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edu no longer supports Internet Explorer, organizational commitment phd thesis. To browse Academia. edu and the wider internet faster and more securely, please take a few seconds to upgrade your browser. Log in with Facebook Log in with Google. Remember me on this computer. Enter the email address you signed up with and we'll email you a reset link. Need an account? Click here to sign up. Download Free DOC. Download Free PDF. Influence of Organizational Learning on Organizational Performance from the Employee Perspective: The Case of Slovenia Management Journal of Contemporary Management Issues, Vlado Dimovski, organizational commitment phd thesis.
Download Download PDF Full PDF Package Download Full PDF Package This Paper. A short summary of this paper, organizational commitment phd thesis. Influence of Organizational Learning on Organizational Performance from the Employee Perspective: The Case organizational commitment phd thesis Slovenia. Preliminary communication Accepted: 6. UDC: Recently, it has been coupled with the question of organizational performance.
The Stakeholder theory addresses organizational performance evaluation from multiple perspectives - shareholders, employees, customers and suppliers of a certain company. This paper focuses on the relationship between organizational learning process Ol and organizational performance from the employee perspective Empp.
We tested the hypothesis that higher-level organizational learning leads to improved organizational performance from the employee perspective. We used the sample data gathered by a self-administered questionnaire from top management members of Slovenian companies with more that employees in June Two constructs Ol and Empp were measured using nine measurement variables. Structural equation modelling methodology was employed. The results demonstrate the statistically significant, strong and positive impact of organizational learning on performance from the employee perspective.
Companies which invest efforts into the systematic approach to organizational learning profit in terms of an augmented level of employee trust in the leadership, improved efficiency of work organization, a more committed workforce, decreased costs of work per employee, increased employee satisfaction and increased employee flexibility. skerlavaj ef. dimovski ef. Škerlavaj, V. Dimovski: Influence of organizational learning on organizational learning on In our view, it is important to address it in terms of organizational performance from the modern perspective.
In this manner, the Stakeholder theory addresses organizational performance evaluation from multiple perspectives. It stresses the interests of shareholders, employees, customers, as well as suppliers of a certain company.
This paper concentrates on the relationship between organizational learning process Ol and organizational performance from employee perspective Empp and attempts to evaluate the impact that the former has on the latter. Organizational learning has emerged as one of the most promising concepts in strategic management since the late s. This is why organizational commitment phd thesis have developed organizational commitment phd thesis conceptual model relating organizational learning to one important aspect of organizational performance — that is the employee perspective.
In order to do so, we systemized and presented definitions and process of organizational learning. In addition, we have discussed the traditional and modern Stakeholder theory and Balanced Scorecard approaches to organizational performance measurement and, in this context, concentrate on the estimation of organizational performance from the employee perspective.
We provided an empirical test as well. This paper is divided organizational commitment phd thesis four main parts. First, the model organizational commitment phd thesis conceptualized by presenting the main constructs and the relationships among them, and formulating the hypotheses and operationalising the constructs of concern. Second, data analysis begins with parameter estimation. In this context the utilized sample is described and the hypotheses are tested.
Third, organizational commitment phd thesis, the model fit at the global, structural and measurement level is assessed. Finally, the results are discussed from a modern managerial perspective.
We conclude by exposing some limitations to our work and providing directions for future research in the area. TOWARDS THE MODEL Constructing a model means examining the existing theoretical basis for constructs of concern and establishing a framework for their operationalization. testing is formulated. The two constructs of interest will be organizational learning Ol and organizational performance from employee perspective Empp. Constructs — organizational learning and organizational performance from the employee perspective Organizational learning Ol could well be the most ambiguous organizational commitment phd thesis of the model due to the absence of common understanding of the concept and the virtual non-existence of a unique definition.
This statement can be supported by the findings of Shrivastava and Dimovski According to the first author, the vast majority of research in the area has been fragmentised and is incomplete.
The second author adds that the research in the field of organizational learning has resulted in numerous definitions and models e. Nonaka and Takeuchi, ; Wall, that can be differentiated through the criteria of inclusiveness, wideness and focusing. Dimovski also states that most of the definitions are only partial, because they deal with organizational learning from one theoretical perspective only. Argyris and Schön are even less restrictive in their definition declaring that organizational learning emerges when organizations acquire information knowledge, understandings, know-how, techniques and procedures of any kind by any means.
Dimovski provides an overview of previous research and identifies four various perspectives to organizational learning. His model manages to merge the informational, interpretational, strategic and behavioural approach to organizational learning and defines it as a process of information acquisition, information interpretation and resulting behavioural and cognitive changes, which should in turn have an impact on organizational performance.
Easterby-Smith and Lyles provide a comprehensive and systematic mapping of the area and differentiate among the four terms using two continuums: theory vs. practice and content vs, organizational commitment phd thesis. process as presented in Figure 1. The distinction between organizational learning and the learning organization is explained to the extent that organizational learning refers to the study of learning processes of, within and between organizations, largely from an academic point of view.
