Organizational Learning Research Articles

The Mediating Role of Employee Relations Climate in the Relationship Between Organizational Learning and Social Responsibility

Today, organizations face a rapidly changing environment, leading to numerous challenges that compel them to optimize their resources and assets. A crucial response to these changes is the heightened focus on human resources, which have become recognized as the most vital capital in gaining a competitive edge. By leveraging their greatest asset—human talent—organizations can significantly enhance productivity, with one effective strategy being the promotion of employee engagement. This research aims to explore the mediating role of the employee relations climate in the relationship between organizational learning and social responsibility. Utilizing a descriptive-correlational method, the study analyzed data through structural equation modeling. The findings suggest that increasing global interactions and deeper engagement with surrounding environments motivate organizations to undertake activities that foster competitive advantages, helping them adapt to complex and dynamic conditions. Many companies indicate that competitive pressures from globalization are intensifying, and an organization's capacity to manage these pressures hinges on its effective utilization of human resources. The ethical climate refers to the collective understanding among employees about appropriate behaviors and the management of ethical dilemmas within the organization. Concurrently, the employee relations climate emerges from shared beliefs about expected ethical conduct, influenced by the organization’s policies and leadership. This climate plays a pivotal role in shaping employees' ethical decisions and behaviors, creating a significant challenge for human resources as industries and knowledge demands evolve.

The analysis of a causal model of learning organization on sustainable organizational performance of public IT companies in China: Knowledge management practices and innovation capability as multiple mediators

This research aims to empirically examine the role of learning organization practices in enhancing sustainable organizational performance, utilizing knowledge management and innovation capability as mediating variables. The study was conducted in public IT companies across China, which is a vital sector for driving innovation and economic growth. A mixed-methods approach was employed, with quantitative methods accounting for 70% and qualitative methods for 30% of the research. Purposive sampling was utilized to distribute questionnaires to 546 employees from 10 public IT companies. Statistical analysis was conducted using Structural Equation Modeling (SEM). The findings indicate that learning organization practices significantly influence knowledge management practices (β = 0.785, p < 0.001) and innovation capability (β = 0.405, p < 0.001). Furthermore, knowledge management practices positively contribute to sustainable organizational performance (β = 0.541, p < 0.001), while innovation capability also has a positive effect (β = 0.143, p < 0.001). Moreover, knowledge management practices partially mediate the relationship between learning organization practices and sustainable performance, with a total effect of 0.788 (p < 0.001). The mediating role of innovation capability is also significant, with a total effect of 0.422 (p = 0.045). The study further includes qualitative in-depth interviews with 20 managers from 10 IT companies across five regions in China: East, South, West, North, and Central. Senior managers were selected through a stratified sampling method to ensure comprehensive representation by including both the largest and smallest companies in each region. These findings underscore the critical role of learning organizations in promoting sustainability through effective knowledge management and innovation capabilities within the IT sector.

Role of Workplace Spirituality and Organizational Behavior Organizational Learning Culture in the Private Security Sector

Role of Workplace Spirituality and Organizational Behavior Organizational Learning Culture in the Private Security Sector

Interpartner learning capabilities and relationship performance during complex projects

Purpose Success in projects requires understanding and managing increasing complexity. This study aims to address the gap in the literature regarding the relationship between project complexity and various forms of interpartner learning capability. In addition, the authors explore the moderating effect of supplier design responsibility on the relationship between project complexity and interpartner learning capability. Design/methodology/approach From an electronics supplier’s perspective, the authors propose that the effect of project complexity is a process of knowledge acquisition and sharing that is facilitated by various forms of interpartner learning capability, including absorptive learning and joint learning, with the upshot of fostering name-brand customer dependence in international exchange relationships. A questionnaire survey is used to collect data from project, product and account managers in the electronics manufacturing industry. The conceptual model is tested using 226 returned questionnaires. Findings The results indicate that complex projects can drive absorptive learning and joint learning capability, fostering enhanced customer dependence and relationship performance. Further, supplier design responsibility has a positive moderating effect on the relationship between project complexity and joint learning capability. However, project complexity is not significantly moderated by the effect of supplier design responsibility on absorptive learning capability. Originality/value Complexity fosters behaviors that influence interpartner learning, which highlights the connection between project management complexity and organizational learning in theory and practice.

