The dimensions of the learning organization questionnaire (DLOQ)

2018 ◽  
Vol 25 (5) ◽  
pp. 320-330 ◽  
Author(s):  
Dae Seok Chai ◽  
Khalil Dirani
Keyword(s):  
Organizational Performance ◽  
Learning Organization ◽  
Reliability And Validity ◽  
Building Blocks ◽  
Theory And Practice ◽  
Cultural Impact ◽  
Content Type ◽  
Confirmatory Factor ◽  
The Stability ◽  
The Individual

Purpose This study aims to address the reliability and validity of the shortened versions of the Arabic dimensions of the learning organization questionnaire (DLOQ) to provide evidence on the learning organization (LO) concept in Lebanon and to draw attention to the applicability of the LO concept to facilitate the development and operationalization of the LO in the Lebanese context. Design/methodology/approach A total of 298 cases from five Lebanese firms were analyzed. Rigorous translation procedures have been applied to ensure the relevance of this instrument in the Arabic context. Confirmatory factor analysis, item-internal consistency estimates and item intercorrelation analysis showed that the 21- and the seven-item versions of the Arabic DLOQ have produced reliable measurement scores with a construct validity adequate to measure the LO culture in the Lebanese context. Findings The results of the current study confirmed that the shortened 21- and seven-item versions of the Arabic DLOQ are reliable, validated and applicable in the Lebanese context. This study also added to the stability of this foundation and pointed out weak areas that can be addressed by refining and developing the research, theory and practice of the LO. Research limitations/implications The results of this study based on the shortened versions contributed to operationalizing a conceptually developed LO theory, which is an appropriate example of theory building in an applied discipline. The results also suggest that the LO comprised interdependent building blocks that need to be integrated at the individual, team and organizational levels to promote change and development in a system. Practical implications This study provides managers and HR practitioners, especially in the Lebanese context, with a sound model of the LO theory to be applied in their organizations. Originality/value This study provides scholars with an understanding of the potential value of the LO in the Lebanese context. The results present evidence of the cultural impact on the perceptions of the LO in the Lebanese context, confirm the applicability of the shortened Arabic DLOQ and provide HR practitioners in Lebanon with a tool to diagnose LO characteristics accurately and consistently and to determine if there is a link between the LO and organizational performance.

Exploring the relationships between the learning organization and organizational performance

2015 ◽  
Vol 38 (2) ◽  
pp. 126-148 ◽  
Author(s):  
Mohan P. Pokharel ◽  
Sang Ok Choi
Keyword(s):  
Public Sector ◽  
Organizational Performance ◽  
Learning Organization ◽  
Positive Impact ◽  
Mediating Effect ◽  
Organizational Level ◽  
Individual Group ◽  
Content Type ◽  
Public Sector Organizations ◽  
The Individual

Purpose The purpose of this research is to evaluate the Dimensions Of Learning Organization Questionnaire (DLOQ) framework from the perspective of public sector organizations. We have used performance indicator data after organizational learning inspired intervention in a semi-autonomous network of public sector organizations. Design/methodology/approach This study used original administrative data to track the learning progress, as measured by a ratio of access to funding sources. The study also collected survey data using tailored DLOQ instruments and then determined the efficacy of DLOQ framework for public sector organizations. Several data analysis techniques were used to specify a final set for the learning organization instrument with construct validity and instrument reliability. Confirmatory factor analysis was selected to test the construct validity for the measurement of the dimensions of the learning organization and to verify the adequacy of the item to factor associations and the number of dimensions underlying the construct. Findings We found evidence that confirms that the organizational level (particularly the system connection) has a positive impact on organizational performance and a mediating effect on the relationships between the individual/group levels of learning organization characteristics and organizational performance. This study extends the Watkins and Marsick’s (1993, 1996) learning–organization framework that helped to produce case-specific outcomes such as the extent of error reduction. This framework provides a useful structure for other researchers to study learning dimensions and their relationships with other organizational performance variables. The results also show evidence of internal consistency and the construct reliability of the dimensions of the learning organization. Research limitations/implications Care should be taken in generalizing the structural equation model identified in this study. Because of the multidimensional and complex nature of the learning organization, the research setting for this study might be only one of the possible settings that specify the relationships among different levels of the learning organization and performance outcomes. There are rather complicated interactions among these dimensions and in each attribute of a learning organization. Originality/value This study theoretically confirms that the organizational level (particularly the system connection) has a positive impact on organizational performance and a mediating effect on the relationships between the individual/group levels of learning organization characteristics and organizational performance. This study also methodologically shows evidence of internal consistency and the construct reliability of the learning organization measures along with significant efficiency gain in theory.