On the other hand, the learning organization is considered as an entity — an ideal form of organization, which has the capacity to learn effectively and hence to prosper Tsang, Beside the differentiation structure vs.
process, the distinction between organizational learning and learning organization can also be seen from another perspective. While organizational learning tends to be positive, descriptive, the idea of learning organization tends to be normative and prescriptive in its nature, organizational commitment phd thesis. Figure 1: Mapping the area of organizational learning, organizational commitment phd thesis, learning organization, knowledge management and organizational knowledge Adapted from Easterby-Smith and Lyles, organizational commitment phd thesis, An analogous division can be made between the terms organizational knowledge and knowledge management.
and Takeuchi, ; Van Wiijk, elaborate on the tacitness and explicitness of organizational knowledge, explain the various forms of its conversion through the well known SECI model, and recently, study knowledge networks as a major conduit for knowledge organizational commitment phd thesis. Those who write about the organizational knowledge often adopt a philosophical slant in trying to understand and conceptualize the nature of knowledge that is contained within organizations Easterby-Smith and Lyles, On the other hand, the knowledge management literature frequently adopts a technical approach directed towards disseminating and leveraging knowledge in order to enhance organizational performance.
Information-communication technologies are focal to such discussions. The first dichotomy by which we can organize the field is one of theory vs, organizational commitment phd thesis. The second dichotomy is the one that sets apart process from content. While knowledge is a content which the organization may or may not possess, learning is a process which leads towards acquiring knowledge.
Or, the focus will be organizational learning. The challenge that remains is how to operationalize such an elusive concept. How can we evaluate organizational performance from the employee perspective Empp? Modern business environment demands multi-goal orientation.
Profit theory Cyert and March, is no longer a valid measure of organizational performance and neither are the other approaches that take into consideration only the interests of shareholders owners of a company.
The modern business environment is characterized by increased importance and strength of customers, employees and society in general. Already the behavioural theory of a company Cyert and March, has recognized the company as a coalition of individuals or groups of individuals such as management, organizational commitment phd thesis, customers, owners, government etc but has done nothing to introduce this affirmation to organizational performance assessment. Besides financial performance FPnon-financial performance NFP must also be assessed in order to evaluate the overall organizational performance of a modern company.
Several approaches to non-financial indicators selection exist, of which the most established is Balanced Scorecard — BSC Kaplan and Norton,a. It has become quite obvious that, within modern company performance assessment, all stakeholders need to be taken into account. Nevertheless, this paper will concentrate on organizational performance from the employee perspective alone. Within their work on strategic human resource management, Zupan and Kaše and Kaše established a set of measures aimed at measuring the organizational performance from the employee perspective in terms of the results of HRM, organizational commitment phd thesis.
questionnaire and, based on the exploratory factor analysis findings, five were omitted from further analysis with structural equation modelling. Table 1: Specification of constructs — latent variables, their indicators, number of measurement items and their sources.
Latent variables Measurement variables indicators and number of Sources constructs items aggregated into each Organizational Information acquisition INFOACQ — 12 Argyris and Schön, learning Ol Information interpretation INFOINT - 11 Huber, Senge, Srivastava, Organizational Trust into leadership EMP3 -1 Freeman,performance Efficiency of work organization EMP5 - 1 Stakeholder theory. from employee Employee commitment EMP6 -1 Kaplan and Norton, perspective Costs of work per employee comparatively to,Empp industry average EMP8 - 1 a: Balanced Employee satisfaction with conditions within scorecard.
company EMP10 -1 Zupan and Kaše, EMP11 — 1 The two constructs Ol and Empp were measured using the nine measurement variables: information acquisition INFOACQinformation interpretation INFOINT and behavioural and cognitive changes BCC for Ol and trust into leadership EMP3efficiency of work organization EMP5employee commitment EMP6costs of work per employee compared to the industry average EMP8employee satisfaction with conditions within the company EMP10 and employee flexibility compared to competition EMP11 to measure latent variable organizational performance from the employee perspective Empp.
Relationship among constructs At this point we need to examine the previous research relating to organizational learning and the indicators used to measure organizational performance from the employee perspective.
In regard to employee commitment, Tannenbaum et al and Facteau et al found it to be highly correlated with the motivation to learn.
Organizational Commitment
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organizational commitment, suggesting that their study fills an important gap in the nursing literature. Having demonstrated a positive relationship between emotional intelligence and organizational commitment, there is scope for further examination of the impact on organizational commitment and persistence in the profession. The LEADERSHIP STYLEAND ORGANIZATIONAL COMMITMENT AMONG NURSING STAFF IN SAUDI ARABIA By Mansour Alyami Registration No: Supervisors: Dr. Tony Blackett Professor Roger Watson Dr. Paul Galdas Thesis submitted to the School of Nursing and Midwifery University of Sheffield government that offered me the chance to pursue my PhD at the Feb 08, · Dissertations Theses and Dissertations The Effect of Organizational Commitment, Organizational Based Self Esteem and Work Engagement on Nurses' Perception of Medication Errors Vanessa V. Wertheim To my truly amazing PhD gang – Julie, Jodi, Ginger, Mark, Marcel, Marissa
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