Reimagining crisis management with an organizational learning framework

AbstractTechnological advancements have altered the landscape of crisis management, making many crises potentially preventable and controllable. Moreover, these technological advancements have provided opportunities for organizations to implement an informed learning approach in crisis responses. The interconnectedness and complementary aspects of three theories within crisis management, including the situational crisis communication theory's base crisis response strategies, image repair theory's corrective action, and discourse of renewal theory's organizational learning, were assessed and integrated into a proposed framework for understanding a comprehensive approach to crisis management. In this research, technology is regarded as both an asset for facilitating organizational learning (e.g., informed decision‐making through data analytics), and a potential source of challenges in crisis communication (e.g., Zoombombing and negative social amplification). The proposed framework aims to bridge proactive risk and reactive crisis management efforts through organizational learning. Findings from this 4 × 2 between‐subjects experimental design study explore the effectiveness of organizational learning to address crisis responsibility in an evolving technological landscape.

The Influence Of Career Development, Work Environment And Workload On Job Satisfaction And Its Impact On Employee Performance

Objectives – Company performance is highly dependent on public administration personnel, including individual resources to work in all organizations. Management performance can be improved by ensuring that each level of the organization has adequate business requirements and clear plans to support management objectives. This research uses a quantitative approach with a type of causal research. This research focuses on PT. SSP contact center employees. as a population of 100 individuals. The saturated sampling method was used to select the research sample, which means the entire population was included. The questionnaire uses a Likert scale which is one of the questionnaire measuring tools. SmartPLS version 3. is software used to analyze data related to various variables. Innovation/Value - Learning organizations and employee empowerment drive continuous improvement, innovation and adaptability, enabling employees to make informed decisions and contribute to organizational goals. This helps organizations align and maintain competitive advantage by improving careers, environments and jobs.

Issue uncertainty and selections of policy instruments in policy pilots: evidence from China’s long-term care insurance

ABSTRACT Policy pilots have been instrumental in governing China’s economic and social development. Prior research has primarily concentrated on examining the types of policy pilots and their promotion strategies through the lens of central-local dynamics, and analysing the organizational models of policy pilots within specific contexts. However, there’s a gap in understandinghow the central government employs policy instruments to foster organizational learning within pilots. In complex policy pilots, there is often uncertainty regarding objectives, pathways, and outcomes. Using China’s Long-Term Care Insurance (LTCI) pilot as a case study, this research reveals that policy pilots utilize distinct sets of policy instruments during the organizational learning process, contingent upon the context. The first set of instruments indicates a shift in the central government’s intervention intensity, ranging from weak to strong, employing autonomous, advocacy, and directive policy instruments in sequence. The second set of instruments shows an evolution in the depth of the central government’s engagement with the policy issues, progressing from shallow to deep, with the use of booster, framework, and calibrated policy instruments, respectively. This study highlights how policy pilots employ a diverse array of instruments to navigate the intricacies of policy implementation when confronting complex social policy challenges.

The relationship effect of innovation on online organizational learning applications and employees engagement in Jordanian public sector

The study’s purpose is to investigate the relationship effect of innovation on online organizational learning applications and employees’ engagement in the Jordanian public sector. Quantities and descriptive analytical approach were used, and the population was covered (10) Jordanian public departments in Amman capital. Convenience method was used, which covered all departments’ managers and assistances in the Jordanian public services department’s headquarters, with (284) employee. Electronic survey set used. The SPSS-V20 and AMOS-V24 were used for hypotheses statistical analysis testing. The study found a significant impact of online organizational learning applications in its dimensions (Zoom, Teams, Goto Meeting, and Google Meet) on employee’s engagement, and a significant relationship of innovation between online organizational learning applications and employee’s engagement in Jordanian public services departments. The study contributions show that employees are willing to engage with their occupied work to achieve work goals, and to control over of how they undertake the employees career development, empowerment, communication skills, and work completion competences. The study implications for organizations management to conduct more future studies concerning online organizational learning applications by other dimensions as well as social media and other digital workshop and training in different organizations environments.