Is one good enough? Gauging brand love using a visual single-item measure

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Salim Moussa
Keyword(s):  
Concurrent Validity ◽  
Rating Scale ◽  
Reliability And Validity ◽  
Theory And Practice ◽  
Single Item ◽  
Brand Love ◽  
Content Type ◽  
Visual Rating ◽  
Product Categories ◽  
Willingness To Forgive

PurposeThough brand love is recognized as being an important marketing topic both for theory and practice, a gap still exists with regard to its operationalization. To bridge this gap, this paper proposes a single-item measure (SIM) that uses a visual rating scale (i.e., a rating scale combining verbal with nonverbal contents).Design/methodology/approachThree studies covering over 700 respondents and examining three international brands over three product categories were conducted to test the new measure.FindingsFindings provide consistent evidence for the reliability and validity of the proposed measure. They also demonstrate that brand love, as gauged by the new SIM, is good in predicting positive word of mouth, willingness to pay a higher price, and willingness to forgive brand mishaps.Research limitations/implicationsThe paper focuses on brand love mainly from a measurement perspective.Practical implicationsThis paper provides a practical and parsimonious tool to measure brand love.Originality/valueExtant SIMs of brand love are less than ordinal, content invalid, of unknown reliability, and of untested concurrent validity. This paper provides academics and practitioners alike with a SIM of brand love that is ordinal, content valid, and tested in terms of reliability and concurrent validity.

Transforming people practices by re-structuring job engagement practices for generation z: An empirical study

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Deepika Pandita ◽  
Amresh Kumar
Keyword(s):  
Organizational Support ◽  
Structural Equation ◽  
Reliability And Validity ◽  
Three Dimensions ◽  
Equation Modeling ◽  
Job Engagement ◽  
Content Type ◽  
Perceived Supervisor Support ◽  
Engagement Strategies ◽  
The Individual

Purpose This paper aims to develop the readers’ understanding of the transforming role of job engagement (JOB) drivers, specifically for Gen Z in information technology (IT) Companies across India. It measures the association of JOB and perceived organizational support (POS), perceived supervisor support (PSS) and co-worker relationship (COP) with a very special reference to Gen Z. Design/methodology/approach A total of 302 survey-based responses were collected. To test the conceptualized model of JOB, structural equation modeling was used. Confirmatory factor analysis was conducted using the AMOS platform toward determining the reliability and validity of the individual constructs and the overall model. Findings All three dimensions, namely, POS, PSS and COP, are positively related to JOB. Out of the three, the most contributing extent in engaging Gen Z is PSS. Research limitations/implications A conceptual framework of Gen Z engagement drivers could help human resource (HR) researchers fine-tune Gen Z employees’ retention strategy. The paper shows that it is not about pandering to them but about eliminating blocks so that Gen Z can deliver the future business. Practical implications The outcomes may aid establishments and policymakers in advancing and improving HRs policies in engaging Gen Z, who have started entering the organizations. Originality/value JOB practices can add to the determinations of the HRs processes in the IT start-ups organizations in dealing with Gen Z. This research reconnoiters the drivers of engagement strategies directly impacting JOB Gen Z.

