Successful Workplace Learning: Moderating Effect of Organizational Culture

Abstract

A main point of this study was that successful workplace learning is depended on workplace environment and its relationship with job performance will be improved in certain organizational culture values and practices. We hypothesized that the relationship between formal, informal and incidental workplace learning with task and contextual performance would be higher in result-oriented cultures. These five hypotheses were supported. We used interaction effect software by examining the strength of relationship in five level of result oriented culture. Our results indicate that these result culture value complement relationship between workplace learning and job performance.

The role and related variables of workplace learning in quantitative research

“…Ten studies had both formal and informal learning perspectives; for instance, the research conducted by Takase et al (2018) included learning from practice, others, training, feedback and reflection. In addition, six studies (Clarke, 2005; Dang and Chou, 2020; Daryoush et al , 2013; Moon and Na, 2009; Rowden and Conine, 2005; Shah et al , 2019) had formal, informal and incidental learning for the perspectives on workplace learning, whereas one study (Sadeghi, 2020) had formal, informal and non-formal learning.…”

“…For instance, workplace learning can improve professional competence by guiding employees to seek assistance through social relationships and practical application to reflect their work (Isidro-Filho et al , 2013). Workplace learning positively affects job performance (in both its task-related and contextual aspects) by providing opportunities for employees to observe their colleagues, attend training, collaborate with their coworkers or perform trial and error (Daryoush et al , 2013). Organizations that are more likely to invest in workplace learning have better performance and financial indicators (Park and Jacobs, 2011).…”

The influence of personal characteristics and workplace learning on information technology competency among external auditors: The role of organisational culture as a moderator

“…Their findings indicate that the correlation between workplace learning and skill development is moderate and positive. Daryoush et al (2016) investigated the power level of the relationship between types of workplace learning and task performance. The results of this study showed that two-way interactions were significant, and workplace learning was positively related to the performance of the task.…”

“…The findings of workplace learning and IT competency are inconclusive and another variable is required to moderates the relationship between the variables. Daryoush et al (2013) argue that organisations' culture activates workplace learning and focuses it more on high task and contextual performance. Therefore, the organisational culture effect may encourage or impede a firm's knowledge activities and organisational learning (Lee et al, 2017).…”

“…Therefore, the organisational culture effect may encourage or impede a firm's knowledge activities and organisational learning (Lee et al, 2017). Organisational culture has been studied quite extensively as the moderator in various contexts, such as personality and managerial competency; workplace learning and performance; leadership competencies and job role performance (Chuttipattana & Shamsudin, 2011;Daryoush et al, 2013;Hamzah et al, 2013) and organisational culture has been approved to moderate the manager competency and workplace learning.…”