Incident response: A structured model from detection to containment and recovery

As cyber-attacks evolve in sophistication; organizations are under constant threat. This necessitates a cohesive approach to prioritize incident response (IR) capabilities and mitigate potential damages. This research paper explores integrating Information Security Management (ISM) and Incident Response (IR) functions; underlining the need for a unified strategy that leverages organizational learning theory. The study comprehensively analyzes the Incident Response Lifecycle; outlining the critical phases of preparation; detection and analysis; containment; eradication; recovery; and post-incident activities. It also investigates the crucial role and structure of Incident Response Teams (IRTs); advocating for tailored team formations that adapt to the dynamic nature of cyber incidents. By fostering collaboration between ISM and IR functions and focusing on technical and socio-technical factors; organizations can enhance their resilience against cyber threats and improve their overall security posture.

Integrating Lean Construction with Sustainable Construction: Drivers, Dilemmas and Countermeasures

Sustainable construction (SC) has become a primary objective of the building and construction industry due to the growing demand for reduced environmental impacts and more efficient resource use. Simultaneously, lean construction (LC), which focuses on minimizing waste and maximizing productivity, offers an opportunity to achieve greater sustainability in the construction process. This study explores the integration of LC and SC through a systematic literature review, employing VOSviewer software for quantitative analysis alongside qualitative analysis in conjunction with a comprehensive literature review. The findings reveal substantial synergies between LC and SC, including cost savings, waste reduction, and enhanced safety. However, challenges such as cost conflicts, environmental trade-offs, and worker welfare concerns act as barriers to effective integration. To address these challenges, this study proposes leveraging dynamic capabilities (DCs)—such as change management, organizational learning, organizational flexibility, and continuous improvement and innovation—as strategies for the successful integration of LC and SC. These insights contribute to academic research and industry practice, providing a practical framework for integrating LC and SC to improve sustainability and efficiency in construction projects.

Beyond financials: Examining the impact of customer focus, internal processes, and learning & growth on the sustainable performance of commercial banks—Moderating role of management commitment

AbstractThis study examines the key factors influencing sustainable performance in commercial banks, focusing on the impact of non‐financial metrics—customer focus, internal processes, and learning and growth—within the Balanced Scorecard framework on the performance of commercial banks in Ethiopia. Additionally, it examines the moderating role of management commitment in this relationship, grounded in organizational learning theory, upper echelons theory, and the balanced scorecard model. The study adopts an explanatory research design, utilizing covariance‐based structural equation modeling and interaction‐term analysis. A multi‐stage sampling technique, followed by systematic random sampling, was employed, with Soper's formula used to determine a sample size of 480 from a total population of 4990. Mahalanobis distance was applied to identify and remove biased responses. The findings reveal that non‐financial metrics—customer focus, internal processes, and learning and growth—positively affect commercial banks' sustainable performance, and management commitment strengthens this effect. Furthermore, the results empirically validate the proposed hypotheses, emphasizing the value of incorporating non‐financial metrics into performance measurement and highlighting the essential role of management commitment in ensuring their success. This research fills a gap in the literature on sustainable performance measurement within the Ethiopian banking sector and provides actionable insights for managers and policymakers.

Climate-sensitive training for sustainable business in Dickson County with global applications

Purpose This paper aims to examine the implementation and impact of climate-sensitive training programs tailored to the specific climate risks and business needs of Dickson County, Tennessee. It aims to emphasize the importance of integrating climate adaptation strategies into business training and to propose a replicable model that can be adapted to regions facing similar challenges, contributing to global sustainability efforts. Design/methodology/approach The research uses Dickson County’s climate profile as a case study, analyzing its impact on local businesses in sectors such as agriculture, manufacturing and tourism. This paper integrates theoretical frameworks, including organizational learning and adaptive capacity, to provide practical strategies for climate-sensitive training. It further incorporates insights from local institutions, industry partnerships and public data, using a qualitative approach to analyze key themes related to training effectiveness and sustainability. Findings The findings demonstrate that climate-sensitive training significantly enhances the resilience and sustainability of businesses by preparing them to address local climate challenges. Critical factors for successful implementation include stakeholder engagement, industry-specific customization and the continuous evaluation of training outcomes. The model presented shows promise for broader applicability in other regions, especially when localized climate data and collaborative efforts are integrated. Originality/value This paper provides a novel, region-specific approach to climate-sensitive training, distinguishing itself by combining theoretical insights with practical strategies for businesses. By focusing on localized adaptation and stakeholder collaboration, the model addresses an existing gap in the literature on climate adaptation training for smaller, climate-vulnerable regions. This work offers a replicable and scalable framework that contributes to the global discourse on sustainable development and climate resilience in business practices.

