Informal learning as mediating mechanism for the relationship between learning climate and organizational citizenship behavior (OCB)

Abstract

PurposeThe goal of this study was to examine the mediating mechanism of informal learning between dimensions of learning climate and organizational citizenship behavior (OCB). In addition, the study also aimed to investigate the learning climate, in the dimensions of learning facilitation, learning appreciation and error avoidance as antecedents of informal learning.Design/methodology/approachThe data were gathered from sports items manufacturing small and medium enterprises (SMEs) in Sialkot, Pakistan. Sialkot is home to manufacturing businesses that export their products worldwide. Survey data of 318 middle managers collected at 2 different times were used for testing the research model using structural equation modeling (SEM).FindingsThe results demonstrate that facilitation and appreciation learning climate have a positive relationship with informal learning and error-avoidance has a negative relationship with informal learning. The analysis also revealed that informal learning mediated the linkage between learning climate dimensions and OCB. Moreover, informal learning is significantly related to OCB.Practical implicationsHR practitioners and organizational leaders of SMEs can use, encourage and promote informal learning to improve the skills and knowledge of employees at low cost. For instance, management should strategically implement informal learning at the workplace by providing a supportive learning climate.Originality/valuePrevious studies have overlooked the impact of informal learning on OCB and its mediating effect. The present study addresses this gap by examining the mediating mechanism of informal learning between learning climate and OCB.

Transformational leadership promoting employees' informal learning and job involvement: the moderating role of self-efficacy

“…, 2018). This study, in contrast, shows a positive association between informal learning and job involvement, responding to recent calls for additional research to understand the antecedents, dynamics and consequences of informal learning (Tannenbaum and Wolfson, 2021; Zia et al. , 2021b).…”

“…The mechanism of informal learning is scarcely investigated and it can be a powerful mediator in work-related relationships (Choi et al. , 2019; Zia et al. , 2021b).…”

“…This study provides a new perspective to understand how TL affects employees' outcomes (job involvement) directly and indirectly (through informal learning). The mechanism of informal learning is scarcely investigated and it can be a powerful mediator in work-related relationships (Choi et al, 2019;Zia et al, 2021b). The study results helped us open the black box of "TL-informal learning-job involvement" linkages.…”

“…Besides the obvious outcomes of increased knowledge and skills (Cerasoli et al, 2018;Noe et al, 2013;Wolfson et al, 2018), informal learning may be related to other outcomes such as OCB, work engagement, job involvement, and commitment (Cerasoli et al, 2018;Decius et al, 2021a, b;Rastogi and Karatepe, 2021;Zia et al, 2021b). Compared to formal training, informal learning according to the Octagon Model is characterized by taking place directly in the work process and being linked to the work task (Decius et al, 2019;Tannenbaum et al, 2010).…”

“…(2021) showed that informal learning mediates the relationship between organizational culture and work engagement. Recently, Zia et al (2021b) have also provided evidence on the role of informal learning as a mechanism between learning climate and organizational citizenship behavior (OCB). Based on TL theory and empirical evidence, we thus assume that transformational leaders' behavior encourages employees and make them more confident in initiating and participating in informal learning activities.…”