Factors Of Organizational Learning Research Articles

COMPARISON BETWEEN EGYPT AND THE UAE IN MEASURING THE EFFECTS OF THE MINISTRY OF HEALTH ORGANIZATIONAL LEARNING ON PROACTIVE BEHAVIOR DURING THE COVID-19 PANDEMIC

With the emergence of the Covid-19 crisis, the world mobilized to deal with this crisis, and each of them dealt with this crisis, dealing with it according to his appropriate organizational learning and his ability to anticipate mechanisms in dealing with it, and the researcher presented several previous Arab studies that spoke on this subject in order to be realistic with the environment Arabic with a convergent culture, which helps in understanding the research problem. This research identified the concept of organizational learning and its use in anticipating mechanisms to deal with the crisis. With the crisis, the researcher made a questionnaire for the United Arab Emirates and Egypt and distributed it electronically to reach the largest number of respondents. A questionnaire tool was created that helped compare organizational and proactive learning between Egypt and the UAE through questionnaire questions. High consistency among the questions of the questionnaire, which helped to rely on it, gender, and nationality were taken into account as the basis for comparison, and the result of the research was that the UAE achieved better positions. According to the factors of organizational and proactive learning, the researcher concluded that there are other factors that caused this, and at the end of the research, the researcher presented academic recommendations to analyze the factors affecting gender and nationality in organizational learning, an increase in academic studies on that, and practical recommendations. They must be followed by organizations to inculcate the concepts of organizational and proactive learning. The main objective of the research was to compare the UAE and Egypt with regard to proactivity in dealing with crises, to find out the reasons for the failure to adopt the proactive method in dealing with crises, and this is of great importance due to the scarcity of research that deals with this concept, and the mythology of dealing with this paper was a mixture of qualitative and quantitative approaches, as the literature related to this topic was used with the design of a questionnaire of 567 questionnaires (294 Egyptian employees and 273 UAE employees). The results indicated that organizational learning had a positive impact on proactive behaviour. However, this effect was modified by nationality and gender. Specifically, Egyptian Ministry of Health employees were less likely to engage in proactive behavior than Emirati employees. In addition, female MOH employees were more likely to engage in aggressive behavior than male MOH employees. Keywords: Organizational Learning, Proactive Behavior, Crisis Reaction DOI： https://doi.org/10.35741/issn.0258-2724.58.3.2

The contribution of organizational learning and green human resource management practices to the circular economy: a relational analysis – evidence from manufacturing SMEs (part II)

PurposeCircular economy has emerged as one of the most important approaches to addressing environmental challenges. Organizations have begun to act on their abilities to enhance their sustainability management to enable a circular economy. The role of organizational learning and green human resource management in the transition to a more circular economy remains unknown. The purpose of this study is to identify and analyze the inter-relationship between the factors of organizational learning and green human resource management, and it aims to rank the identified factors of manufacturing small and medium businesses (SMEs) based on their driving and dependency power and to detect the most substantial factors.Design/methodology/approachThis study identified 11 organizational learning and green human resource management (GHRM) factors after conducting a thorough literature analysis and consulting with experts. To investigate the interaction of the indicated factors and to build their structural hierarchy, this study used the total interpretive structural modeling method. Further, Matriced Impact Croises Multiplication Applique (MICMAC) analysis was used to establish each factor’s driving and dependent power.FindingsThis study discovered that factors “Green separation” and “Organizational learning culture” were found to be significant; “Green performance management” and “Green health and safety management” were observed to be extremely reliant on the remaining GHRM factors.Research limitations/implicationsThe recommended framework has been established in the Indian background and is restricted to manufacturing SMEs. Still, the same framework can be applied to other sectors by slightly modifying it. Also, the analysis is based on the experts’ view and this may be biased. The findings of this study will help human resources managers and SME owner-managers clarify the most and least significant factors of organizational learning and GHRM and their relationships, leading to increased awareness of organizational learning and GHRM practices for enlightened environmental performance.Practical implicationsThe proposed framework might facilitate decision-makers and practitioners to comprehend the relations between organizational learning and GHRM factors. This will support SME owner-managers in understanding the influence of one factor on another factor in manufacturing SMEs.Originality/valueUntil now, the protruding interest of researchers has been focused mostly on large manufacturing enterprises. However, manufacturing SMEs, which are much smaller when compared to large manufacturing companies, significantly contribute to the economy as well as environmental pollution. Thus, this study provides a vital contribution to the current literature by determining the suitable relationship between the organizational learning and GHRM components, as no previous studies focused on exploring the same using the total interpretive structural modeling approach in the Indian manufacturing SMEs environment.

