scholarly journals ORGANIZATIONAL LEARNING CLIMATE PADA PERUSAHAAN JASA TRANSPORTASI UDARA

2021 ◽  
Vol 3 (2) ◽  
Author(s):  
Rangga Alam Purnama ◽  
Marina Sulastiana ◽  
Anissa Lestari Kadiyono
Keyword(s):  
Organizational Learning ◽  
Learning Organization ◽  
Learning Climate ◽  
Dimensions Of Learning ◽  
Bahasa Indonesia

Perusahaan jasa transportasi udara adalah perusahaan dengan bidang bisnis yang belum umum, dimana perlu mencari karyawan dengan keterampilan khusus di bidang terkait. Kemungkinan untuk mendapatkan karyawan dengan latar belakang dan pengalaman kerja yang sesuai pun akan terbatas. Oleh karenanya, perusahaan perlu mengembangkan cara agar karyawan dapat belajar guna memenuhi tuntutan tugasnya. Penelitian ini bertujuan untuk melihat gambaran umum, gambaran profil, dan melihat perbandingan organizational learning climate dengan demografis responden. Penelitian ini menggunakan metode deskriptif kuantitatif serta uji beda menggunakan The Dimensions of Learning Organization Questionnaire (DLOQ) yang diadaptasi ke Bahasa Indonesia dan wawancara kepada beberapa karyawan. Data dikumpulkan dari 73 karyawan yang bekerja di perusahaan jasa penerbangan. Hasil penelitian menunjukkan bahwa lebih dari setengah responden mempersepsikan organizational learning climate secara positif. Hasil lain menunjukkan terdapat perbedaan nilai dalam hal lama bekerja. Hal ini menunjukkan bahwa karyawan memiliki persepsi positif terhadap upaya yang telah dilakukan perusahaan dalam menyediakan pembelajaran terkait jasa transportasi udara. Namun, persepsi ini dapat berubah seiring dengan lamanya karyawan bekerja di dalam perusahaan.

scholarly journals ORGANIZATIONAL LEARNING CLIMATE PADA PERUSAHAAN JASA TRANSPORTASI UDARA

2020 ◽  
Vol 3 (2) ◽  
pp. 22-41
Author(s):  
Rangga Alam Purnama ◽  
Marina Sulastiana ◽  
Anissa Lestari Kadiyono
Keyword(s):  
Organizational Learning ◽  
Learning Organization ◽  
Learning Climate ◽  
Dimensions Of Learning ◽  
Bahasa Indonesia

Perusahaan jasa transportasi udara merupakan bidang bisnis yang tidak umum dan membutuhkan karyawan dengan keterampilan khusus. Hal ini membuat kemungkinan yang mendapatkan karyawan dengan latar belakang dan pengalaman kerja yang sejalan menjadi terbatas. Oleh karena itu, perusahaan perlu mengembangkan strategi untuk membuat karyawan tetap dapat memenuhi tuntutan tugasnya, yaitu dengan menyediakan kesempatan belajar. Penelitian ini bertujuan untuk melihat gambaran umum, profil, dan perbandingan organizational learning climate dengan demografis responden pada perusahaan jasa transportasi udara. Penelitian ini menggunakan metode deskriptif kuantitatif serta uji beda menggunakan The Dimensions of Learning Organization Questionnaire (DLOQ) yang diadaptasi ke Bahasa Indonesia dan wawancara kepada beberapa karyawan. Data dikumpulkan dari 73 karyawan yang bekerja di perusahaan jasa penerbangan. Hasil penelitian menunjukkan bahwa 53,42% responden memersepsikan organizational learning climate secara positif. Penelitian ini pun memperlihatkan bahwa terdapat perbedaan nilai organizational learning climate pada lama kerja yang berbeda. Hal ini mengartikan bahwa karyawan memiliki persepsi positif terhadap upaya yang telah dilakukan oleh perusahaan dalam menyediakan pembelajaran terkait tugas karyawan di perusahaan jasa transportasi udara ini, tetapi persepsi ini dapat berubah bergantung lamanya karyawan bekerja di perusahaan.Kata kunci: Organizational Learning Climate, Karyawan, Perusahaan Transportasi Udara ABSTRACT

A Meta-Analytic Review of the Relationship Between Learning Organization and Organizational Performance and Employee Attitudes: Using the Dimensions of Learning Organization Questionnaire

