Learning Organizational Practices and Job Satisfaction: A Case of IT Sector of Karachi

Ghayas, Muhammad Muzammil; Khan, Malik Muhammad Sheheryar

doi:10.22555/ijelcs.v4i2.2835

Cited by 3 publications

(3 citation statements)

References 9 publications

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“…Studies on the importance of ATC, its predictors and outcomes are available with many meaningful remarks (Pincus et al, 2017;Mula et al, 2017). The predictors tested in the present study are grounded in the learning organization concept, yet not new but feasible at all times (Ghayas & Khan, 2019;Pedler & Burgoyne, 2017;Vince, 2018). Suifan & Allouzi (2018) showed that the learning culture enables organizational performance, and commitment to the organization plays a mediating role.…”

Section: Literature Reviewmentioning

confidence: 86%

Learning Culture and Innovative Work Behaviour: Does Attitude Toward Change Matter?

Rusok¹,

Samy²,

Bhaumik³

2023

J. Professional Business Review

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Purpose: This empirical research aimed to analyze the mediating role of attitude toward change (ATC) on the relationship between the learning organization dimensions (LODs) and innovative work behaviour (IWB) among academics with the rank of professor in Malaysian public higher education institutions (HEIs). Theoretical framework: Organizational effectiveness, leading to sustainable goal development to happen swiftly, requires an attitude toward change (ATC) that leads to IWB among the institutional members who are undoubtedly already in a learning culture with supporting milieus. Design/methodology/approach: 366 valid survey responses were collected using self-administered questionnaires delivered through the online survey with professors serving Malaysian public HEIs as target respondents. The study used Partial Least Square Structural Equation Modeling (PLS‐SEM) for exploratory data analysis and hypothesis testing. Findings: The results indicate that four LODs, systems connection, strategic leadership, continuous learning and dialogue and inquiry, significantly affect IWB in the presence of ATC as a mediator. On the other hand, ATC cannot mediate the outcome of IWB substantially, testing for the following exogenous variables: team level of learning, and two different dimensions of learning at the organization level, embedded system and empowerment. Research, Practical & Social implications: This study can be instructive for HEIs policymakers and those charged with institutional change and development. The study found that the HEIs’ effort in creating dynamic continuous learning opportunities and endless action in creating a culture of enthusiasm for questioning, timely feedback, and research enhanced the IWB through the upshot of ATC. At the structural level, encouraging active participation and contributions to global intelligence and learning-oriented leadership marks the progress of the IWB. The capacity of the HEIs to integrate people and structures ultimately reaches healthier work behaviour necessary for the present needs of creative educational institutions. Practical implications and future research opportunities are in this empirical paper. Originality/value: The study empirically supports the strength of measures used to gauge the LODs, ATC and IWB. The mediating effects of ATC are substantial, with solid research evidence to suggest it is essential to identify what influences employee attitudes to change to facilitate and optimize employee receptiveness to change and, therefore, the likely success of HEIs change.

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Section: Literature Reviewmentioning

confidence: 86%

Learning Culture and Innovative Work Behaviour: Does Attitude Toward Change Matter?

Rusok¹,

Samy²,

Bhaumik³

2023

J. Professional Business Review

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“…In this direction, organizations should give importance to human resources (Malik & Garg, 2020). It is stated that the most important power of learning organizations is employees, who are human resources, and the empowerment of employees contributes significantly to the formation of a learning organization (Ghayas & Khan, 2019). It is revealed that human resources leaders take an important role in the process of making an organization that learns the organization by undertaking an integrative task in the organization.…”

Section: Human Resources In Tourism Industrymentioning

confidence: 99%

Tourism Education Programme Adoption to Learning Organization and Human Resources Industry for Service Quality

M Bahcelerli,

Altinay

2023

Journal of Chinese Human Resources Management

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Today, organizations with a learning culture and systems that encourage learning have become the driving forces of the information age. In this study, it is aimed to determine the students' views on the adoption of the learning organization and human resources sector for the service quality of the tourism education program. The research was carried out with the qualitative research method. The study group of the research consisted of 37 students studying at the faculty of tourism. The data of the research were collected with a semi-structured interview form. The data of the research were analyzed by content analysis. As a result of the research, the participants defined learning organizations as organizations that constantly learn, access and synthesize information. In this respect, considering the importance of human resources in the tourism sector, the importance of cooperation between the sector and the educational institution and the importance of teamwork skills are emphasized in terms of service quality.

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“…Therefore, the companies are looking for anything that may help them gain the competitive edge. The use of technology is one such element that may help the businesses in gaining the competitive edge [2]. Hence, the importance of using modern ERP Systems etc.…”

Section: Introductionmentioning

confidence: 99%

Critical Success Factors of ERP Implementation: Evidence from Manufacturing Sector of Karachi

Ghayas¹,

Hussain²,

Ahmad³

et al. 2022

JISR-C

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This study explores the critical success factors of ERP implementation in the manufacturing sector of Karachi. Data were collected from 252 such employees of the manufacturing sector of Karachi who have been using ERP solutions for the time duration of at least one year. Exploratory Factor Analysis and Multiple Regression Analysis were used. The results of the factor analysis indicate the presence of four factors. Three of these factors, namely Data Quality (DQ), System Quality (SQ), and Consultant Support (CS) were the critical success factors, whereas, the fourth was the dependent variable i.e. successful ERP Implementation or ERP Success. Once the factors were extracted, the reliability was tested, and then the CFA was used to test the convergent and discriminant validity of the instrument. Multiple Regression Analysis was then applied to determine the impact of each factor on successful ERP Implementation or ERP Success. It was found that the Data Quality (DQ), System Quality (SQ) and Consultant Support (CS) have a significant impact on Successful ERP Implementation (henceforth known as ERP Success). Therefore, it is recommended that while implementing the ERP systems, firms must ensure that data accuracy while they are entering the data or providing the data to the vendor/consultant. It is also recommended that the firms must be mindful of the system quality and the consultancy services (software support services) provided by the ERP vendor.

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Learning Organizational Practices and Job Satisfaction: A Case of IT Sector of Karachi

Cited by 3 publications

References 9 publications

Learning Culture and Innovative Work Behaviour: Does Attitude Toward Change Matter?

Learning Culture and Innovative Work Behaviour: Does Attitude Toward Change Matter?

Tourism Education Programme Adoption to Learning Organization and Human Resources Industry for Service Quality

Critical Success Factors of ERP Implementation: Evidence from Manufacturing Sector of Karachi

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