Organizational health literacy strength and learning opportunities in Italian hospitals

Abstract Background Organizational Health Literacy (OHL) implies responsiveness and friendliness of healthcare organizations. In the context of the WHO Action Network M-POHL, Italy evaluated OHL in a hospital as a pilot. Methods The international self-assessment tool OHL-Hos explores 8 standards using 141 items. It was firstly translated and culturally adapted to Italy, and then tested to assess OHL in the public general hospital of Pistoia (Central Italy). A physician, 6 staff members of the healthcare management unit, and 3 medical residents in public health from the Florence University were involved in the pilot. The Pistoia hospital has 1,300 employees (44% nurses, 24% physicians) to face 18,000 hospitalizations per year. Results Completing the questionnaire took more than 5 hours. A comprehensive agreement was reached, even though different approaches aiming at improving HL in healthcare and non-healthcare staff emerged. Scores resulted acceptable/good for standard 5 (communication with patients) and 7 (promoting staff HL with regard to occupational risks and personal lifestyles), low for standards 1 (implementing OHL overall the hospital), 2 (involving stakeholders in developing documents, materials, services), 3 (staff training for personal and organizational HL) and 8 (contributing to local population personal HL improvement), which would apply more peculiar for other settings than hospitals. Conclusions The participation of the hospital working group in the assessment using the OHL-Hos raised interest toward this matter. It results time consuming for its excessive length, and some standards do not fit to the Italian hospital context, resulting more useful to assess the territorial organization. Reduction of the number of items and revision/reformulation of some of them are suggested. Nonetheless, the tool proved to be useful in indicating the most critical areas needing ad hoc interventions, such as training all the hospital staff.

Learning organizations and sustainability outcomes in tourism: the mediating role of sustainable practices

Purpose This study aims to investigate the influence of learning organization characteristics on sustainability outcomes in the tourism sector, with a specific focus on sustainable tourism practices. It seeks to gain insights into how organizations in the tourism industry contribute to sustainability efforts. Design/methodology/approach This research used a survey method to gather data from employees working in five leading Indian tourism companies. The study was designed based on the theoretical frameworks of triple bottom line theory and organizational learning theory, with quantitative analysis conducted using structural equation modeling through Smart PLS 4 software. Findings This study reveals that learning organizations play a crucial role in promoting sustainable practices and yielding positive sustainability outcomes in the tourism sector. The results demonstrated significant positive relationships and mediation effects, highlighting the substantial impact of learning organization characteristics on enhancing sustainability efforts within the industry. Research limitations/implications This study’s findings provide actionable insights for refining organizational strategies and formulating policy recommendations to strengthen sustainability initiatives within the tourism sector. In addition, this research contributes valuable knowledge to the expanding field of sustainable tourism management and best organizational practices. Originality/value This study contributes to the field by offering empirical evidence on the interplay between learning organization characteristics, sustainable tourism practices and sustainability outcomes within the tourism sector. Its focus on addressing sustainability challenges in this industry context provides valuable insights for industry stakeholders and policymakers, guiding them in formulating effective strategies and decisions to enhance sustainability efforts.

ANALISIS INOVASI, TEAM WORK DAN PENGARUHNYA TERHADAP KINERJA ORGANISASIONAL MELALUI PEMBELAJARAN ORGANISASIONAL PADA BATALION TANKFIB 1 MARINIR

This research aims to analyze the influence of innovation and team work on organizational performance through organizational learning in the 1st Marine Tankfib Battalion. The population in this study were all 220 soldiers working in the 1st Marine Tankfib Battalion. This type of research is explanatory with a quantitative approach. The sampling technique used in this research was determined by 25 independent variables, so the total sample in this research was 75 respondents. The data analysis technique for this research uses SEM-PLS. The research results show that innovation has a significant effect on organizational performance, teamwork has a significant effect on organizational performance, organizational learning is proven to have an effect on organizational performance. The influence test did not show that innovation had a positive effect on organizational performance through organizational learning and teamwork had a positive effect on organizational performance through organizational learning.

