The relationship between organizational learning capability, intellectual capital and job satisfaction in sport organizations

Abstract

The organizational learning capability of sport organizations is an important resource of being a learning organization. The effective and efficient management of this resource plays key role in the success of whole organization. Accurate assessment of the values which are created by the organizational learning process and evaluation of these values are necessary to make these values more efficient. The intellectual assets which are the results of organizational learning process are the most important resources of learning organizations. Positive and highly motivational climate created by these resources can inevitably affect performance of employees. In the light of these expectations first purpose of this research ise to identify organizational learning capability of sport organizations, and to explain the relationship between organizational learning capability and intellectual capital, and to assess effect of intellectual capital on job satisfaction. After conducting the analysis, it is found out that there are significant relationships between organizational learning capability factors -are commitment to learn, system perspective, openness and experimentation, knowledge transfer-and intellectual capital components. Also, as there are significant relationships between intellectual capital components which are human capital, structural capital and relational capital and job satisfaction but there is no significant relationship between organizational learning capability and job satisfaction. The other purpose of this research is to identify the employees' perceptions of organizational learning capability, intellectual capital and job satisfaction, and differentations of these perceptions by the demographic features, work experiment and instutions of participants. After conducting analysis, it has been reported that perceptions of organizational learning capability, intellectual capital and job satisfaction diffirentiate by monthly income and instutions of participants.