This paper presents an empirical investigation to study the relationship between organization learning and organization innovation in one of Iranian insurance firm. The proposed study selects a sample of 300 employees who work for different positions for the case study of this paper and using Pearson correlation as well as Freedman tests determines the relationship and ranks different components of the survey. The results of this implementation have indicated that organization innovation influences on organizational learning, data distribution, interpretation and memory significantly but the effect of organizational innovation on data collection cannot be confirmed when the level of significance is five or even ten percent. The implementation of Freedman test has also indicated that Information interpretation is number priority followed by information learning, organizational distribution and organizational memory.
The present descriptive-survey research aims to study the impact of empowerment on occupational self-efficacy of the employees in the Greater Tehran branches of Mehr Eghtesad Bank. The statistical population is comprised of all 600 employees of Mehr Eghtesad Bank working in branches of the Greater Tehran. Using Morgan table, the sample size is determined to be 234. Sampling is carried out using simple random method. In order to assess the studied variables, employee empowerment questionnaire and work self-efficacy scale have been used. The validity of the questionnaires is confirmed by experts. Using Cronbach’s Alpha, the reliability of empowerment questionnaire is measured to be 0.84, and the reliability of occupational self-efficacy is assessed to be 0.81. In order to analyze the data, descriptive statistics as well as inferential statistics (univariate regression and stepwise regression) have been used. Research results indicate that empowerment and all its dimensions (meaningfulness, competence, autonomy, and impact) have a positive and significant effect on self-efficacy of employees in Greater Tehran branches of Mehr Eghtesad Bank. The results also suggest that the three dimensions of autonomy, impact, and meaningfulness can predict the self-efficacy of employees in Greater Tehran branches of Mehr Eghtesad Bank.
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