The moderating effect of communication on congruence and incongruence of openness to change: is communication always beneficial for learning organization culture and knowledge sharing?

Abstract

Purpose The purpose of this study was to explore the moderating role of communication in the relationship between person-organization fit (P-O fit) of openness to change, learning organization and knowledge sharing. Design/methodology/approach A total of 1,015 faculty and staff participants from three private universities in South Korea was included in the analysis. Individual and organizational aspects of openness to change were examined based on the P-O fit theory. Moderated polynomial regression and response surface methodology were used for data analysis. Findings At a higher level of communication, the congruence of openness to change between the individual and organization showed a positive fit effect on learning organization. The incongruence of openness to change between individual and organization, in which the organizations’ openness to change was higher than that of individuals, decreased the level of knowledge sharing when the level of communication was higher. Originality/value The results of this study support the theory and practice that consideration of P-O fit on openness to change and a strategic approach of communication are needed to succeed in organizational change.

Ethical Considerations in Enhancing Quality Performance: A Comprehensive Review of the Role of Employee Empowerment & Involvement, Communication, Knowledge Management and Organisational Culture

“…It is important in quality management, and it is one of the management issues of quality management between manufacturing industry and service industry, and its role is evaluated through empirical research. Communication of OF on desired organisational results influences the effectiveness of organisational processes, especially QP (Mellat-Parast, 2013;Ballangrud et al, 2019;Lee, 2021;Koo et al, 2022).…”

“…These benefits include improved employee attitudes towards organisational life, increased employee accountability, teamwork, and motivation. Communication is necessary to complete tasks effectively and efficiently (Ballangrud et al, 2019;Lee, 2021;Koo et al, 2022). Knowledge-based employee empowerment, involvement and communication can improve KM in an organisation by providing individuals and groups with the knowledge they need to perform tasks (Yee, 2019;Ham, 2022;Manik, 2022).…”

Organisational learning and competence for boundary crossing

“…These models can be useful not only to organisational learning specialists but also to all employees to help them map and understand what is going on and what strategy might best suit the context. Koo et al's (2022) paper explores organisational culture through the effect communication has on moderating the impact of individual-organisational attitudes to change on learning. At a higher level of communication, aligned openness to change between the individual and organisation showed a positive effect on learning organisation.…”

“…Koo et al ’s (2022) paper explores organisational culture through the effect communication has on moderating the impact of individual–organisational attitudes to change on learning. At a higher level of communication, aligned openness to change between the individual and organisation showed a positive effect on learning organisation.…”

“…Engström, Käkelä, and Wikner (2021) further added findings on the importance of cultural factors while helping customer order based context (COBC) companies become ambidextrous. The complexities of establishing a learning culture when the individual and organisational level views of change differ is explored in the study by Koo, Kim, and Song (2022). Anand and Brix's (2021) paper explored recent tendencies and emerging themes within the public sector exploring the intersection of organisational learning and learning organisation.…”