The individual and organizational level effects of TQM practices on job satisfaction

2017 ◽  
Vol 38 (2) ◽  
pp. 215-225 ◽  
Author(s):  
Daniel I. Prajogo ◽  
Brian Cooper
Keyword(s):  
Job Satisfaction ◽  
Organizational Climate ◽  
Organizational Performance ◽  
Employee Attitudes ◽  
Organizational Level ◽  
Total Quality ◽  
Content Type ◽  
Multi Level ◽  
The Individual ◽  
A Company

Purpose The purpose of this paper is to examine the multi-level relationship between people-related total quality management (TQM) practices and employee job satisfaction. The authors draw upon organizational climate theory to hypothesize that TQM is related to job satisfaction at the individual employee level, as well as at the organizational level in the form of shared perceptions of TQM practices in the workplace. Design/methodology/approach Multi-level modelling was used to test the study hypotheses. The sample was drawn from 201 employees working in 23 organizations in Australia. Findings The findings show that people-related TQM practices are positively related to job satisfaction at both individual and organizational levels, with a stronger effect on employee attitudes observed at the organizational level. Research limitations/implications The statistically significant multi-level relationship between people-related TQM practices and job satisfaction extends the findings of previous studies conducted only at the individual level; thus, supporting the sustainability of TQM as a management principle at a company-wide level. Practical implications The findings broadly support the implementation of people-related TQM practices as part of a strategy of creating a “high performance” climate in organizations, which in turn, will likely to positively affect both individual and organizational performance. Social implications From a wider social perspective, the implementation of TQM practices as a company-wide initiative could facilitate greater corporate social responsibility of the organization. Such practices as training, involving, and empowering employees can promote social commitment by valuing employees as one important stakeholder. Originality/value This is the first empirical study to the best of the author’s knowledge that uses multi-level modelling to examine the relationship between TQM practices and employee attitudes such as job satisfaction.

Learning organization – organization emerging from presence

2019 ◽  
Vol 27 (1) ◽  
pp. 17-30
Author(s):  
Nataša Rupčić
Keyword(s):  
Learning Organization ◽  
Critical Review ◽  
Paradigm Shift ◽  
Design Methodology ◽  
Social Problems ◽  
Wicked Problems ◽  
Social Dimensions ◽  
Content Type ◽  
The Individual ◽  
Practical Implications

Purpose The purpose of this paper is to discuss the possibilities of transcending individual, organizational and social problems through the prism of presence as suggested by Senge et al. (2012). Design/methodology/approach The paper is based on the critical review of previous contributions. Findings The idea of a learning organization seems romantic and elusive, as well as difficult to implement, especially when the definition by Senge (1990) is considered. At the same time, organizational and social complexity is increasing and resulting in numerous difficult or wicked problems. To reach integrative and transcending solutions, a change in perception and surrender to presence is key. Research limitations/implications Conclusions provided in the paper could benefit from further practice to corroborate the findings. Practical implications Suggestions for practitioners have been provided on how to solve personal, organizational and social problems on the basis of the paradigm shift and the shift in perception. Originality/value In this paper, the individual, organizational and social dimensions in terms of their intricacies are considered and solutions are offered that could simultaneously solve wicked problems on all three levels.

scholarly journals Green human resource management

2020 ◽  
Vol 41 (7) ◽  
pp. 1041-1060 ◽  
Author(s):  
Azadeh Shafaei ◽  
Mehran Nejati ◽  
Yusmani Mohd Yusoff
Keyword(s):  
Positive Outcome ◽  
Theory And Practice ◽  
Research Model ◽  
Online Questionnaire ◽  
Content Type ◽  
Individual Level ◽  
Study Approach ◽  
The Individual ◽  
Green Human Resource Management ◽  
Organisational Level

