جستجوی مقالات مرتبط با کلیدواژه « قابلیت یادگیری سازمانی » در نشریات گروه « مدیریت »

Crises are inevitable and organizations must be strategically prepared to deal with them. In this regard, the learning ability and creativity of the organization's employees are positive factors in controlling the crisis. Of course, organizations can be effective in crises when their human resources also feel psychologically better. So, this study aimed to investigate the effect of mental health on strategic preparation for crisis regarding the mediating role of organizational learning ability and creativity of firefighters in Guilan province.

The present study is an applied and descriptive study that was conducted as a survey in terms of data collection. The statistical population of the study consisted of 1111 employees of fire stations in Guilan. Due to the dispersion of the population, first through the cluster sampling method, a number of these organizations were identified in clusters of the province. Then, according to Cochran's formula, 286 of them were considered as the sample through a simple random sampling method. The present study was used these questionnaires; the general health of Goldberg (1979), the strategic preparation for crisis of Reilly (1987), the organizational learning ability of Jerez-Gomez et al. (2005), and the organizational creativity of Rhee & Choi (2017). Cronbach's alpha of each questionnaire was 0.88, 0.84, 0.94, and 0.78, respectively. To analyze the data, the structural equation modeling method of Smart PLS software was used.

The results showed that mental health has a positive and significant effect on the organizational learning ability and creativity of firefighters. It was also found that organizational learning ability has a positive and significant effect on organizational creativity and firefighters’ strategic preparation for crisis. However, the effect of mental health and organizational creativity on firefighters’ strategic preparation for crisis in Guilan was rejected. The positive and significant mediating role of organizational learning ability was accepted in the relationship between mental health and strategic preparation for crisis and in the relationship between mental health and organizational creativity. But the mediating role of organizational creativity was rejected in the research model.

The crises faced by a firefighter are emergencies that one may not be able to respond to at the moment, but learning makes one more prepared and has a positive effect on one's creativity. Also, the desired level of employees’ mental health can positively affect their learning ability.

Using a survey method, this study seeks to investigate the effect of organizational learning ability on individual performance with respect to the mediating role of teamwork of employees in District 8 of Tehran Municipality. The statistical population is the experts working in this municipal area. Based on simple random sampling, 173 people were selected as a sample using Cochran's formula and Morgan table. The research instruments include three standard questionnaires: Chiva et al.'s Organizational Learning Questionnaire, Hogel and Gammunden Cartesian Quality Standard, and William and Anderson Job Performance Standard. To analyze the data in descriptive statistics section, mean and standard deviation and in inferential statistics section, first Kolmogorov-Smirnov test was used to detect data normality and KMO and Bartlett test were used to evaluate the adequacy of sampling. Findings showed that organizational learning ability has a positive and direct effect on individual and Cartesian performance and these relationships are significant at the alpha level of 0.05; As with the change in organizational learning ability, individual and Cartesian performance also changes and the direction for changes in these variables is aligned and aligned; Also, the direct effect of organizational learning ability on performance as well as its indirect effect (through Cartesian) on individual performance has been significant; Therefore, it can be concluded that Kartimi has a mediating (relative) role in influencing individual learning ability on performance.

The continuous retention of organizational learning ability is among the prerequisites for the sustainable productivity of leading organizations. Therefore, this study aimed to analyze the mediating role of intellectual capital on the effect of knowledge-based human resources management on organizational learning ability.

This is a descriptive correlational study, in which the statistical population included the 216 companies operating in Bu Ali Industrial Town of Hamadan. The simple random sampling method was employed to select 138 companies as the statistical sample. A questionnaire was used for data collection, and the partial least square structural equation modeling (PLS-SEM) technique was utilized for data analysis in SmartPLS2.

All three components of intellectual capital played a mediating role in the effect of knowledge-based human resources management on organizational learning ability. In this regard, human capital plays the most important role, whereas structural capital plays the least important role.

Using the knowledge-based human resources management can increase the dimensions of intellectual capital and indirectly improve the organizational learning ability.

In the very dynamic conditions of modern businesses, it is necessary to develop organizational learning capabilities. This requires special preparations in human resources. Accordingly, this study analyzes the effects of social capital and workplace happiness on organizational learning capabilities.

This is an applied-descriptive survey, in which the statistical population included employees working at Bank Saderat Iran in Tehran Province. The multistage cluster sampling method was employed to select 361 employees as the statistical sample; the structural equation modeling (SEM) technique was used for data analysis.

