“…Coetzer et al (2019, p. 421) emphasize that a scarce, but growing body of literature on the manager's role in facilitating employees' learning (Döös et al, 2015;Ellström 2012;Hughes 2004;Wallo 2017) suggests that managers can have a significant impact on learning in the workplace through developmental interventions such as coaching (Beattie et al, 2014) and through creating conditions in the work environment that are conducive to learning (Ellinger, 2005). With that in mind, a number of authors (Argyris & Schön, 1974;Edmonson & Moingeon, 1998;Riege, 2005;Song et al, 2009;Crousea et al, 2011;Marsick, 2013;Froehlich et al, 2014;Santa & Nurcan, 2016;Örtenblad, 2018;Asher & Popper, 2021) argue that the interpersonal communication and interpersonal competencies of employees and managers can represent major constraints to learning emergence and knowledge sharing or, on the other hand, can provide significant boosts to the development of organizational learning and finally to the development of a learning organization. Although presumably affecting their closer work environment, broader organizational settings and dynamics, overall managerial effectiveness, and ultimately organizational performance (Dulewicz & Higgs, 2004;Chong, 2013;Pichler et al, 2014;Wang et al, 2022), the effects of MIC on various organizational phenomena, including LOC, are still unclear and demand additional in-depth research.…”