The Relationship of Leadership, Culture and Organizational Learning Factors to Employee Innovation in the Digital Era

The Relationship of Leadership, Culture and Organizational Learning Factors to Employee Innovation in the Digital Era

New conceptual approaches to cognition in systems engineering: applying the 4 E's of cognition

AbstractThis paper presents novel approaches to investigate aspects of cognition in organization and team‐based decision making. The authors draw on recent literature in team and organizational learning, cognition, behavior, knowledge management, macrocognition, and human factors to support this approach. The authors discuss five novel cognitive approaches based on this literature. The authors draw parallels with the philosophical “4E cognition” of organism model, which describes four types of cognition present in organisms. The authors note that previous literature has discussed analogous behavior between organizations and organisms, and that organizations can be described as complex systems mimicking organism structure and behavior. The authors discuss applications of these approaches in systems engineering contexts, including complex system design, decision making, and knowledge management that future research should pursue.

Employee’s intention to share knowledge: the impacts of learning organization culture and learning goal orientation

PurposeThe purpose of this study is to examine employees' perceived influence of the learning organization culture and learning goal orientation on their knowledge sharing attitude and intention across multiple industries. In connecting these concepts, the researchers incorporated theories of the knowledge-based firm, goal orientation and reasoned action.Design/methodology/approachA survey was used to collect data from a total of 323 responses from eight South Korean organizations to examine the influence of organizational and individual learning factors on employees' knowledge sharing. Structural equation modeling showed that the proposed research model was supported by item internal consistency and model-fits.FindingsResults indicated that employees' learning goal orientation, knowledge sharing attitude and learning organization culture positively influence employees' knowledge sharing intention. This study highlights that those employees are more likely to share knowledge when employees with high learning goal orientation form a positive attitude toward knowledge sharing in a learning supportive culture and structure.Originality/valueThis study added to the literature of learning organizations by identifying a strong positive connection between the learning organization culture and employees' knowledge sharing. The theoretical contribution of this study lies in which the important roles were extended that the learning goal orientation exerts on employee behaviors when they perceive the organization valuing learning.

The contribution of organizational learning and green human resource management practices to the circular economy: a relational analysis – Part I

PurposeThe goal of this research is to create a conceptual model that identifies the relationship between organizational learning and green human resource management practices and its contribution to the circular economy. The focus of this research is to identify the organizational learning and green human resource factors that lead to a more circular economic transformation.Design/methodology/approachThe importance of the interaction of factors benefiting both individuals and organizations has been comprehensively explained by combining two well-known theories: resource-based view theory and organizational learning theory. As learning entails change, a climate of organizational learning combined with green human resource practices will efficiently help firms transition to a circular economy. The authors establish a conceptual model in this study, which they then apply to the small- and medium-sized manufacturing industry and report on in the second paper.FindingsThis study concentrates on the factors of organizational learning and green human resource management practices that help to create a circular economy after conducting a thorough literature analysis and consulting with experts.Research limitations/implicationsThe conceptual model can be applied to organizations in any industry. In the second part, the authors would investigate the interaction of the indicated factors and build their structural hierarchy using the total interpretive structural modelling method for the small- and medium-sized industries and then present the findings.Practical implicationsThe proposed framework might facilitate decision-makers, practitioners and academicians to comprehend the relationship between organizational learning and green human resource management factors and their influence on organizations’ transition into a circular economy. The study’s findings will help HR managers clarify the significant organizational learning and green human resource management factors that play a vital role in transitioning organizations into a circular economy.Originality/valueThis research adds to our understanding of the intricate interactions between organizational learning and green human resource management as they relate to the circular economy. To the best of the authors’ knowledge, the conceptual model illustrating the inter-relationship between organizational learning and green human resource management is the first of its type, and it is a novel notion because no previous research has looked into it.