Social capital had positive, significant effects on the organizational learning capability and its dimensions including testability, risk-taking ability, conversation, and collaborative decision-making. Moreover, social capital helped improve organizational learning capabilities through workplace happiness.

Developing intra-organizational and extra-organizational interactions of Bank Saderat employees and improving their happiness and liveliness can help improve organizational learning capabilities and the relevant outcomes.

This study aims to investigate the effectiveness of “total quality management practice” on “innovation performance” through “organizational learning capability” in bunkering (marine refueling) industry; therefore, the researcher tends to explore the key dimensions in defining “total quality management practice”, “organizational learning capability” and “innovation performance” and the nature of the relationship among their related particles and to analyze the following hypotheses. To do so,  Vanich, Chinchai & Igel (2011) and Eagle’s model was used to analyze total quality management practices. Through this model, total quality management practice are categorized into four classes of “commitment and strategy”, “customer-centeredness”, “human resources management”, and “data analysis”. In addition, Gomes et.al model was used to analyze organizational learning capability where total quality management practices were classified into four groups of “management commitment”, “systemic perspective”, “openness and trial and error”, and “knowledge transfer and integration”. Finally, Hong et.al model was used to investigate innovation performance. Within their model, innovation performance was categorized into three classes of “product/service performance”, “process performance”, and “organizational performance”. This non-experimental – descriptive study is applied in nature and is considered correlational. The present study uses “structural equation modeling” to respond to the research questions; therefore, it is categorized as “correlation matrix or covariance analysis” study. Based on simple random sampling, the experts in the target industry were given questionnaires and, at the end, 151 valid questionnaires were collected. Finally, the proposed conceptual model was investigated using factor analysis and structural equation modeling. The main data collection methods used in the present study were library survey and field study. The required data, regarding theoretical and empirical concepts in the literature, were collected using library resources, articles, books, journals and the internet. The results showed that “total quality management practices” have significant effects on “organizational learning capability” (15.59) and also “organizational learning capability” has significant effects on “innovation performance” (2.27). We can also claim that there is no significant relationship between “total quality management practices” and “innovation performance” (0.7); therefore, no direct relationship between these two variables is accepted at 95%. However, there would be an indirect relationship between “total quality management practices” and “innovation performance” through the mediating role of “organizational learning capability”. As a result, H1 is rejected, but H2 is accepted. Finally, we can state that the main hypothesis of the present study – the effectiveness of “total quality management practices” on “innovation performance” through the mediating role of “organizational learning capability” in bunkering industry- was accepted at 95%. Based on the findings, we can conclude that “total quality management practices” affect “organizational learning capability” within bunkering firms; in fact, “total quality management practices” can predict around 85% of the changes in “organizational learning capability”. According to the results of the ultimate model in this study, it can be inferred that “organizational learning capability” plays the role of an intervening variable and indirectly paves the way for “total quality management practices” to have effects on “innovation performance”. In other words, based on the standard prediction path analysis, “total quality management practices” can predict 46% of the changes in “innovation performance” considering the mediating role of “organizational learning capability”.

In the current world, export development is not limited to increasing foreign exchange earnings through exports of goods and services, but also plays a more important role as a growth strategy and even economic development in the world. Therefore, how to become a successful exporter is becoming more and more important. The main objective of this study was to study the effect of entrepreneurial orientation on export power through the study of the role of organizational learning capability and innovation performance mediation in small and medium sized export companies. The purpose of this research is applied and its method is descriptive correlations. The population had formed of 1000 SMEs, active in the export sector and a member of the SM Industry Information Center. According to population, by helping Morgan table, sample size was 278 and eventually by clustering sampling, 305 questionnaires were collected electronically. Reliability of research by investigating internal consistency and its validity through expert’s opinion was assessed and approved. Check hypotheses in the form of SEM and Lisrel was done. The results showed that entrepreneurial orientation directly as well as through innovation performance and organizational learning capability indirectly increases export intensity.

Altruism is from moral development forces and survival and well-being of human that in recent decades the attention of social psychologists and sociologists is located. This study with the aim of examined the antecedents of organizational learning capability as altruism and relationship conflict is done. In this regard, the survey method was employed. The Statistics population consists of all the staff of allameh Tabataba'i University Formed, of which 167 were based on Morgan table as the sample to be selected by simple random sampling. Data were collected through organ altruism questionnaires (1988) and Cox relationship conflict questionnaire (1998) and Chiva et al organizational learning capability questionnaire (2007). Validity and Reliability of aforementioned questionnaires were confirmed on the basis of content validity, construct validity as well as calculated acceptable Cronbach's alpha coefficient. In addition, for data analyzing and research hypothesis test, Structural Equation Modeling and Friedman test were used, by means of Amos and Spss software. Research findings indicated that altruism is significant positive impact on organizational learning capacity and altruism in a significant negative influence on the relationship conflict. Furthermore The relationship conflict also has a significant negative impact on organizational learning capability and relationship conflict is mediated between altruism and organizational learning capacity.