PurposeThe study aimed to provide insights on antecedent and outcome of green HRM at the organisational level and the outcome of green HRM at the individual level. It also sought to examine the mechanism through which green HRM would lead to employees’ positive outcome.Design/methodology/approachA quantitative study design using a two-study approach was employed to collect and analyse the data. For study 1, 206 hotels from Malaysia were included in analysis at the organisational level, while in study 2 at the individual level, 508 employees from different sectors provided insights through an online questionnaire. For both studies, partial least squares (PLS–SEM) was used to assess the research model.FindingsAll the proposed hypotheses were supported. Specifically, at the organisational level, organisational environmental culture is positively related to green HRM, and green HRM management positively associates with organisation's environmental performance. At the individual level, green HRM positively influences employees' job satisfaction, and meaningfulness through work is a strong mediator in this relationship.Originality/valueThis study is significant as it contributes to both theory and practice by providing fresh insights on green HRM and its antecedent and outcomes at two levels (organisational and individual) and across two economies (emerging and developed). It also sheds some light on the outcome of green HRM at the employee level which is an area that is still under-researched. By focusing on meaningfulness through work as an important factor, the study contributes to better understanding of green HRM and employees’ positive outcomes.

A measure of adaptive performance and the DLOQ

2020 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Kyoungshin Kim
Keyword(s):  
Financial Performance ◽  
Organizational Performance ◽  
Learning Organization ◽  
Organization Development ◽  
Structural Equation ◽  
Equation Modeling ◽  
Adaptive Performance ◽  
Content Type ◽  
Modeling Analysis ◽  
Performance Dimension

Purpose This study aims to introduce adaptive performance as an organizational performance dimension and examine the possible dynamics between the dimensions of a learning organization and adaptive performance. Design/methodology/approach This study used a survey and applied factor analysis and structural equation modeling analysis. Findings The results supported adaptive performance as an organizational performance dimension. Also, the findings of this study empirically proved that perceived knowledge and adaptive performance mediate the positive relationship between a learning organization and perceived financial performance. Research limitations/implications In addition to the current Dimensions of a Learning Organization Questionnaire (DLOQ) studies, this study revealed that adaptive performance, one of the nonfinancial outcomes improved by learning, had a significant effect on financial performance. Also, this study provided evidence of the additional construct validity of the DLOQ, particularly its performance measures. Practical implications This study advises practitioners to take a close look at how learning and organization development activities improve organizational performance overall. Originality/value This study supported a claim that learning and organization development activities in organizations have a strong potential to induce variance in intangible performance.

Workforce diversity and organizational performance: a study of IT industry in India

2017 ◽  
Vol 39 (2) ◽  
pp. 160-183 ◽  
Author(s):  
Subhash C. Kundu ◽  
Archana Mor
Keyword(s):  
Organizational Performance ◽  
Gender Diversity ◽  
Diversity Management ◽  
Employee Perceptions ◽  
Theory And Practice ◽  
Self Report ◽  
Potential Contribution ◽  
It Industry ◽  
Content Type ◽  
Future Studies

Purpose The purpose of this paper is to examine the relationship between employee perceptions of diversity (i.e. significance of diversity and diversity management, and value of diversity practices employed) and perceived organizational performance. It also attempts to examine whether the perceptions of diversity vary among employees from different diversity backgrounds (i.e. across gender and categories) in Indian IT industry. Design/methodology/approach Primary data based on 402 respondents were analysed using statistical tools like factor analysis, correlations, analysis of variance, means, grand means, and regression. Findings Results indicated that employees irrespective of their diversity backgrounds positively acknowledged diversity and diversity management. However, limited but significant differences were observed among employee perceptions regarding valuing the diversity practices employed based on their diversity backgrounds. Further, employees’ perception of promotion of gender diversity was found to be positively related to perceived organizational performance. Research limitations/implications This paper relied on self-report surveys for data collection. Future studies should collect data using multiple methods to avoid common-method bias. As the sample was drawn from India, specifically from IT industry, the conclusions may not be generalized to other industries. Future studies may be conducted across industries covering different cultural settings. Practical implications Implications are first, that, in addition to investing in initiatives for promoting diversity, especially gender diversity, organizations need to ensure positive perceptibility of these initiatives by employees. Second, to foster acceptance and effectiveness of gender/diversity initiatives in organizations, managers need to ensure men and majority group employees are part of these initiatives. Third, IT industry needs to reassess their hiring strategies and should design diversity programmes with goals in mind, if not quotas, to hire and retain diverse employees to explore their potential contribution. Originality/value Inclusion of employees of Indian IT industry of different categories will definitely add value to the existing knowledge on diversity, management theory, and practice.