Organizational Learning Factors Responsible for Achieving Business Excellence in IT Industry in India

Organizational Learning Factors Responsible for Achieving Business Excellence in IT Industry in India

Gestão de organizações contábeis brasileiras: uma investigação entre a adoção dos princípios da governança corporativa e a aprendizagem organizacional

Este estudo aborda a associação entre os princípios de governança corporativa e os fatores da aprendizagem organizacional nos escritórios contábeis brasileiros. Os dados primários foram obtidos por questionários eletrônicos com uma amostra final de 207 escritórios. Este estudo é exploratório, de natureza descritiva, realizado em ambiente de campo e classificado como quantitativo. O grau de governança corporativa obtido de 11,70 sinaliza que a adoção dos princípios de governança corporativa está num estágio intermediário e o grau de aprendizagem organizacional auferido de 8,20 demonstra que o ambiente é propício para a aprendizagem organizacional nos escritórios contábeis. À medida que o grau de governança corporativa evolui, naturalmente, ocorre uma potencialização dos fatores de aprendizagem organizacional, tais como diálogo, interação com o ambiente externo, experimentação e propensão para o risco. Dentre os principais achados desta pesquisa, destaca-se que há um relacionamento positivo entre a adoção dos princípios da governança corporativa e os fatores da aprendizagem organizacional (r=0,244). Quando os níveis de transparência das informações nos escritórios contábeis aumentam, também há um aumento no nível de tratamento justo e equânime entre os sócios e as partes interessadas (r=0,621). Conforme a utilização do diálogo aumenta, como forma de aprendizado, há um aumento na interação com o ambiente externo (r=0,776) e quando sugestões e novas ideias são bem atendidas e aceitas a utilização do diálogo como construção de conhecimentos comuns também aumenta (r=0,722).

Ranking of hospitals: A new approach comparing organizational learning criteria

ABSTRACT Nowadays, learning for success and development is necessary for every organization. In the event of disregarding learning, the individuals will incur heavy costs. The aim of this study is the comparison and ranking of hospitals considering organizational learning (OL) criteria among the staffs of the hospital. A total of 850 persons form five hospitals were selected randomly. For data collection, Templeton, Louis and Snyder OL questionnaire is used. The questionnaire has eight criteria. The popular software, EXPERT CHOICE is used for data analysis. As a result, the highest score is devoted to the communications based on the paired comparison of the criteria with the aim of the study and the lowest score is devoted to the performance assessment and considering OL factors and Analytical hierarchy process, the hospitals are prioritized and ranked. Based on the research findings, the increase of communications among the staffs of the hospital leads to the increase of learning in the organizations; therefore, it will be effective and valuable in the better performance of the organization and its development.

Model Design of Performance Improvement Strategy of Private Higher Education Using Analytic Hierarchy Process (AHP) Method and Mutivariate Data Analysis (MDA)

The development of the number of Private Universities in Indonesia requires Private Universities to have good Performance and Quality. Private Universities must apply a new angle of thinking that contains elements of flexibility, speed, innovation, and integration. Flexibility, speed, innovation and integration really need human resources full of creativity. Creativity can arise from human resources who have excellence in science. Thus, Private Universities is expected to not only be able to produce the best graduates, but also be able to develop two things contained in the Tri Dharma of higher education, namely researching the results of high-quality research and developing technology for community service. For that Private Universities must always be able to adapt, develop and make improvements through organizational learning. This study aims to determine the strategy model for improving performance using a combination of AHP (Analytical Hierarchy Process) and Multivariate Data Analysis (MDA) methods. The sample of this research is management that manages Private Universities (Private Universities leaders) from several Private Universities in the Province of Lamping. AHP (Analytical Hierarchy Process) method is an analytical tool that can be used to make decisions on conditions with complex factors, especially if the decision is subjective. While the Multivariate Data Analysis (MDA) method refers to the statistical technique used to analyze data that appears from more than one variable. The results of this study indicate that there is a significant effect. Organizational Learning Factors, External Environment, Reputation, Competence, Professionalism, and Performance have a significant effect on Private Private Universities Performance. These criteria and sub-criteria are used as references for Private Universities management as a strategy to improve Private Universities performance in Lampung Province. This is basically a model of reality where each decision involves more than one single variable. This research is important to determine the best model in Private Universities Performance Improvement strategies. The results of this study contributed to the decision maker or management of Private Universities as a reference material in the member policies in improving the Performance of Private Universities

Mapping of Academic Production on Social Enterprises: An international analysis for the growth of this field

Abstract The purpose of this article is to identify, organize and analyze the international scientific production on social enterprises (SE). It presents the results of a bibliometric study combined with a systematic literature analysis. We analyzed 204 academic articles on the subject, from four different sources: (i) articles published in journals with high impact factors; (ii) most cited articles as per Google Scholar; (iii) articles addressing topics related to SE; and (iv) articles from the Social Enterprise Journal, specialized in the subject. Results point to remarkable recent growth in the field of SE, both theoretically and empirically. In addition, this study presents the main pieces of work, countries, institutions, research questions, methodology and results found in the SE literature. Studies have concentrated around six main categories: (1) understanding SE, through different approaches, concepts and models; (2) governance and relationships with stakeholders; (3) attempts to increase practical references and samples within the field; (4) organizational learning, structure and critical factors for success and failure of SE; (5) metrics, indicators and social impact generated by SE; and (6) legislation of different countries and how it relates to SE.

