Applying a qualitative meta synthesis approach to provide a model of unlearnin outcomes in the organization

Organizational unlearning has attracted the attention of many researchers and this has become an important element of innovation and processes of sustainable individual and organizational change. The aim of this study was to identify the consequences of organizational learning and de-learning using the meta-combination method. In line with this method, after filtering the articles, finally, 40 researches that directly dealt with the implications of organizational de-learning were entered into the analysis phase in MaxQuoda software. After the integration stage, 28 distinct codes were identified, and among the identified codes, codes; Innovation outputs with 6 references, re-learning and organizational flexibility with 4 references, and radical innovation and overall performance with 3 references had the highest number of references in research texts, respectively. At higher levels of abstraction, codes were categorized into 11 concepts and finally into 6 categories (innovative capabilities, competitive value chain promotion, organizational entrepreneurship, organizational agility and transformation, participatory knowledge management, and human resource empowerment).