How types of organizational culture and technological capabilities contribute to organizational learning

Abstract

Purpose This study aims to develop a theoretical framework of the impact of clan and hierarchy cultures and knowledge technological capabilities on organizational learning. Design/methodology/approach A questionnaire survey was used to collect data from 693 employees working in knowledge management centers in various law and enforcement units in the United Arab Emirates (UAE). Structural equation modeling was used to test the relationships between the variables. Findings The findings show that the clan culture had a significant negative effect on organizational learning. However, hierarchy culture and knowledge technological capabilities had a significant positive impact in predicting organizational learning behavior. Research limitations/implications The study focuses on a specific type of public organization only, which somewhat limits the generalizability of the research results. Second, as the study was cross-sectional, the causal relationships could not be inferred directly. The study results will help policymakers create a learning organization by examining the impact of organizational culture and knowledge of technological capabilities. Originality/value This paper has added knowledge about the relationship between culture types, knowledge technological capabilities and organizational learning, particularly in the UAE. This study helps to bridge the gap in research on culture and knowledge technological capabilities and organizational learning.

Impact of Organizational Culture on Organisational Performance: A Study on the Employees in Educational Institutions

“…The organisational learning concept has received immense attention since 1980. Past research in this field has proved that organisational learning enhances an organisation's performance by creating highly developed knowledge for employees (Al Dari et al, 2021;Kummitha et al, 2021a). Ihsaan et al (2013) stated that to preserve a great position in a quickly developing society and competitive market, organisations got to focus on organisational learning and shifting into learning organisations.…”

Improving Cooperative’s Business Performance with Entrepreneurial Orientation and Organizational Culture Through Innovation

“…Organizational culture is described as the sum of patterns of shared beliefs, rituals, stories, and sentiments that can be accepted collectively by organizational members (Kwarteng & Aveh, 2018). Organizational culture is an invaluable resource for problem solving, competitive advantage, superior performance, implementation of new business strategies, and the realization of organizational goals (Gorondutse & Hilman, 2016) which consists of four dimensions, namely clan, adhocracy, hierarchy, and market (Al Dari et al, 2021).…”

“…Clan is an inward-oriented organizational culture that refers to employee engagement and open and friendly communication that begins with trust and commitment by the organization (Reino et al, 2020). Adhocracy culture emphasizes visionary and innovative leadership, risk taking and innovation, facing challenges, and flexibility to make changes (Al Dari et al, 2021). Market culture is characterized by stability and external focus driven by achievement and coordination that is task-oriented, has clear goals, and a decision-making process (Tran, 2021).…”

Peran Pembelajaran Organisasi Pada Pengaruh Kapabilitas Manajemen Pengetahuan Terhadap Kinerja Organisasi

“…Yang & Chen (2009) menjelaskan bahwa kerangka kerja yang ada dalam kapabilitas manajemen pengetahuan seperti kemampuan pengetahuan organisasi yang berbasis sosial dan teknis akan mendorong pembelajaran organisasi. Penelitian terdahulu membuktikan bahwa kapabilitas manajemen pengetahuan berpengaruh positif terhadap pembelajaran organisasi (Nafei, 2014;Ngah et al, 2016;Al Dari et al, 2020). Artinya, penerapan kapabilitas manajemen pengetahuan dalam organisasi dengan sistem dan praktik organisasi seperti inovasi, manajemen sumber daya manusia, budaya, teknologi informasi, struktur dan kepemimpinan akan memungkinkan organisasi dalam menghadapi lingkungan bisnis yang dinamis dan kompetitif sehingga pada akhirnya mendorong peningkatan pembelajaran organisasi (Yang & Chen, 2009).…”

“…Penelitian ini konsisten dengan penelitian Noruzy et al, (2013), Nafei (2014), Ngah et al, (2016), serta Al Dari et al, (2020) yang menjelaskan bahwa kapabilitas manajemen pengetahuan berpengaruh positif terhadap pembelajaran organisasi. Pada dasarnya, organisasi dengan kapabilitas manajemen pengetahuan yang baik akan meningkatkan kualitas pola pikir dan pandangan organisasi tersebut sehingga akan menghasilkan proses pembelajaran organisasi yang baik pula ( Ngah et al, 2016).…”