Organizational learning capability and open innovation

PurposeThe purpose of this paper is to investigate the relationship between open innovation (OI) and radical and incremental innovation success in knowledge-based companies. The company’s human resources and organizational learning capability are considered as the fundamental nexus of this relationship.Design/methodology/approachAt the conceptual level, the paper analyzes the relationships between dynamic capabilities and OI and between OI and innovation success. Fuzzy-set qualitative comparative analysis (fsQCA) was used to study how innovation is implemented in 29 companies.FindingsFsQCA identifies combinations of factors that facilitate incremental innovations. These combinations reveal the path to implementing company policies that enable incremental innovation and foster radical innovation.Research limitations/implicationsThe nature of the study sample means that the findings should be generalized with precaution. The most valuable implication is the identification of combinations of factors that help companies manage innovation.Originality/valueScarce literature links organizational learning factors and OI to different types of innovation. The use of fsQCA to analyze the cases also marks a breakthrough in the innovation literature.

What has been researched on Social Business in the world?A contribution to growth in the field

The purpose of this article is to identify, organize and analyze worldwide scientific production on social businesses (SB). It presents the results of a bibliometric study combined with a systematic literature analysis. We analyzed 204 academic articles on the subject, from four different sources: (i) articles published in journals with high impact factors; (ii) most cited articles as per Google Scholar; (iii) articles addressing topics related to SB; and (iv) articles from the Social Enterprise Journal, specialized in the subject. Results point to remarkable recent growth in the field of SB, both theoretically and empirically. In addition, this study presents the main pieces of work, countries, institutions, research questions, methodology and results found in the SB literature. Studies have concentrated around six main categories: (1) understanding SB, through different approaches, concepts and models; (2) governance and relationships with stakeholders; (3) attempts to increase practical references and samples within the field; (4) organizational learning, structure and critical factors for success and failure of SB; (5) metrics, indicators and social impact generated by SB; and (6) legislation of different countries and how it relates to SB.

The Impact of Organizational Culture on Organizational Learning (An Empirical Study on the Education Sector in Damascus City)

With the development of science and technology and expansion of educational environments, the educational environment has become competitive and challenging. And new paradigms have emerged that have made survival difficult for many universities. In such an environment, the transformation of competitive advantages is natural. Learning is the greatest competitive advantage in the new educational paradigms. Therefore, those universities that learn sooner faster and better than their competitors are more successful. Meanwhile, organizational culture has an impact on all activities of the universities. Since the organizational culture includes a complex part of the values and beliefs of the staff, any changes will lead to the change of learning in the universities. If all the factors of organizational learning are provided but there is no appropriate culture, the organizational learning will not be successful. Hence it is necessary for universities to understand their organizational culture and use the learning as a tool to create competitive advantage. In this paper, the concepts of organizational culture, organizational learning and the effect of organizational culture on organizational learning are discussed at the public and private universities in Damascus.

Design, Explanation, and Evaluation of Training Model Structures Based on Learning Organization—In the Cement Industry with a Nominal Production Capacity of Ten Thousand Tons

This research aims to determine the effectiveness of training based on learning organization in the staff of cement industry with production capacity over ten thousand tons. The purpose of this study is to propose a training model based on learning organization. For this purpose, the factors of organizational learning were introduced by qualitative research in the form of open codes, axial codes, selective codes and the resulted observations, and then the final model was obtained by structural equation model. The data were collected from the staff of three cement companies of Abyek, Tehran, and Sepahan, with a statistical population of 1719 staff of cement industry. The qualitative research sample included 29 experienced experts in the field of cement industry, and the quantitative research sample included 326 staff and experts, who were selected by multi-stage cluster sampling. A self-made questionnaire consisting of 72 questions was used to measure quantitative variables. The reliability of the questionnaire was 0.93 and its content and face validity was determined by expert colleagues and professors, the structural equation model and regression was used to analyze the quantitative data. The results showed that the status of learning organization in cement companies is in average level. Finally, the obtained model consisted of both individual and organizational factors. The individual factors affecting organizational learning include teaching scientific content, perception, trust, and self-efficacy of training. The organizational factors affecting organizational learning include organizational culture, forming the structure, the method of management and leadership, preparing human resource (identity), adaption to the environment, policies, rules, and regulations, and achieving a viable product. The share of individual factors on learning organization is higher than the effect organizational factors; the share of each factor is also determined.

