The Role of Organizational Support in the Relationship Between Individual and Organizational Learning

Abstract

Purpose: To understand the relationship between the outcomes of individual learning (IL) of competencies and the outcomes of organizational learning (OL) of competencies, as well as the mediating role of organizational support for transfer (OST) of learning in the conversion of IL into OL. Originality/value: Measurement of OL in relation to IL since, as a rule, research on OL presupposes IL, without stepping back to measure it. Proposing socialization and codification as OL processes, which involves formal and informal learning, and tacit and explicit knowledge. Focus on converting IL results in organizations into learning of the organization, allowing a more accurate assessment of the results of organizational investments in formal and informal learning, considering the current practice of measuring T&D exclusively. Proposing the use of OST to enhance processes and results of IL and conversion of IL into OL. The use of exploratory and confirmatory modeling methods and data from two different organizations are aligned with good practice in the research field. Design/methodology/approach: The hypotheses were tested in two studies, carried out with validated scales, sent by the organizations via a link emailed to the respondents. Study 1, exploratory, involved 203 employees of a public bank and study 2, confirmatory, with 252 employees of a Civil Society Organization of Public Interest (CSOPI). Findings: The two studies show that there were IL and OL, that IL is net learning of competencies desired by the organization (IL1- IL0), that OL is the result of socialization and codification of IL applied to work, that IL predicts OL, and that OST mediates the relationship between IL and OL.

Impact of knowledge-based organizational support on organizational performance through project management

“…Recent research has underscored the positive effects of KOS on OP. More precisely, recent findings (Table 2) highlight the contribution of KOS to employees' performance, project team performance and knowledge exchange and learning processes (Li and Liu, 2021;Imran and Aldaas, 2020;Park et al, 2020;Yang et al, 2020;Shateri et al, 2020;Chen et al, 2020;Astuty and Udin, 2020;Ridwan et al, 2020;Haar and Brougham, 2020;Correia-Lima et al, 2019;Kim, 2017;Abuzid and Abbas, 2017). Following this line of research, we hypothesize:…”

“…Direct effects on OP ReferencesImproves employees' performanceChen et al, 2020;Astuty and Udin, 2020;Ridwan et al, 2020 Improves project team performanceKim, 2017;Haar and Brougham, 2020;Abuzid and Abbas, 2017 Facilitates knowledge exchange and learning processesYang et al, 2020;Shateri et al, 2020;Correia-Lima et al, 2019 …”