The main purpose of this exploratory study was to examine the relationship between certain learning organization characteristics and change adaptation, innovation, and bottom-line organizational performance. The following learning organization characteristics were found to be the strongest predictors of rapid change adaptation, quick product or service introduction, and bottomline organizational performance: open communications and information sharing; risk taking and new idea promotion; and information, facts, time, and resource availability to perform one's job in a professional manner.

The main purpose of this study was to examine the validity of a new systemic model of learning transfer and thus determine if a more holistic approach to training transfer could better explain the phenomenon. In all, this study confirmed the validity of the new systemic model and suggested that a high performance work system could indeed serve as a catalyst to successful training transfer.

This exploratory study attempted to identify key predictors of motivation to learn and motivation to transfer as well as examine the relationship between the two variables. Organizational commitment, task cues, and co‐worker commitment to quality work were found to be the strongest predictors of motivation to learn. Motivation to learn, a motivating job, and being expected to use the newly learned skills and knowledge on the job were found to be the most important predictors of motivation to transfer.