How airlines learn from airline accidents: An empirical study of how attributed errors and performance feedback affect learning from failure

This research examined organizational learning factors by asking whether airlines learn more from internally or externally attributed causes of airline accidents. Our dependent variable, organizational learning, was defined as a decrease in subsequent airline accident rates. To test the moderating effect of performance feedback, we predicted that performance relative to aspiration level would negatively moderate the relationship between the attribution of airline accidents and the subsequent accident rate. Overall, the findings of this research revealed that the greater the proportion of internally attributed causes is, the more likely it is that an airline will learn from its accidents and will experience a lower subsequent accident rate. In addition, our findings regarding the moderating effect of performance feedback showed that airlines performing below their aspiration levels are more likely to learn from internally attributed causes of accidents and will therefore experience a lower subsequent accident rate. We conducted this investigation by collecting data from the U.S. National Transportation Safety Board (NTSB) database for all of the accidents (accidents and incidents) experienced by U.S. commercial airlines during the 1990–2014 period. Our research findings provide implications for future studies that discuss the factors affecting organizational learning.

A study of theory and concepts of Organizational Learning Capabilities A review of Literature

There are various descriptions of Organizational Learning Capabilities, various theories and concepts have been associated with this concept, yet many things remain unexplored. This paper is going to expose the various concepts relating to the Organizational Learning expositions, whereby bringing about clarity in its understanding as a theory and the deductions made by various empirical studies as well. However this is a conceptual paper that is going to bring about clarity with respect to Organizational Learning theory, the major premises on which it rests, and the factors of Organizational Learning that really makes the organization adapt and function as per the requirement of the current times.

A study of theory and concepts of Organizational Learning Capabilities A review of Literature

There are various descriptions of Organizational Learning Capabilities, various theories and concepts have been associated with this concept, yet many things remain unexplored. This paper is going to expose the various concepts relating to the Organizational Learning expositions, whereby bringing about clarity in its understanding as a theory and the deductions made by various empirical studies as well. However this is a conceptual paper that is going to bring about clarity with respect to Organizational Learning theory, the major premises on which it rests, and the factors of Organizational Learning that really makes the organization adapt and function as per the requirement of the current times.

A study of theory and concepts of Organizational Learning Capabilities A review of Literature

There are various descriptions of Organizational Learning Capabilities, various theories and concepts have been associated with this concept, yet many things remain unexplored. This paper is going to expose the various concepts relating to the Organizational Learning expositions, whereby bringing about clarity in its understanding as a theory and the deductions made by various empirical studies as well. However this is a conceptual paper that is going to bring about clarity with respect to Organizational Learning theory, the major premises on which it rests, and the factors of Organizational Learning that really makes the organization adapt and function as per the requirement of the current times.

Improving trust, improving schools

Purpose– Many governments worldwide are now promoting the importance of research-informed efforts at improvement. At the same time research is yet to make sustained impact on the practices of teachers. Given the importance of the issue and the lack of progress in this area, the purpose of this paper is to examine what drives teachers’ perceptions that their school: first, encourages the use of research evidence to support improvements to teaching; and second, whether school improvement strategies are grounded in research on effective practice.Design/methodology/approach– Reviewing extant literature, the authors hypothesize that teachers’ perceptions of research use are related to their perceptions of: the presence of in-school organizational learning (OL) factors; whether they work in high-trust environments; and also to the frequency and quality of their “expertise-seeking” interactions. Using a survey instrument to measure OL, trust, and school research use climate, the authors gather data from 828 teachers in 43 schools. The authors then use social network analysis to quantify teachers’ professional relationships; with hierarchical linear regression employed to explore multilevel relationships between variables. Social network diagrams are also used to visualize the patterns of relationships between teachers/study variables.Findings– The analysis indicates that teachers who report the climate of their schools to be focussed on learning, experimentation, and valuing new ideas, tend to also report more use of research/evidence. Likewise, teachers who had more frequent and useful interactions around teaching and learning also report more research/evidence use (RE Use) in their schools. Finally, and perhaps most powerfully, is that higher levels of perceived trust in the school are also associated with reporting higher levels of RE Use.Originality/value– The results illustrate the importance of learning and trust in facilitating the types of relations needed to provide teachers with access to the research/evidence centered social capital that resides within a school. The work expands the notions of what is necessary to support the use of research/evidence in schools by placing more relational elements of the improvement equation front and center.