Innovation plays an important role in the economic development of individuals, organizations and societies and those who do not keep pace with the rapid changes would probably fail to prosper (Liao, Fei & Liu, 2008: 185). Knowledge sharing is one of the most important factors that leads to innovation. When employees share their knowledge with coworkers, learning opportunities’ possibility increases (Zhou & Li, 2012: 1904). Organizational learning capability is recognized as another important influential factor in organizational innovation (Sheng & Chien, 2016: 2302) and have a significant part in improving organizational performance (Chung, Yang & Huang, 2015, 1217). This study investigates the mediating role of organizational learning capability between knowledge sharing and organizational innovation capability.

Nowadays most of organizations have found to survive in today's world, improve quality is undeniable. So do not be a significant part of total quality management as a strategy for sustaining success be overlooked. Therefore, this study aim to examine the mediating role of organizational learning capability with a total quality management and business innovation on the financial performance of the company. The population of this study, middle managers and companies Alborz industrial city of Qazvin province. After data collection, data analysis and hypothesis testing for the purpose of inferential statistics and structural equation modeling was used. The results indicate significant and positive impact of TQM on organizational learning capability and business innovation, significant and positive impact on business innovation potential of organizational learning and organizational learning capability as well as a significant and positive impact on the financial performance of the company's business innovation.In addition, results showed the role of intermediary organization learning capacity and business innovation in the relationship between TQM and financial performance.

The success of this new product, an important issue for managers and owners of firms. Importance of these issues to influence market orientation, organizational learning capability and intellectual capital on new product success. The research model has been formed considering intellectual capital, organizational learning capability, intellectual capital, market orientation and successfulness of the new product. The present study according to the aim, it is an application and correlation according to research method and using questionnaire and survey method to collect necessary data. The population includes 320 active incorporations in textile industry of Yazd Township. Stratified sampling method was used for sampling relative to the size of the sample, and in order to determine the size of the sample, Morgan Table was used. Finally, 175 acceptable samples were selected. Data was collected using questionnaires and measurements. Also data analysis was done by modeling the structural equations using LISREL software. Results show that market orientation has a significant effect on intellectual capital, and intellectual capital affects organizational learning capability and successfulness of the new product. Results also show that there is no meaningful relationship between organizational learning capability and successfulness of the new product. This study can be beneficial for researchers and managers in textile industry due to presenting useful information in domain of management. Furthermore, it presents some suggestions for optimization and effectiveness of the obtained results.

The purpose of this paper is to investigate the relationship between human capital (HC) and new product development performance (NPDP) efficiency and in this relationship، organizational learning capability (OLC) is a mediator. Managers، super experts and experts of automobile industry in Iran are elected as statistical society. In this study، results are obtained by 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.

Today spirituality in work environment resulted in increase in innovation, credibility, organization commitment, personnel job attitude improvement, and decrease in personnel leaving the work and increase in morality and work conscience. Spiritual leadership by establishing common perspective, reinforce learning culture and sharing knowledge and development of personnel competence which with sound understanding and suitable performance provide required conditions for using opportunities to develop organization. In fact the purpose of this research is to improve and develop organization from spiritual leadership perspective and also enhance organization learning capacity. The research statistical population is the personnel of one of the defense- industry organizations. Research method is descriptive. Structural equation modeling, regression and spearman correlation testing are used to test the hypotheses. The analysis of questionnaire data indicated that at the level of 99% assurance, there is positive correlation and meaningful relation between spiritual leadership, organization learning capacity and organization development; namely 1- the relation of spiritual leadership with organization learning capacity and organization development is positive and meaningful which from spiritual leadership dimensions, the dimension of perspective has the most share in forecasting changes related to organization learning capacity and organization development 2- the relation between organization learning capacity and organization development is meaningful and in relation to spiritual leadership and organization development, it has the mediator role. Among organization learning capacity dimensions, the dimension of organization environment for learning has the most share in forecasting changes related to organization development. Consequently three research hypotheses confirmed. Therefore it can be said that spiritual leadership by reinforcing organization learning capacity pay the way for organization development.

