The Impact of Supportive Work Environment, Trust, and Self-Efficacy on Organizational Learning and Its Effectiveness: A Stimulus-Organism Response Approach

Abstract

This study examines the relationship among management and peer support, trust, self-efficacy, organizational learning, and organizational effectiveness. Within organization, supportive work environment plays a significant role in the establishment of employees' learning process. The causal design is used to analyze the impact of supportive work environment on employees' psychological influence (i.e. trust and self-efficacy) and organizational learning. The nature of the study is cross-sectional with convenience sampling technique. Data is collected from employees of 400 banks located at twin cities i.e. Islamabad and Rawalpindi through self-administered questionnaire. Data was analyzed through Structural Equation Modeling (SEM) through maximum likelihood. Finding indicates that top-management and co-worker support (i.e. stimulus) had significant positive impact on employee's trust and self-efficacy (i.e. organism) and organism acts as mediator between stimulus and response. Moreover, employees' trust (cognitive/emotional), and self-efficacy had significant positive impact on organizational learning and organizational effectiveness (i.e. response). Bank managers, industry associations, training providers, and research institutions may use findings to bring improvements in organizational learning mechanisms and employee behaviors to enhance the overall effectiveness of the organizations.

Understanding employees' adoption of the Bring-Your-Own-Device (BYOD): the roles of information security-related conflict and fatigue

“…The SOR framework has been used in organizational behavior studies to explain how work features affect employees' behaviors. For example, Attiq et al (2017) found that support from top management and co-workers (stimulus) had a significant positive impact on organizational learning and organizational effectiveness (responses) and that employees' trust and self-efficacy (organism) mediated the relationship between stimulus and response. Zhu et al (2012) used the SOR framework to link employee's perception of organizations' corporate social responsibility (stimulus) with their satisfaction (reflecting the internal status of the organism) and loyalty (response).…”

Do Hope Foster Innovative Work Behavior through Employee Engagement and Knowledge Sharing Behavior? A Conservation of Resources Approach Using MPLUS tool

“…Not properly filling the questionnaire and the lack of respondent support typically obscure the practice of collecting data in Pakistan (Taskeen et al, 2014). Accordingly, when gathering primary data in Pakistan, non-probability sampling techniques (such as convenience and purposive) is preferably used and assumed to be the most appropriate form of sampling (Attiq, Rasool & Iqbal, 2017). Consequently, this research used a purposive sample.…”

“…As also mentioned earlier, it is a popular method of testing the indirect effect in the presence of multiple mediators (Shrout & Bolger, 2002). The bootstrapping procedures in SEM are widely used while performing sequential or serial mediation (Attiq et al, 2017). The advantage of using the bootstrapping approach is that it makes no assumption about the distribution of the standard error associated with the indirect effect and provides confidence intervals for the estimate.…”

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