The Relationship between Organizational Learning Capacity and Organizational Performance. (Case Study: Managers and Experts of Tehran Municipal Sport Organization)
Poster Presentation XML
Paper ID : 1356-11THCONF
Introduction: This study aims to finding the relationship between organizational learning capacity and organizational performance among managers and experts of Tehran municipal sport organizations. Organizational learning theory, the system covers all aspects of structural interpretation. Allegri and organizational studies as a process referred The organization learns through it and learn to mean any change. In organizational models to improve or maintain performance of an organization.
Methodology: The research was descriptive - correlational survey was conducted. To gather information, the questionnaire of organizational learning capability Chyva et al (2007) which contains 14 questions in five factors (testing, risk taking, interaction with the external environment, dialogue and participative decision making) and a questionnaire consist of organizational performance, Hersey and Goldsmith (2003), contains 42 questions in seven factors (ability, obviously, help, encouragement, evaluation, validation and environment) were used. Cronbach's alpha for organizational learning capacity 899/0 and 947/0 respectively, indicating good reliability for organizational performance research tool.
Results: The results showed that the capacity of organizational learning and organizational performance and all of its components except the ability (sig=0.054) is a positive and significant relationship. As well as risks (r=0.612) and related to the environment (r=0.500) component of organizational learning capacity are the highest and the lowest between the components of organizational performance. In addition, multiple regression test results showed that the components of participatory decision-making (b=0.229), dialogue (b=0.215) and testing (b=0.211) has the power to define their organizational performance
Discussion: According to the results, it must be admitted that for a dynamic organization with high yield. Due to organizational learning and capacity building particularly suitable components of participatory decision ‌Garry, tests and dialogue is necessary.