Validation francophone de l’inventaire des facilitateurs de l’apprentissage organisationnel (IFAO) : étude comparative de l’apprentissage perçu au niveau des individus, des groupes et de l’organisation

Formation continue de la main-d’oeuvre : pour une collectivité qui se mobilise autour du développement des compétences

“…Elle réfère au degré auquel une organisation entretient et met en pratique un ensemble de valeurs et de comportements organisationnels qui favorisent l'apprentissage individuel et collectif (Lauzier, Barrette, Lemyre et Corneil, 2013 (2013). Elle comporte six items, mesurés sur une échelle de Likert allant de 1 (très fortement en accord) à 5 (très fortement en désaccord) (alpha de Cronbach = 0,840).…”

Validation of a short form of the Inventory of Organizational Learning Facilitators

“…The development and validation of the IOLF build on the work of Barrette et al (2012) for the English instrument and of Lauzier et al (2013) for the French one. This diagnostic tool comprises five factors revolving around possible areas for OL interventions namely (Table I): knowledge acquisition and transformation; OL culture; learning-focused leadership; OL support; and strategic management of new knowledge and learning.…”

“…To ensure the proper development and validation of a short-form IOLF, two studies were carried out. The purpose of the first was to assess the factor structure of the short-form IOLF for an initial English-speaking sample in an effort to verify the internal consistency coefficients associated with each of the OL factors, as well as the extent to which the short-form replicates the five-factor structure of the original longer version (Barrette et al , 2012; Lauzier et al , 2013). The purpose of the second study was twofold: to repeat the findings of Study 1 with a different sample while examining the equivalency of a French version of the short form; and to examine the predictive validity with other constructs, such as affective commitment, continuance commitment, cynicism and intention to leave, as each of these constructs might be influenced by the IOLF factors. …”

“…Previous research outlines work environment characteristics that can foster OL (Bierly and Chakrabarti, 1996; Spencer, 2003; Fiol and Lyles, 1985; Joiner and Josephs, 2007; Mikkelsen et al , 1998; Pisano et al , 2001; Rose, 1993). For both private and public sector organizations, survival and daily management depends on the ability to adapt to change (Garvin, 1993; Garvin et al , 2008), and this ability inevitably requires an acquisition and integration of individual and collective knowledge (Flores et al , 2000; Lauzier et al , 2013; Song and Chermack, 2008) – in other words, OL. Knowledge represents the central element creating value (Hsu and Fang, 2009); the ability to learn then becomes an essential dimension of success and sustainability.…”

“…However, only a small number of studies have focused on filling this gap (Flores et al , 2000; Rashman et al , 2009). The Inventory of Organizational Learning Facilitators (IOLF) was developed as a long-form questionnaire (Barrette et al , 2012, for the English long form; Lauzier et al , 2013, for the French long form) to measure work environment features that members of the organization perceive to be present and are known to help foster OL (e.g. leadership, support and learning mechanisms).…”