2021 ◽  
pp. 153448432098736
Author(s):  
Boreum Ju ◽  
Yunsoo Lee ◽  
Sunyoung Park ◽  
Seung Won Yoon
Keyword(s):  
Organizational Performance ◽  
National Culture ◽  
Learning Organization ◽  
Meta Analysis ◽  
Negative Relationship ◽  
Employee Attitudes ◽  
Future Research ◽  
Analytic Review ◽  
Dimensions Of Learning ◽  
The Relationship

The purpose of this meta-analysis study is to examine the correlations between the Dimensions of Learning Organization Questionnaire (DLOQ) and frequently examined outcomes including organizational performance and employee attitudes. Positive relationships were found between the DLOQ and organizational performance (e.g., financial, knowledge, and innovative performance) and employee attitudes (e.g., organizational commitment and job satisfaction) and the sub-dimensions (e.g., affective, continuance, and normative commitment), with a notable exception of a negative relationship between the DLOQ and turnover. Because the DLOQ has been used in many countries over the years, this study also examined the influence of national culture on the outcomes. Power distance moderated the relationship between the learning organization and overall organizational performance. Our meta-analytic review makes substantive contributions to the literature on the learning organization concept and the study of national culture as a significant moderator. Implications of these findings and suggestions for future research are discussed.

scholarly journals Design, Explanation, and Evaluation of Training Model Structures Based on Learning Organization—In the Cement Industry with a Nominal Production Capacity of Ten Thousand Tons

2016 ◽  
Vol 10 (1) ◽  
pp. 163
Author(s):  
Hamid Rahimian ◽  
Mojtaba Kazemi ◽  
Abbas Abbspour
Keyword(s):  
Organizational Learning ◽  
Learning Organization ◽  
Structural Equation ◽  
Production Capacity ◽  
Organizational Factors ◽  
Training Model ◽  
Equation Model ◽  
Cement Industry ◽  
Individual Factors ◽  
Factors Affecting

This research aims to determine the effectiveness of training based on learning organization in the staff of cement industry with production capacity over ten thousand tons. The purpose of this study is to propose a training model based on learning organization. For this purpose, the factors of organizational learning were introduced by qualitative research in the form of open codes, axial codes, selective codes and the resulted observations, and then the final model was obtained by structural equation model. The data were collected from the staff of three cement companies of Abyek, Tehran, and Sepahan, with a statistical population of 1719 staff of cement industry. The qualitative research sample included 29 experienced experts in the field of cement industry, and the quantitative research sample included 326 staff and experts, who were selected by multi-stage cluster sampling. A self-made questionnaire consisting of 72 questions was used to measure quantitative variables. The reliability of the questionnaire was 0.93 and its content and face validity was determined by expert colleagues and professors, the structural equation model and regression was used to analyze the quantitative data. The results showed that the status of learning organization in cement companies is in average level. Finally, the obtained model consisted of both individual and organizational factors. The individual factors affecting organizational learning include teaching scientific content, perception, trust, and self-efficacy of training. The organizational factors affecting organizational learning include organizational culture, forming the structure, the method of management and leadership, preparing human resource (identity), adaption to the environment, policies, rules, and regulations, and achieving a viable product. The share of individual factors on learning organization is higher than the effect organizational factors; the share of each factor is also determined.

A learning culture for strategic partnering in construction

2004 ◽  
Vol 4 (1) ◽  
pp. 53-65 ◽  
Author(s):  
Eddie W.L. Cheng ◽  
Heng Li ◽  
Peter Love ◽  
Zahir Irani
Keyword(s):  
Organizational Learning ◽  
Continuous Improvement ◽  
Learning Culture ◽  
Learning Climate ◽  
Learning From Experience ◽  
Strategic Partnering

This paper highlights the importance of creating a learning culture for strategic partnering in construction. Theories of organizational learning and strategic partnering are interpolated to identify the related attributes that help to relate and intertwine the two concepts. With the emergence of a learning culture, organizations are able to undergo the transition from no organizational learning to integrated organizational learning, which in turn reinforces the embedded culture. Since learning from experience, continuous improvement and a learning climate are pre‐conditions for a learning culture, three models are presented respectively in dealing with issues relating to these conditions. These models help to attain strategic partnering.

scholarly journals A Study on the Influence of Dimensions of Learning Organization to Job Satisfaction : Mediating Effect of Self-Efficacy