Evaluation of Measure Dx, a Resource to Accelerate Diagnostic Safety Learning and Improvement.

Several strategies have been developed to detect diagnostic errors for organizational learning and improvement. However, few health care organizations (HCOs) have integrated these strategies into routine operations. To address this gap, the Agency for Healthcare Research and Quality released "Measure Dx: A Resource To Identify, Analyze, and Learn From Diagnostic Safety Events" in 2022. We conducted an evaluation of Measure Dx to measure feasibility of implementation and effects on short-term and intermediate outcomes related to diagnostic safety. Prospective observational study. Teams from 11 HCOs, primarily academic medical centers. Participants were asked to use Measure Dx over approximately 6months and attend monthly virtual learning collaborative sessions to share and discuss approaches to measuring diagnostic safety. Descriptive outcomes were gathered at the HCO level and included uptake of different case-finding strategies and the number of cases reviewed and confirmed to have diagnostic safety improvement opportunities. We collected information on organizational practices related to diagnostic safety at each HCO at baseline and at the conclusion of the project. The 11 HCOs completed all requirements for the evaluation. Each of the four diagnostic safety case finding strategies outlined in Measure Dx were used by at least three HCOs. Across the cohort, participants reviewed 703 cases using a standardized data collection instrument. Of those cases, 224 (31.8%) were identified as diagnostic safety events with improvement opportunities. Unexpectedly, self-ratings on the checklist assessment declined for several organizations. Use of Measure Dx can help accelerate implementation of systematic approaches to diagnostic error measurement and learning across a variety of HCOs, while potentially enabling HCOs to identify opportunities to improve diagnostic safety practices.

Unplanned managerial work: crucial support for knowledge creation in manufacturing SMEs

Knowledge capability and innovation performance are essential drivers of organizational success, with managerial work playing a crucial role in fostering these factors. This paper examines planned and unplanned managerial work from a knowledge creation perspective, analyzing 21 short interviews and 21 days of shadowing seven leaders, alongside interactive analyses with management teams in four manufacturing SMEs. A four-step analysis of 2125 activities revealed four categories of managerial work, with unplanned activities accounting for 52% of work time, highlighting the complexity and ad-hoc nature of managerial work. Internally initiated unplanned managerial work was crucial for tacit knowledge conversion. If policymakers want to support lifelong learning initiatives and strengthen innovation capabilities in manufacturing SMEs, they need to encourage the unplanned aspect of managerial work, as it is crucial for knowledge creation, fostering the evolutionary aspect of organizational learning and enhancing innovation capabilities.

Creative Leadership in the Digital Age of School Administrators under the Jurisdiction of the Nakhon Ratchasima Secondary Educational Service Area Office

