledge Donating is activated by one of the Organizational Learning Dimensions, specifically Team Learning and the worth of Taqorrub (getting closer to Allah).This article has consequences for the capacity of Human Resources to provide true, sincere knowledge for the benefit of the world and the hereafter, in the hope of Allah's grace.The contribution of this study to Resource-Based Theory is the function of mukhlis Islamic values in the honest donation of knowledge, as evidenced by the application of Organizational Learning aspects Team Learning and Taqorrub values.

Building readiness for climate change: A study of organizational learning in the management of natural resources, northeastern Iran

Readiness is critical to adaptation to climate change and includes how organizations adjust their structures, processes, and policies for both mitigation and adaptation. Organizational learning regarding climate change is the process by which organizations and institutions acquire the knowledge, skills, and capabilities necessary to understand, manage, and adapt to the impacts of climate change. This process emphasizes continuous learning, innovation, and collaboration as key strategies for effectively responding to the ongoing climate crisis. The aim of this study was to investigate the current state of organizational learning related to climate change among the General Directorates of Natural Resources and Watershed Management in Golestan and North Khorasan provinces of Iran. The research was conducted using a survey method, through which 80 experts from two organizations were randomly selected to complete a structured questionnaire. The findings revealed that although employees have a strong attitude towards climate change, organizational learning related to climate change is weak. The five dimensions of organizational learning (knowledge acquisition, information distribution, information interpretation, organizational memory, information application) were assessed. Information interpretation had the most weight, while organizational memory had the least. Positive attitudes toward climate change were associated with increased engagement in climate change-related organizational learning. The study recommends implementing training and awareness initiatives, fostering knowledge sharing and retention, encouraging positive attitudes towards climate change, and promoting collaboration to enhance organizational learning as a prerequisite for organizational readiness to climate change.

Corrigendum: Utilization of the dimensions of learning organization for enhanced hospital performance

Corrigendum: Utilization of the dimensions of learning organization for enhanced hospital performance

The effect of transformational leadership and personal cultural values on creating a learning organization

This research aims to investigate the effect of transformational leadership and personal cultural values on creating a learning organization in the field of physical education and sports in higher education institutions. The sample consisted of 328 academic staff selected through convenience sampling. These participants worked in the field of physical education and sports in higher education institutions and volunteered for the research. The data of the study were collected through “Learning Organization Dimensions Scale” developed by Watkins and Marsick (1997), “Transformational Leadership Scale” by Podsakoff et al. (1990), and “Personal Cultural Values Scale” by Yoo et al. (2011). For the data analysis, Scatter Plot Matrix distributions, multivariate Mardia normality test, and structural equation modeling were utilized. In the creation of a learning organization, it was observed that there was a direct effect of providing vision-inspiration and being an appropriate role model, providing acceptance of group goals, giving intellectual encouragement, paying individual interest, and having high success expectations sub-dimensions of transformational leadership and power distance and collectivism sub-dimensions of personal cultural values. Transformational leadership and personal cultural values are essential for constructing a learning organization. The research can contribute to the development of higher education institutions and their evolution into a learning organization by determining the interaction of the learning organization, transformational leadership, and personal cultural values.

Talent management and employee ambidexterity: the moderating role of learning organization

PurposeThis study aims to examine the influence of the talent management (TM) process on employee ambidexterity (EA) and the moderating role of learning organizations in Indian IT and ITes organizations.Design/methodology/approachThe study is descriptive and based on empirical data from 390 IT and ITES employees from India. Data were collected using three valid and reliable questionnaires. Data were analysed using partial least squares structural equation modelling.FindingsThe findings show that the TM process significantly impacted EA. The moderating effects of the four dimensions of learning organization (LO) on the relationship between the TM process and EA were also noteworthy, even though no direct association was found to be significant. Regarding demographic variables, male and female employees do not vary considerably in their perception of TM process and EA in LO.Originality/valueThe study’s novelty lies in creating and discussing a synthesis of exploration and exploitation stemming from EA in learning organization.

