Role Of Organizational Learning Capability Research Articles

ANALYZING THE EFFECT OF INTELLECTUAL CAPITAL ON ORGANIZATIONAL PERFORMANCE BY EMPHASIS ON THE ROLE OF MEDIATOR OF LEARNING ABILITY (CASE STUDY; A MANUFACTURING COMPANY OF POLYMER COMPONENTS OF FOOD AND PHARMACEUTICAL PLASTIC MEDICINE)

In recent years, new economic argument against traditional economy has been of interest to scientists. New economy is based on prioritized knowledge and superiority. In the knowledge economy, intellectual assets, especially human capital is one of the most important organizational assets. Therefore in this study, after review of literature the effect of intellectual capital on organizational performance by emphasis on the role of mediator of learning ability was analyzed. The purpose of this study is analyzing the mediating role of organizational learning capability in the relationship between intellectual capital and organizational performance. Several studies have confirmed the importance of organizational performance and analyzed it. This study aims to improve company performance plastic medicine by taking into account variables such as intellectual capital and organizational learning. The statistical population of this research is directors, managers and employees of the plastic medicine company. To measure the variables of a questionnaire consisting of 50 questions with Likert 5-point scale was used. This questionnaire was given among 122 directors, managers and employees of plastic medicine company. The results indicate that it enhance the quality of intellectual capital will play an important role in improving organizational performance, on the other hand their learning ability have a positive impact on organizational performance and as a mediator significant impact on the relationship between intellectual capital and organizational performance. Finally, some suggestions are presented for improving organizational performance.

The Mediating Role of Organizational Learning Capability on the Relationship Between Innovation and Firm's Performance: A Conceptual Framework

Today, in the rapidly emerging globalization process, increasing the competitiveness of enterprises depends on increasing of their business performance. Although there are many methods and techniques affecting business performance, innovation has become one of the most widely used method. Although it is known that innovation increases company's performance; in recent years, it has been started to perform different studies in order to further increase the efficiency. The opinion which claims that organizational learning is one of the most important of them has been developing.This study emphasizes the importance of mediating role of organizational learning capability on the relationship between innovation and company's performance with a strategic approach. It's tried to prove the contribution of more than one type of innovations to company's performance through organizational learning capability.The aim of our study is to express whether organizational learning capability is effective as intermediate variable to the effects of innovation at company's performance

Individual Performance in Turbulent Environments: The Role of Organizational Learning Capability and Employee Flexibility

Organizational learning capability (OLC) and employee flexibility help firms navigate the challenges faced by organizations operating in turbulent environments.OLCincludes dimensions such as experimentation, risk taking, openness, dialogue, and participative decision making. Employee flexibility is considered a crucial tool for strategic human resource management in tackling environmental turbulence. Accordingly, we pose the following research question: how, and to what extent, is individual performance enhanced byOLCand employee flexibility in turbulent environments? The major impact that environmental turbulence has on change and flexibility requirements suggests that employee flexibility plays an important role in the impactOLChas on individual performance. However, we found no prior studies that explicitly analyzed this mediating function of employee flexibility. In this study, we tested three hypotheses that linkOLCand individual performance,OLCand employee flexibility, and employee flexibility and individual performance. We applied a structural equation methodology, using partial least squares path modeling, to a sample of 174 academics at a Latin American university (a highly turbulent context). Our results show employee flexibility fully mediates the relation betweenOLCand individual performance given the presence of environmental turbulence. © 2015 Wiley Periodicals, Inc.

Are altruistic leaders worthy? The role of organizational learning capability

Purpose– The purpose of this paper is to investigate the relationship between altruistic leader behaviors, organizational learning capability and organizational performance.Design/methodology/approach– The sampling frame consists of several databases or listings of business that consider people as a key element of the organization and are considered by their employees to be good firms to work for or organizational environments where human resources management has high priority (n=251). The authors use structural equation modeling to test if the relationship between altruistic leader behaviors and organizational performance is mediated by organizational learning capability.Findings– Results suggest that organizational learning capability fully mediates between altruistic leader behaviors and organizational performance. Thus, organizational learning capability plays a key role in explaining how altruistic leader behaviors affect organizational performance, essentially because it facilitates the creation of a creative, participatory and dialogue-based environment that promotes organizational learning.Research limitations/implications– The database used in the study is very heterogeneous. Future research might delimit the database by organization size or sector. Qualitative studies may also improve our understanding of the relationships studied and enable other concepts to be included.Practical implications– This study provides evidence of the positive relationship between altruistic leaders and performance. However, recruiting and fomenting altruistic leaders is not sufficient on its own to improve performance, and should be accompanied by implementing other facilitating factors of organizational learning such as dialogue or experimentation.Originality/value– In recent years some studies have linked leadership with organizational learning. However, this is one of the first studies to concentrate on altruistic leader behaviors as such, a concept that has received scant mention in the literature despite its importance in a number of leadership styles, and its relevance today as an alternative to the egotistic leader. The authors offer empirical evidence of the role of altruistic leader behavior as an antecedent of organizational learning capability and subjective measures of performance.