Background and Aims: The main objectives of this research are to: (1) study the level of creative leadership in the digital age of school administrators under the jurisdiction of the Nakhon Ratchasima Secondary Educational Service Area Office. (2) Compare the creative leadership in the digital age of school administrators under the Nakhon Ratchasima Secondary Educational Service Area Office classified by educational level work experience and the size of the educational institution. (3) Study guidelines for developing creative leadership in the digital era for school administrators under the jurisdiction of the Nakhon Ratchasima Secondary Educational Service Area Office classified by educational level work experience and the size of the educational institution. Methodology: The sample group in this research is teachers under the Nakhon Ratchasima Secondary Educational Service Area Office, 406 people, selected according to the proportion of the population and the sample size related to the number of schools. The tool used to collect data is a questionnaire with a 5-level rating scale with a consistency index between 0.60-1.00 and a reliability value of 0.97. For data analysis, statistics were used, including percentage, mean, and standard deviation, T-test, One-way ANOVA, and F-test. Results: The results of the research found that: (1) Creative leadership in the digital age of school administrators under the Nakhon Ratchasima Secondary Educational Service Area Office was overall at a high level. (2) Comparison of creative leadership in the digital age of administrators. Educational institutions under the Nakhon Ratchasima Secondary Educational Service Area Office, classified by work experience It was found that overall every aspect was significantly different at the 0.05 level, with the average of executives with 15 years or more of work experience being higher than those of executives with less than 15 years of work experience. When classified according to the size of the educational institution It was found that overall there was no difference. and when classified by educational level It was found that overall there was no difference. (3) Guidelines for developing creative leadership in the digital age of school administrators under the Nakhon Ratchasima Secondary Educational Service Area Office consists of 6 areas: 1) Vision 2) teamwork and participation 3) creativity 4) digital skills 5) motivation 6) being a learning organization. Conclusion: Creative leadership in the digital age of school administrators under the Nakhon Ratchasima Secondary Educational Service Area Office Continuous personal and professional development is required. Through seeking knowledge from various learning sources to enhance skills, processes, or methods that can be applied to solve problems and improve educational institution administration for maximum efficiency.

Strategizing Originality for Technology Convergence: An Engineering Management Approach

This study examines how the integration of internal expertise with external research partnerships influences the confluence of technologies. Analyzing a decade’s patents, it clarifies the efficacy of varied knowledge acquisition strategies on innovation. The research quantifies the contribution of such synergies to innovation across technological, industrial, and geographic realms. Methodologically, it employs patent analytics to dissect originality into technology scope, assignee variety, industry diversity, and country-specific innovation trends from 2010 to 2019. Findings reveal a positive link between comprehensive technological and industrial knowledge and enhanced technological convergence. Significantly, it accentuates the role of global collaboration in unifying new technologies and industries. This interdisciplinary approach and in-depth organizational learning understanding are vital for spurring innovation. The results offer pivotal insights for academia and policy formulation in technology governance, advocating for integrated knowledge strategies to drive sector-spanning technology unification. The study provides a blueprint for fostering innovation through inter-sectoral and interdisciplinary exchange.

Coffee and Cases (C&C) - Enhancing knowledge creation and sharing for organizational learning from clinical debriefs in a helicopter emergency medical service: A quality improvement study

ABSTRACT OBJECTIVES The objective of this quality improvement (QI) study was to improve organizational learning from clinical debriefs known as ‘Coffee and Cases' (C&C) in a helicopter emergency medical service (HEMS) by increasing weekly learning summaries (LS) and documented learning points (DLP) as well as the dissemination thereof by at least 50% from baseline. METHODS The problem analysis for sub-optimal organizational learning from C&C identified several factors, including lack of responsibility, poor documentation quality, and limited sharing of learning points. Using the Model for Improvement (MFI), interventions enhanced the learning environment, and improved documentation and dissemination. Changes included dedicated computers, introducing standardized processes, a newsletter and searchable DLP database. Statistical process control (SPC) charts were used to assess the effectiveness of interventions. RESULTS Prior to interventions (August 2022 to January 2023), baseline mean counts of weekly DLPs, LSs, DLPs internally disseminated, and DLPs openly disseminated were 3.18, 2.67, 3.18, and 2.96, respectively. Plan-Do-Study-Act (PDSA) cycles included declaring C&C as a non-clinical portfolio, redesigning documentation processes, initiating monthly newsletters, developing a DLP repository, and designing a C&C visual brand. Signals of special cause variation showed improvements, with mean counts increasing. Weekly DLPs increased to 14.92, LSs to 5.2, internally disseminated C&C Snippets to 11.88, and openly disseminated C&C Snippets to 8.64. CONCLUSIONS Recognizing barriers to effective knowledge creation and sharing, our QI study aimed to increase weekly DLPs and LSs by 50% from baseline. It aligned with the relationship between knowledge management and organizational learning, emphasizing the importance of utilizing knowledge for improved performance. Our interventions enhanced the learning environment, ensured robust capturing of learning points and effective communication thereof, ultimately contributing towards improving organizational dissemination of learning from clinical debriefs. Our QI study demonstrates how enhanced knowledge creation and sharing can widen the benefits of learning from clinical team debriefs.