Utilization of the dimensions of learning organization for enhanced hospital performance

BackgroundThe healthcare system of Saudi Arabia has evolved radically into an institution that is adaptive to global change and is abreast with new advances in medical field to meet Saudi Vision 2030. The concept and practice of the dimensions of learning organization could provide a framework to significantly improve organizational performance. This study explores the practice of the seven dimensions of LO and determines their utilization toward enhanced performance at hospitals in Hail, Kingdom of Saudi Arabia (KSA). The findings of this study will help improve organizational (hospital) performance.MethodThis cross-sectional study included 117 nurse respondents from various government and private hospitals in the Hail region. Staff nurses were surveyed using the Dimensions of Learning Organization Questionnaire (DLOQ), and supervisors and managers were interviewed.ResultsCreation of continuous learning opportunities, team learning and collaboration, and strategic leadership in learning were perceived to be very satisfactorily utilized. Promotion of dialogue and inquiry, systems to capture and share learning, and empowerment and connection of the organization to the community were perceived to be satisfactorily utilized. Furthermore, the dimensions were found to be directly correlated, evidently signifying a strong relationship.ConclusionOverall, hospitals in the Hail region were found to be learning organizations. The dimensions of learning organization were utilized very satisfactorily, and the culture of learning was strongly embedded in the hospitals' systems and practices.

Health staff perceptions of patient safety and associated factors in hospitals in Vietnam.

Patient safety is a global challenge of preventing and mitigating medical errors which might harm patients during their course of treatment and care. This study was employed to contribute to the existing literature aimed to assess patient safety culture among health staff and to determine predictors of health staff perceptions of patient safety in hospitals in Vietnam. A cross-sectional study was conducted in three hospitals of Vietnam with a total of 763 participants. This study used the Hospital Patient Safety Scale developed by the American Health and Quality Research Organization. In general, 8 of 12 patient safety dimensions in two hospital; and 10 of 12 dimensions in a third hospital had average scores of 60% and above positive responses. The communication openness and organizational learning dimensions were found to be significant different when comparing hospitals. Regarding sample characteristics, department (subclinical department) and health staff positions (nurses/technicians, pharmacists) were significant predictors in the total model including three hospitals (R2 = 0.07). This study reported that communication openness and organization learning are two aspects that need to be improved they are strongly related to patient safety culture and to knowledge exchange among health staff. It has been suggested that hospitals should deliver patient safety training courses and establish a supportive learning environment to improve these challenges.

The Congruence of Sustainable and Learning Organizations: An Insight into the ESG Disclosures of Shell plc

Companies are pledging to improve their environmental and social performance to a huge extent. They have made sustainability their goal or adopted the “triple bottom line” term which is a harmony between their financial, social, and environmental performance. Nowadays, Environmental, social, and governance (ESG) factors are one such category of information that is becoming more and more well-known and considered by mainstream investors around the world. Learning organizations can learn at a remarkable rate and improve their performance. This paper focuses on the unity of sustainability and learning organization. Thus, using dimensions of learning organizations and disclosures of a chosen company this paper inspects whether an organization that fulfills the requirements of a learning organization has elaborated ESG disclosures. The chosen company is Shell plc. ESG data covers a wide range of topics, such as accounting for a company's carbon footprint, its labor and human rights practices, and its corporate governance frameworks. ESG aspects are being emphasized by policymakers, asset owners, and the public to support sustainable business practices and goods. It can be said that an organization that can be termed as one that learns will have a sustainability element. The phrase "sustainability-focused organizational learning" (SFOL) be used to represent the early experiences of businesses that are seeking to pursue sustainability or the triple bottom line while making significant changes to their organizational cultures.

