Is organizational learning culture a good bet?

Abstract

Purpose Interest in the relationship between organizational culture and performance is not new but it still attracts considerable attention from researchers. In the literature on organizational learning, organizational culture is mainly conceived as an essential condition to facilitate and support learning and consequently as an important feature in achieving organizational performance nowadays. In the scope of this research topic, the purpose of this paper is to analyze the effect of organizational learning culture on two organizational outcomes – profitability and customer satisfaction, and the mediation effect of total quality management (TQM) in these relationships. Design/methodology/approach The data were collected from 107 firms and the technique used for data analysis was structural equation modeling. Findings The results reveal a positive direct impact of organizational learning culture on organizational profitability and a positive indirect effect, through TQM, on customer satisfaction. Originality/value These findings support to a body of literature that claims the relevance of developing a cultural orientation toward learning in organizations in order to contribute to organizational success. This study also takes into account some methodological features in order to increase the quality of culture-performance research.

A Systematic Review of the Influence of Internal Marketing on Service Innovation

“…Besides, organizational learning is a default knowledge for all employees in an organization. In the same vein, researchers confirmed that the organizational learning is linked to organizational culture in a "both-ways" relation (Abbasi and Zamani-Miandashti 2013; Pantouvakis and Bouranta 2013; Rebelo et al 2017). We know that organizational learning relies on motivation based on the existing literature; therefore, we believe that robust organizational learning may support the constant search for service innovation.…”

“…Secondly, we recognized that organizational learning is another crucial variable in connecting internal marketing and service innovation. Following the first variable, the organizational learning also appeared between 1990 and 2017 in internal marketing and service innovation research (Cui et al 2013;Gupta and Rogers 1991;Hassan and Foltz 1990;Kahn and Mentzer 1998;Kearns and Lederer 2003;Lings 1999;Pantouvakis and Bouranta 2013;Rebelo et al 2017;Sundbo and Gallouj 2000). According to them, organizational learning helps the employee to understand the organization functions as a default knowledge while working at a company, and it is deeply related to innovation as it defines the way that the knowledge acquired from internal and external sources flows inside the organization.…”

“…Influence of Internal Marketing and Service Innovation (Gupta and Rogers 1991;Hassan and Foltz 1990;Pantouvakis and Bouranta 2013;Rebelo et al 2017;Sundbo and Gallouj 2000) To achieve the goals of organizational learning and keeping their knowledge current, management must ensure the integration, coordination, and cooperation of internal organization functions. Organizational learning might trigger a combination of organizational culture and motivation.…”

Investigating the role of leadership and organisational culture in fostering innovation

“…The rituals (celebrations, communications, rules, etc.) that reinforce such ideas, assumptions, and values appear as the organization's and its leadership's perceived values (Rebelo & Gomes, 2017). The shared goals, common behaviours, joint attitudes, and patterns of meaning that guide the activities of an organization's or community's members are framed by the culture of the organisation or community.…”

Roles of organizational learning culture in promoting innovation

“…This indicated that more empirical analysis was still needed to design future guides for promoting effective innovation. Moreover, OLC promotes and facilitates workers learning, sharing and dissemination of information regarding the achievement of organizational goals (Rebelo & Gomes, 2017). This was rooted based on Schein (1992), where OLC was defined as the behaviors and beliefs derived from deep generational basic assumptions, because of its ability to solve internal and external problems with internal consistency and external adaptability, respectively.…”