2014 ◽  
Vol 12 (7) ◽  
pp. 113-121 ◽  
Author(s):  
Sun-Kyu Lee ◽  
Dong-Guk Choi ◽  
Doo-Yul Kim ◽  
Eun-Gu Kang ◽  
Sang-Min Lee
Keyword(s):  
Job Satisfaction ◽  
Learning Organization ◽  
Self Efficacy ◽  
Mediating Effect ◽  
Dimensions Of Learning

scholarly journals The role of organizational learning climate and individual's learning goal orientation in training and development activity participation of R&D organization employees

2013 ◽  
Vol 26 (2) ◽  
pp. 177-194
Author(s):  
Sunhee Lee
Keyword(s):  
Organizational Learning ◽  
Goal Orientation ◽  
Training And Development ◽  
Future Research ◽  
Learning Climate ◽  
Formal Training ◽  
Organizational Training ◽  
Development Activity ◽  
Learning Goal ◽  
Learning Goal Orientation

The study examined the relationships between organizational learning climate and individual's learning goal orientation and employee's participation in training and development activities and whether the relationships differ between informal versus formal training and development activities. Multi-level analyses on survey data from a total of 1,087 employees of 11 R&D organizations showed that learning climate and learning goal orientation were positively related to participation in training and development activities even after organizational training budget was controlled for. Further, organizational learning climate was more closely related to formal training and development activities while individual's learning goal orientation was more closely related to informal training and development activities. The theoretical and practical implications as well as directions for future research were discussed.

scholarly journals IMPLEMENTATION PLAN ON LEARNING ORGANIZATION PRACTICE TO INCREASE BUSINESS PERFORMANCE OF SAVLEE COMPANY

2021 ◽  
Vol 3 (9) ◽  
pp. 362-376
Author(s):  
Fatimah Az-Zahra ◽  
Emilia Fitriana Dewi
Keyword(s):  
Organizational Learning ◽  
Learning Organization ◽  
Business Performance ◽  
Sleep Problems ◽  
Learning Ability ◽  
Personal Mastery ◽  
Analysis Process ◽  
Initial Learning ◽  
Therapeutic Tools ◽  
Skills Learning

Cessa previously ran a technology-based business by creating therapeutic tools to reduce sleep problems. Since the pandemic era, the research and development process has been hampered due to limited access to laboratories. Therefore, the company pivoted to the Savlee company by creating a dailywear sleeping product. There are several problems and challenges that arise in the business model. Savlee began to try a new approach in the fields of pharmacy, psychology,, and neuroscience. Savlee needed to have initial learning and should seek a new form of data and information that became the main reference. The data analysis process was carried out using qualitative data methods with in-depth interviews and focus group discussions. Based on the House of Learning Organization by Jann Model as the model of learning organization practices that consist of learning foundations, learning facilities, learning skills, learning enablers, and learning disciplines, and plan for the implementing practice of learning organizations using Peter Senge's methods in "The Dance of Change-Generating Profound Change." The outcome of this research is a plan for implementation of the learning organization, which consists of three stages, starting with building individual personal mastery, team learning ability, and organizational learning ability. Therefore, Savlee must implement a suitable learning organization with appropriate design and organizational learning that has a clear measurement for the evaluation of business performance

An Investigation to an Enabling Role of Knowledge Management Between Learning Organization and Organizational Learning

2011 ◽  
pp. 1579-1594
Author(s):  
Juin-Cherng Lu ◽  
Chia-Wen Tsai
Keyword(s):  
Knowledge Management ◽  
Organizational Learning ◽  
Learning Organization ◽  
Current Knowledge ◽  
Business Environment ◽  
High Tech ◽  
Management Processes ◽  
Exploratory Investigation ◽  
The Relationship

This chapter is an exploratory investigation of the relationship and interaction between the learning organization and organizational learning in terms of an enabling role of knowledge management. In the severe and dynamic business environment, organizations should respond quickly to their rivals and environment by transforming into a learning organization. A learning organization could provoke innovation and learning through its structure, task and process redesigns, and evermore adapt gradually toward the eventual goal of organizational learning. Therefore, the dynamic process between the learning organization and organizational learning is an important issue of current knowledge management and practice — that is, the enabling role of knowledge management could enhance the interaction between learning organization and organizational learning. Furthermore, the authors will explore the relationship and interaction between the learning organization and organizational learning in terms of knowledge management processes in business. Two cases, TSMC and Winbond, the semiconductor and high-tech firms in Taiwan, will be studied to illustrate the findings and insights for the study and the chapter.

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