How organizational learning dimensions influence firms’ competitive strategy and performance in a lower-middle-income country: A mediation model

How organizational learning dimensions influence firms’ competitive strategy and performance in a lower-middle-income country: A mediation model

The Impact of Learning Organization on Intrapreneurship: The Case of Jordanian Pharmaceutics

Due to the competitive and uncertain environment nowadays, organizations could respond to these environmental factors effectively by being more learning-oriented, where individuals and teams are encouraged to constantly learn and grow and knowledge is shared and disseminated throughout the organization. This may allow the organization to better understand its environment and respond to changing circumstances in a more effective and efficient way. By improving the organization towards learning organization, the organization could continuously improve its ability to adapt and change through the acquisition and application of new knowledge and skills. Moreover, intrapreneurship could assist organizations in adapting to internal and external environmental changes, which in turn could help firms to innovate and revitalize their businesses. To actualize this study, data were gathered from 263 managers in Jordanian pharmaceutical companies. The collected data were coded against SPSS 25, then normality, validity, and reliability were tested and multiple regressions were used to examine the hypotheses. Thus, this research found an effect for learning organization dimensions (supportive learning environment, concrete learning processes and practices, leadership that reinforces learning, and creating learning structures) on intrapreneurship the context of Jordanian pharmaceutical companies.

The mediation model of learning organization, technology acceptance and service innovation: Part I

PurposeThis paper aims to create a conceptual model that connects learning organizations, service innovation and technology acceptance.Design/methodology/approachThe importance of the interaction of variables benefiting both individuals and organizations has been comprehensively explained by combining two well-known theories – learning organizational theory and service innovation theory – with the technology acceptance model. In the first part of the study, conceptual model has been constructed and then applied to the hospitality industry of which results have been presented in the second part of this paper.FindingsIt is hypothesized that learning organization, service innovation and technology acceptance have significant relationships. It is also suggested that the learning organization plays an intermediary role in the relationship between technology acceptance and service innovation. Empirical results in this regard have been presented in the second part of the paper.Research limitations/implicationsThe relations have been established and tested in the hospitality industry in Antalya. However, the model can be applied and established relations tested in other industries.Originality/valueThis research contributes to our knowledge of the intricate linkages that exist between learning organizations, technology acceptance and service innovation. Originality of the paper is related to the novel multilayered model illustrating three-way interactions between the three dimensions of learning organization, technology acceptance and service innovation.

ORGANIZATIONAL LEARNING AS A DETERMINANT OF ORGANIZATIONAL AFFECTIVE COMMITMENT: EVIDENCE FROM ALGERIAN FIRMS

The aim of this paper is to investigate the impact of organizational learning on organizational affective commitment, two constructs that has been extensively studied in literature but rarely linked to each other, especially in the Algerian organizational research context. Using data from a hundred (100) employees and a model of discriminant functions we tried to determine the dimensions of organizational learning that has most influence on organizational affective commitment. Our results indicated that both embedded systems and empowerment are good predictors of organizational affective commitment. Managers are required to reinforce the aspects of organizational learning that predicted best employees’ affective commitment.

Learning Culture and Innovative Work Behaviour: Does Attitude Toward Change Matter?

