An integrated scale for measuring an organizational learning system

Abstract

PurposeThe purpose of this paper is to develop an integrated measurement scale for an organizational learning system by capturing the learning enablers, learning results and performance outcome in an organization.Design/methodology/approachA new measurement scale was developed by integrating and modifying two existing scales, identified through a literature survey. The new scale was validated through the responses of 502 managerial employees from 14 thermal power plants of the largest power company in India.FindingsThere were scales, which measure learning enablers or learning achieved or learning in general or the relation between some forms of learning with performance. This study could integrate learning enablers at three levels, learning achieved at three levels, and the organizational outcome in the form of performance in a single scale.Research limitations/implicationsThe research study took place within the largest organization in one industry to control for potential industry effects across organizations. This may limit its generalizability.Practical implicationsThe integrated scale developed in the study will help to specifically look for the presence of learning enablers and learning outcomes at individual, group or organizational level and relate them with each other as well as performance. Hence it can be of importance in the study of learning organizations and furthering the understanding of the complex relations involved.Originality/valueThis is the first study which clearly demarcates learning enablers at three levels, and learning achieved at three levels, and the organizational outcome in the form of performance in a single integrated scale.

The Study of Relationship between Organizational Learning and Organizational Performance

“…These include concept and transformation of organizations into a LO and the benefits it brings about in enhancing competitive advantages and organizational performance (Hoe and McShane, 2010;Jyothibabu et al, 2010;Hishamudin et al, 2010).…”

A munkapszichológia jövője

“…A jövő valószínűleg a szervezeti tanulásban élenjáró tanuló szervezeteké (learning organizations) (Harari, 2017). És persze az új és hatékonyabb tanulási módszereké (Aguinis, 2009), a személyre szabott tanító szoftvereké, a robotoké, a mesterséges intelligenciáé: ahogy egy izraeli professzor írta új könyvében: "a nem is olyan messzi jövőben a könyvek téged fognak olvasni, miközben te őket olvasod" (Jyothibabu, 2010).…”

What Factors “Work” for Teacher Organizational Learning in Shanghai Middle Schools? A Grounded Theory Approach

“…Many efforts have been done to identify the factors affecting organizational learning in business circles and can be divided into structural level, people level, and cultural level (Popper & Lipshitz, 1998;Jyothibabu, Farooq, & Pradhan, 2010). The elements of structural level mainly referred to institutionalized structural and procedural arrangements designed to encourage organizational learning, such as the size of the organization, functional specialization, time, forums for learning (Collinson & Cook, 2004), accountability system (Popper & Lipshitz, 2000), and issue orientation that related to democratization, power equalization, and participation (Popper & Lipshitz, 2000).…”