Human Capital and New Product Development Performance Efficiency- The Mediating Role of Organizational Learning Capability

Intellectual framework of today's organizations is full of pointing out of the information and participation of expert and innovative workforce instead of operational workforce. In this space, improving performance and sustaining competitive advantage are fundamental concerns for managers. Innovation and organizational learning are the best important bases for improving performance and obtaining competitive advantage. Therefore, this research wants to investigate and model the relationship between human capital (HC) and new product development performance (NPDP) efficiency with regard to the mediating role of organizational learning capability (OLC). Automobile industry in Iran is elected as statistical society. In this study, results are obtained by structural equations and path model. Also for better description of results, we use other deducible statistic such as binamial test and one-Sample Kolmogorov-Smirnov Test. The results of this study bode that human capital can improve NPDP efficiency by organizational learning capability. Also the provided model in this research is supported by data.

Linking Entrepreneurial Orientation and Firm Performance: The Role of Organizational Learning Capability and Innovation Performance

This research contributes to the entrepreneurial orientation (EO)–performance literature by offering a wider picture that includes two intermediate steps: organizational learning capability (OLC) and innovation performance. This study also provides an explanation of intra‐industry firm performance differences by focusing on EO. We use structural equation modeling to test the hypotheses on a data set from talian and panish ceramic tile producers. The results support our conceptual model and demonstrate its usefulness in explaining differences in intra‐industry firm performance. Findings suggest that OLC and innovation performance should be enhanced by managers in order to boost the positive EO–performance link.

Complementary role of organizational learning capability in new service development (NSD) process

PurposeThe purpose of this paper is to investigate the role of organizational learning capability in relation to leadership tasks performed by executives and organizational performance by bridging the concepts of organizational learning and NSD.Design/methodology/approachThe NSD processes of seven telecom service providers in Thailand are adopted as the research context. Conceptual framework is developed based on literatures and expert interviews. Multi‐item questionnaires are designed mostly based on interviews with 12 experts involving in NSD processes of those seven providers. Survey is conducted with 497 executives and employees in NSD processes of those providers. The structural equation modeling and LISREL 8.72 application are employed in data analyses.FindingsLeadership tasks performed by NSD executives significantly affect the development of organizational learning capability, which in turn significantly affects organizational performance. The effectiveness of executives' leadership tasks and organizational learning capability development are symbiotic.Research limitations/implicationsThe validation and generalization of the results are still limited to the context of NSD processes of telecom service providers in Thailand. The analyses based on second‐order factors and perceptual data.Practical implicationsIn today's context, NSD process should be managed as the dynamic learning process. The integration of executives plays a key role in facilitating the development of organizational learning capability in such a process.Originality/valueThe integrative framework of collective and collaborative leadership tasks, organizational learning capability, and organizational performance are tested empirically and discussed based on real practices. The complementary role of organizational learning capability is introduced.

Emotional intelligence and job satisfaction: the role of organizational learning capability

PurposeThe purpose of this paper is to analyze the relationship between emotional intelligence (EI) and job satisfaction, by taking into consideration organizational learning capability (OLC).Design/methodology/approachData were collected from eight Spanish ceramic tile manufacturers. The survey was addressed to shop floor workers, and 157 valid questionnaires were obtained, representing a response rate of 61 per cent. Confirmatory factor analysis was used to test this theoretical model.FindingsThis paper proposes that OLC plays a significant role in determining the effects of EI on job satisfaction.Research limitations/implicationsOwing to certain features of the sample and the use of measurement scales, the final results should be considered with caution. Further research in other contexts using qualitative methods is needed to validate these findings. The most important implication is that job satisfaction is affected by the correlation between individual EI and certain working conditions.Practical implicationsWhen seeking to improve employee job satisfaction, practitioners should take into account the link between EI and OLC. Under certain conditions (OLC), emotionally intelligent people are more likely to be satisfied.Originality/valueThis paper provides an empirical analysis of the relationship between EI, OLC and job satisfaction.

Intellectual capital and new product development performance: The mediating role of organizational learning capability

Previous studies rarely examined the relationship between intellectual capital and organizational learning capability. Moreover, most studies neglect the mediating effect of organizational learning capability in the relationship between intellectual capital and new product development performance. This study uses interviews and the survey method to discuss the relationships governing intellectual capital, organizational learning capability, and new product development performance. Results are based on empirical data from Taiwan's IC design industry, and are generated by the Partial Least Squares (PLS) method. Results show that human capital and relational capital actually improve new product development performance through organizational learning capability. Although structural capital positively affects organizational learning capability, managers should pay attention to possibly negative effects of structural capital on new product development performance. Relational capital is the greatest factor among these three types of intellectual capital in Taiwanese IC design companies, structural capital is second, and human capital is last. Comparing three types of intellectual capital of Taiwan's large enterprises with those of Taiwan's small and medium enterprises (SMEs) reveals that the relational capital of Taiwan's SMEs is marginally less than that of large enterprises.