Purpose: This empirical research aimed to analyze the mediating role of attitude toward change (ATC) on the relationship between the learning organization dimensions (LODs) and innovative work behaviour (IWB) among academics with the rank of professor in Malaysian public higher education institutions (HEIs). Theoretical framework: Organizational effectiveness, leading to sustainable goal development to happen swiftly, requires an attitude toward change (ATC) that leads to IWB among the institutional members who are undoubtedly already in a learning culture with supporting milieus. Design/methodology/approach: 366 valid survey responses were collected using self-administered questionnaires delivered through the online survey with professors serving Malaysian public HEIs as target respondents. The study used Partial Least Square Structural Equation Modeling (PLS‐SEM) for exploratory data analysis and hypothesis testing. Findings: The results indicate that four LODs, systems connection, strategic leadership, continuous learning and dialogue and inquiry, significantly affect IWB in the presence of ATC as a mediator. On the other hand, ATC cannot mediate the outcome of IWB substantially, testing for the following exogenous variables: team level of learning, and two different dimensions of learning at the organization level, embedded system and empowerment. Research, Practical & Social implications: This study can be instructive for HEIs policymakers and those charged with institutional change and development. The study found that the HEIs’ effort in creating dynamic continuous learning opportunities and endless action in creating a culture of enthusiasm for questioning, timely feedback, and research enhanced the IWB through the upshot of ATC. At the structural level, encouraging active participation and contributions to global intelligence and learning-oriented leadership marks the progress of the IWB. The capacity of the HEIs to integrate people and structures ultimately reaches healthier work behaviour necessary for the present needs of creative educational institutions. Practical implications and future research opportunities are in this empirical paper. Originality/value: The study empirically supports the strength of measures used to gauge the LODs, ATC and IWB. The mediating effects of ATC are substantial, with solid research evidence to suggest it is essential to identify what influences employee attitudes to change to facilitate and optimize employee receptiveness to change and, therefore, the likely success of HEIs change.

Strategic alignment dimensions and structured practices of learning organizations: A case study of Wasit university

Learning organizations promote education by capitalizing on their 'strategic alignment'. However, an organizational strategy is a critical problem since it influences organizational efficiency and performance. This study aims to evaluate the strategic alignment dimensions' impact on the organization's learning practices. This research is quantitative, descriptive and explanatory. The confirmatory factor analysis (CFA) method was used to assess the research variables. The case under study is the Wasit University faculty giving access to a sample of 450 participants. A questionnaire was used to collect the data. Collected data were analyzed using SPSS V.25 and Amos.V.23 statistical programs. Research hypotheses were accepted and confirmed the statistical significance (p < 5%) of the influence of the strategic alignment dimensions which include telecommunication, organizational value, governance, partnership and workforce skills on the learning organization practices at Wasit University. The constructs retained in the strategic alignment dimensions of organizational learning indicated the availability of telecommunication, organizational value, governance, partnership and faculty skills. Universities should increase their interest in and investment in the mechanisms of organizational learning to facilitate the process of obtaining knowledge. It is essential to involve instructors and consider their views and capabilities when making strategic decisions.

LEADERSHIP COMPETENCIES, ORGANIZATIONAL LEARNING AND ORGANIZATIONAL PERFORMANCE OF TOURISM FIRMS: EVIDENCE FROM A DEVELOPING COUNTRY

Purpose – This study aims to investigate how leadership competencies (cognitive, interpersonal, and results-oriented competencies) and four dimensions of organizational learning (knowledge acquisition, knowledge distribution, knowledge interpretation, and organizational memory) contribute to organizational performance of tourism firms. Design/Methodology – Data were collected from leaders working at various tourism establishments in Vietnam – a developing country in the Asia. Smart-PLS software was used to perform structural equation modelling of 638 valid responses. Findings – The results showed that among the three proposed leadership competencies, only managers’ result orientation exerted a significant influence on organizational performance. Knowledge acquisition and knowledge sharing were fully influenced by the three leadership competencies, while knowledge interpretation and organizational memory were facilitated by the cognitive and outcome-oriented competencies. Knowledge acquisition and knowledge interpretation were positively related to organizational performance. The mediating effect of organizational learning was supported by the existence of knowledge acquisition. Originality of the research – Although the topics of leadership competencies, organizational learning, and organizational performance have received a great concern among worldwide academia, there is scarce research examining the relationships among these three phenomena together. This paper is among the first study that offers a more comprehensive model of the relationship between these domains.

