Organizational learning culture, learning transfer climate and perceived innovation in Jordanian organizations

Bates, Reid; Khasawneh, Samer

doi:10.1111/j.1468-2419.2005.00224.x

Cited by 262 publications

(225 citation statements)

References 34 publications

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“…From the view of the individual, knowledge sharing involves listening and talking with others, gather information, tasks and knowledge in order to help them do something better, solve problems faster, learn from their experiences and develop new ideas (Bates & Khasawneh, 2005;Elianto & Wulansari, 2016).…”

Section: Hypothesis Developmentmentioning

confidence: 99%

Enhancing Capability of Human Resources Innovation

Sugianto

Hartono

2017

JDM

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This study aims to analyze the interrelationship of the variables of knowledge collection, knowledge contribution, organizational learning, and human resource innovation capability at Sultan Agung Semarang Islamic Hospital. This study also aims to develop a model of the role of communication variables in moderating the equation of enhancement of human resource innovation capability at Sultan Agung Semarang Islamic Hospital. The population in this study were all the permanent nurses at Sultan Agung Islamic Hospital who worked on the hemodialysis action room, surgery room, ICU, and SEC which totaled 75 people. Method of sampling in this research using census method. This research was analyzed using Sruktural Equation Modeling (SEM) with Partial Least Square (PLS) method using SmartPLS 2.0 M3 software. The results showed that knowledge gathering had a significant positive effect on the contribution of knowledge and to the capability of human resource innovation. Contribution of knowledge has a significant positive effect on organizational learning and on human resource innovation capability. Organizational learning has a significant positive effect on the capability of human resource innovation. Info Article

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Section: Hypothesis Developmentmentioning

confidence: 99%

Enhancing Capability of Human Resources Innovation

Sugianto

Hartono

2017

JDM

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“…Suggested that innovation is equated with the adoption and application of new knowledge and practices, including the ability of an organisation to adopt or create new ideas and implement these ideas in developing new and improved products, services, and work processes and procedures (Bates and Khasawneh, 2005). Innovation is seen as a process which results from various interactions among different actors (Doloreux, 2004).…”

Section: Innovation Performancementioning

confidence: 99%

Kaizen Event and Innovation Performance in Malaysian Automotive Industry

Hashim

Zubir²,

Conding³

et al. 2012

BMS

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Kaizen Event (KE) has been growing in popularity since the mid 1990s, to date, there has difficult to find empirical research on the determinants of KE effectiveness. KE are an increasingly common organizational improvement mechanism aimed at work area transformation and employee development. The purpose of this paper is to identify the KE constructs and Innovation Performance (IP) measures for Malaysian automotive industry and also to develop research model of the KE and IP measures relationship for Malaysian automotive industry. A conceptual model based on previous studies and using Structural Equation Modeling (SEM) has been proposed. This model will be used to study the relationship between KE practices and IP for Malaysian automotive industry. Based on the proposed conceptual model and reviewed, research hypotheses are being developed. The paper culminates with suggested future research work.

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“…Badii and Sharif (2003) investigated the relationship between information management and knowledge integration for enterprise innovation. Bates and Khasawneh (2005) investigated the relationship between organizational learning culture, learning transfer climate, and organizational innovation. The aim was to examine the ability of learning organization culture to account for variance in learning transfer climate and subsequent organizational innovation, and to study the role of learning transfer climate as a mediator between learning organization culture and innovation.…”

Section: Introductionmentioning

confidence: 99%

A study on new market development using a hybrid of QFD and ANP

Mousavi¹,

Darvishi²

2014

10.5267/j.msl

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This paper presents an empirical investigation on new product development (NPD) using a hybrid of quality function deployment (QFD) and analytical network process (ANP). The study is accomplished in one of the biggest auto producers in Iran named Saipa. The study examines whether or not NDP influences positively on critical success factors (CSF) and knowledge management (KM). The study also examines whether KM influences on success of NPD. Using some statistical tests, the study confirms that NDP influences on CSF and KM and there is a positive and meaningful relationship between KM and success of NPD. In addition, the study has prioritized various factors for development of new product development and determined that "technology application consistent with customer's needs" as well as "Having various meetings with different departments" are the most important factors for the success of new product development.

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Organizational learning culture, learning transfer climate and perceived innovation in Jordanian organizations

Cited by 262 publications

References 34 publications

Enhancing Capability of Human Resources Innovation

Enhancing Capability of Human Resources Innovation

Kaizen Event and Innovation Performance in Malaysian Automotive Industry

A study on new market development using a hybrid of QFD and ANP

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