The trans-level effectiveness of organizational learning
The effect of organizational learning on individuals
This chapter investigates the relationship between organizational learning and employee satisfaction, affective commitment, turnover intention, task performance, the role of individual learning in influencing individual variables on collective-level learning and the role of organizational learning in the relationship between individual variables.
Related theories and hypotheses
Organizational learning and employee satisfaction
Organizational learning, as a long-term strategy to improve the core competitiveness of the organization, is closely related to the working attitude of employees. There are some related studies in the literature. Goh and Rhan (2002) analyzed the survey data of 89 companies and found that there was a strong and significant positive correlation between the five kinds of organizational learning capability and job satisfaction, and the correlation coefficient reached 0.66 (p < 0.001). The study ofYu Wenzhao et al. (2002) on organizational culture of continuous learning shows a significant positive correlation between organizational culture of continuous learning and satisfaction, and the correlation coefficient reaches a medium level. Although the aforementioned studies are not direct research on organizational learning and employee satisfaction, the findings do suggest that there may be a positive relationship between them. Therefore, the following theoretical hypothesis is set forth:
The higher the level of organizational learning, the higher the employee satisfaction.
Organizational learning and organizational commitment
Organizational learning is also closely related to organizational commitment, another work attitude of employees. Similarly, there have been some related studies. Howard (2003), for example, proved a significant positive correlation between organizational learning culture and organizational commitment. Yu Wenzhao et al. (2002) found that there is a significant positive correlation between organizational culture of continuous learning and organizational commitment, and the correlation coefficient reached a medium level. Given that the organizational commitment questionnaire is lengthy, this study chooses some commonly used items on affective commitment and posits the following theoretical hypothesis:
The higher the level of organizational learning, the stronger the affective commitment of employees.