Becoming a learning organization while enhancing performance: the case of LEGO

PurposeThe purpose of this study is to empirically test how problem-solving lean practices, along with leaders as learning facilitators in an action learning approach, can be transferred from a production context to a knowledge work context for the purpose of becoming a learning organization while enhancing performance. This is important to study because many organizations struggle to enhance efficiency in the short term while still trying to be long-term learning oriented (i.e. learning organization development).Design/methodology/approachThe authors draw on theory on learning interventions to show how lean practices for problem-solving can foster learning and help an organization to become adaptive. This study’s subject is a non-production department of 100 employees at the LEGO corporation. The authors applied survey results from a natural experiment lasting 18 months between a pre-measurement survey and a post-measurement survey. The results were compared to a control department of 50 employees who were not exposed to the lean practices intervention. The authors’ focus was on the individual level as individuals have different perceptions of lean practices, performance, and learning.FindingsUsing repeated-measures tests, difference-in-difference regressions analyses, and structural equation models, the authors find that a package of contemporary lean practices for problem-solving, along with leaders who function as learning facilitators, significantly improved learning organization dimensions while also enhancing efficiency and quality and that learning organizations positively mediate the relationship between the lean intervention and quality-related performance, while efficiency is directly affected by the lean interventions. Data from LEGO's key performance indicators (KPIs), benefit trackers, on-site observations and more than 40 interviews with managers provided results that were consistent with the survey data. A detailed description of the lean practices implemented is provided to inspire future implementations in non-operations environments and to assist educators.Research limitations/implicationsThe authors contribute to the learning literature by showing that a learning-to-learn approach to lean management can serve as an active and deliberate intervention in helping an organization becoming a learning organization as perceived by the individual organizational members. The authors also add to the lean literature by showing how a learning approach to lean, as used by LEGO, can positively affect short-term efficiency and quality and create a foundation for a longer-term competitive advantage (i.e. a learning organization) in a non-production context. By contrast, most of the lean literature streams treat efficiency separately from a learning organization and mainly examine lean in a production context.Originality/valueThe extant literature shows three research streams on lean, learning, and performance. The authors built on these streams by trying to emphasize both learning and efficiency. Prior research has not empirically tested whether and how the application of problem-solving lean practices combined with leaders as learning facilitators helps to create a comprehensive learning organization while enhancing performance in a non-production context.

Impact of Learning Organization’s Dimensions on Saudi Nurses’ Performance, A Cross-Sectional Study

Background: As nurses are the forces that implement changes to meet organizational missions and objectives, the impact of learning organization on their performance indicates the effect of implementing a learning organization on the healthcare system performance. This study aims to assess the impact of learning organization dimensions on nurses’ performance. Method: The study uses a cross-sectional, correlational design. Results: The results revealed a significant relationship between learning organization dimensions and nurses’ contextual performance (r = 0.278, p < 0.01). Conclusion: The findings revealed positive significant relationships between the learning organization’s dimensions and the nursing staff’s performance. The greatest correlation value is continuous learning at the task performance and contextual performance levels.

Organizational Culture and Learning Organization: An Empirical Study of the Colleges in Bhutan

Aims: The study assessed the learning organization (LO) dimensions, dominant culture, and the relationship between the organizational culture and learning organization dimensions of the colleges of Royal University of Bhutan (RUB).
 Study Design: It was a correlational study.
 Place and Duration of Study: The sample consisted of teaching and non-teaching staff of the colleges of RUB. The survey was conducted in Bhutan between February and April 2022.
 Methodology: The study participants were 201 teaching (161) and non-teaching (40) staff of the colleges of RUB. The Organizational Culture Assessment Instrument (OCAI) was used to analyze the culture of the colleges. The Dimensions of the Learning Organization Questionnaire (DLOQ) was used to examine the LO characteristics of the colleges. IBM SPSS (Statistical Product and Service Solutions) version 21 was used for data analysis.
 Results: RUB can be considered as a learning organization, as the average (4.051) of the DLOQ dimensions’ ratings by the staff is higher than the DLOQ scale average. The DLOQ dimension, connect the organization to its external environment, achieved the highest score. The DLOQ dimension, foster inquiry and dialogue, achieved the lowest score. The dominant culture of the colleges of RUB is clan culture. Clan culture significantly positively predicted, and hierarchy culture significantly negatively predicted the dimensions of a learning organization – continuous learning, inquiry and dialogue, team learning, strategic leadership for learning, systems to capture learning, empower people, and connect the organization. These predictors predicted 17.86 percent to 25.72 percent of the variance in the learning organization dimensions.
 Conclusion: The dominant culture of the colleges can promote or act as a barrier to the LO practices in the organization. The colleges need to shift orientation from control to collaboration to promote LO characteristics in the colleges.