The author of the research aims to study the effects of the spiritual leadership on organizational learning capabilities in houzeh & university research institute. Survey method. The results of the study show a significant relationship between components of spiritual leadership and organizational learning capabilities.The perspective component among the components of spiritual leadership is the most effective factor in organizational learning capabilities and to love humankind is in the least degree of significant. The paper concludes that the spiritual leadership is important in modern organizations and spiritual leaders develop the organizational learning atmosphere and mobility through shared vision for employees and developing organizational culture based on humankind moralities.

The aim of this research was to investigate the impact of organizational intelligence on organizational Emotional, and learning capabilities. In addition, it purpose to explore and test the mediated effect of organizational emotional capability on the relationship between organizational intelligence and organizational learning capability. The research method was descriptive-correlation one. The statistic Population of research is comprised of Telecommunications Infrastructure Company's personnel, that 472 persons of them are participated as statistic sample. The data was collected by using a questionnaire and was analyzed by Pearson correlation test and Structural Equations Modeling. The research results showed that: A) Organizational intelligence have significant, positive and direct impacts on organizational emotional, and learning capabilities. B) Organizational emotional capability has a significant, positive and direct impact on organizational learning capability. C) Organizational emotional capability is partially mediated the relationship between organizational intelligence and organizational learning capability. D) Organizational intelligence has a significant and indirect impact on organizational capability (0/56*0/92=0/51) through organizational emotional capability as well as its significant and direct impact (0/39). In sum, organizational intelligence has a total impact of 0/90 0n organizational learning capability. According of these results, It can argue that the studied organization's managers should manage their employees emotions, develop organizational emotional capability, and as a result, encourage learning in their organization and develop organizational learning capability through developing, explaining and sharing organizational strategic vision, creating shared fate sense, creating appetite for change in employees, supporting from employees materially and spiritually, defining and explaining structures, rules and routines for creating Alignment & congruence in throughout organization, managing knowledge by fostering and developing a culture for creating, sharing and using knowledge in organization, and eventually, defining, explaining and communicating performance standards and committing their employees towards to attain them.

This study aims to investigate the mediating role of organizational learning capability in relationship between intellectual capital and organizational performance. The importance of studying organizational performance has been admitted and investigated in many researches. Therefore, this study aims to improve performance of Saderat Bank considering intellectual capital and organizational learning variables. Statistical population of this research consists of chairmen and managers of branches of Saderat Bank in Tehran. A questionnaire consisting of 31 questions with Lickert’s 5 scale spectrum was used. The questionnaire was distributed among 250 managers. Findings showed that learning capabilities mediates the effect of intellectual capital on organizational performance and ultimately some suggestions to improve organizational performance have been offered.

Recognition of intellectual capital and the ways can be increased by the organizational learning capability and knowledge creation among employees is a crucial lever for maintaining and supporting organizations position and also, however, there is no accurate assessment of intellectual capital. Therefore, the present study is sought to examine the impact of intellectual capital on organizational learning capability and knowledge. The Statistical Society of The research is consisted All employees of the Khuzestan water and power organization. 320 employees have been chosen via applying Morgan table and Simple random sampling method. The present method is based on the practical aim and in terms of how to collect data is in the type of research is descriptive and in terms of relationships between research variables is in type of causal research and obviously is based on structural equation model. Questionnaire to measure the research variables and methods of statistical analysis using software SPSS.18 and LISREL.8 / 5 is used. The results of questionnaire analysis showed The impact of intellectual capital and its dimension (human capital, structural capital and relational capital) on the organizational learning capability and knowledge creation is positive and significan, also organizational learning capability has positive and meaningful effect on knowledge creation.

The purpose of the present research is to Investigate the impact of organizational learning capability on SME performance in Kerman and classifying the drivers effective on the performance of the SME’s. In order to achievie the research goals, Chiva et al(2007) and organizational learning capability’s questionnaire and Li H& Atuahene- Gima K (2001) performance questionnaire have been used. The validity and reliability of questionnaires in the target population is examined and approved. The sample of this study consist of 171 enterprises.Findings shows that there is a positive and significant relationship between organizational learning capability and SME performance in the kerman then, second questionnaire about Analytic hierarchy process (AHP) classify driverseffective of performanceof Small and Medium sized Enterprise.Systems perspectives had maximum share in the increase of the performanceof Small and Medium sized Enterprise and participative decision making, openness and experimentation, interaction with the external environment, and risk taking are other factors.