scholarly journals Undertaking individual transdisciplinary PhD research for sustainable development

2016 ◽  
Vol 17 (2) ◽  
pp. 150-166 ◽  
Author(s):  
John van Breda ◽  
Josephine Musango ◽  
Alan Brent
Keyword(s):  
Problem Formulation ◽  
Research Process ◽  
Theory And Practice ◽  
Transdisciplinary Research ◽  
Epistemic Communities ◽  
Research Experiences ◽  
Content Type ◽  
Formulation Analysis ◽  
The Individual ◽  
The University

Purpose – This paper aims to improve the understanding of individual transdisciplinary PhD research in a developing country context, focusing on three individual PhD case studies in South Africa. Design/methodology/approach – Multiple-case method was used, and three completed transdisciplinary PhD research efforts undertaken at the Stellenbosch University were selected. They were coordinated through the TsamaHub, an inter-faculty platform at the University which organises educational modules for transdisciplinary research. Using actual research experiences and reflections of the three individual PhDs, the paper evaluates their work in terms of ontological, epistemological, methodological and methodical/methods aspects. Findings – The central challenge to individual PhD researchers is engagement with non-academic actors to enable joint problem formulation, analysis and transformation. To overcome this, the paper suggests that developing individual epistemic relationships to build “transdisciplinary epistemic communities” should be considered for inclusion as an intentional aspect of transdisciplinary research design. Research limitations/implications – “Transdisciplinary epistemic communities” is still a concept in its infancy and needs more work before it may be theoretically and practically useful. Practical implications – Continuously guiding the individual transdisciplinary research process in a reflexive, recursive, transparent and equal manner is absolutely critical because transdisciplinary research cannot be done successfully if dominated by overly methods-driven approaches. Originality/value – The discourse around transdisciplinary methodology has major implications for the design of individual PhD research. The paper provides recommendations to enhance the theory and practice of individual transdisciplinary PhD research.

Knowledge diversity and firm performance: an ecological view

2016 ◽  
Vol 20 (4) ◽  
pp. 671-686 ◽  
Author(s):  
Deng-Neng Chen ◽  
Ting-Peng Liang
Keyword(s):  
Knowledge Management ◽  
Firm Performance ◽  
Organizational Performance ◽  
Company Performance ◽  
Content Type ◽  
Knowledge Diversity ◽  
Ecological View ◽  
New Perspective ◽  
The Stability ◽  
The Impact

Purpose Knowledge has been considered a crucial organizational asset for gaining competitive advantages. It is critical for a firm to maintain a knowledge composition that is productive. This study aims to examine the applicability of the diversity–stability principle in ecology to knowledge management and further investigate the impact of knowledge diversity on firm performance. Design/methodology/approach A theoretical framework for knowledge diversity and firm performance is proposed; a questionnaire survey was conducted to evaluate the research framework. Fifty-eight valid responses from experts were collected to measure knowledge strength and diversity of 20 enterprises in four industries, and financial indexes of the 20 enterprises from 2008 to 2012 were collected to analyze the research model. Findings The results show that higher information technology (IT) capabilities in a firm lead to higher levels of knowledge strength and diversity. The strength and diversity of knowledge in a company can improve average company performance and reduce performance variations. Research limitations/implications This paper presents a new perspective that applies the ecological concept of diversity to examine the value of knowledge in organizations. The findings expand our understanding of the role of IT and knowledge in organizational performance. A limitation is that the sample size is relatively small, which may limit the generalizability of the findings. Practical implications CEOs and chief knowledge officers can apply the findings herein to assess their organizational knowledge profiles and maintain a healthy knowledge ecology in strategic planning. They should be aware that both knowledge strength and knowledge diversity are crucial to the stability of firm performance. Originality/value The ecological view of knowledge management stresses the importance of maintaining a healthy intensity and diversity of knowledge at the macro level and indicates a new direction for knowledge management.

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