A Study on the Impact of Organizational Climates on Organization Learning

Aims: The main aim of the presented paper is to examine the impact of various organizational climates on different learning dimensions related to Learning Organizations.
 Study Design: The questionnaire was used as a tool for collecting information.
 Place and Duration of Study: The data has been obtained via using surveys from 152 personnel in the Trade Bank of Iraq, between Des. 2020 and May 2021.
 Methodology: the sample was predominantly made of males (54.6%), with 45.4% being females. 64.5% of the participants were single while 35.5% were married. In terms of education, the majority had Graduate education qualifications (78.3%), 17.1% had postgraduate qualifications while 4.6% had secondary education qualifications.
 Results: the climate score (RS) of responsibility shows to be less effective on the dimensions of a Learning Organization compared to the structural climate, none-the-less, the impact of responsibility climate on empowering is considerably higher, The score of structure climate has a positive correlation at a significance level which is equal to 0.01 to every score of learning climate
 Both reward climate and warmth and support climate have a considerably high positive significant relation to every dimension of the Learning Organization. The climate of reward has maximum impacts on the dimension of empowerment, followed by connections of the system and the dimensions of team learning. The climates of support and warmth have an impact on the connections of systems and the dimensions of inquiry and dialogue the most.
 The climate of risk has a negative correlation with each dimension of the Learning Organization. Nonetheless, it's only highly related to the dimension of leadership in which the significance level equals 0.05, Similarly to the climate of reward and the climate of warmth and support, they presume that the climate of approval has a positive correlation with every dimension of Learning Organization at a significance level equal to 0.01.
 The climate of conflict has e negative correlation with every dimension of the Learning Organization. Every correlation is significant at a 0.01 level except for the dimension of leadership which is nearly correlated at a level of 0.05. The maximum negative relations indicate team and continuous learning.
 Conclusion: The results obtained from achieving statistical analysis showed that the organizational climate has a certain impact on Learning Organization's different dimensions. Furthermore, indicated the organizational climate which considerably impacts certain dimensions of Learning Organizations as well as their degree of influence. Additionally, the presented paper specified the optimum combination regarding climate which impact specific dimension of the Learning Organizations.

Dimensions of the Learning University in Confronting COVID 19 Pandemic Challenges: A Field Study in Saudi Public Universities from a Leadership Perspectives

The present study aims to investigate the relationship and predictability between the roles of leaders in Saudi public universities in consolidating the dimensions of learning organizations (universities) and their abilities in confronting COVID 19 pandemic challenges. A total of 228 leaders in three Saudi public universities took part in the current study. A questionnaire was designed for collecting data, which consisted of general data, The Dimensions of Learning Organization Questionnaire (DLOQ), and Confronting COVID 19 Pandemic Challenges Scale (CCPCS) developed by the researcher of this study. The results of the study showed a positive relationship between the roles of leaders in Saudi public universities in consolidating the dimensions of learning organizations (universities) and their abilities in confronting COVID 19 pandemic challenges, and that these roles of leaders are good predictors of these abilities. Results also indicate that there are no significant differences in both study scales across gender, age, academic qualifications, and years of work experience. It is recommended to increase the leaders’ roles in the Saudi public universities in consolidating the dimensions of the learning organization, as this has an impact on their abilities in in confronting COVID 19 Pandemic challenges.