If a company concentrates its attention into developing the structure and improving the performance, then it has owned partial characteristics of a learning organization basically. If the employees' perception of these characteristics increases their commitment to the organization, the managers will be confident in taking action leading to organizational revolution.
In this research, the characteristics of an organization are treated as independent variables, organizational commitment as a dependent variable, personal characteristics as a control variable, while questionnaires are designed to gather data. 357 units of questionnaires (with 302 effective respondents) were distributed to the employees who work in two companies, which had good performances and have experienced organizational revolution in the past two years. To analyze the data collected from the two companies, various types of analysis were carried out including internal reliability analysis, Pearson correlation, one-way ANOVA and regression.
The research findings show that the perception of the characteristics of a learning organization by employees does affect the organizational commitment. This means that in the event of an organization stepping forward to becoming a learning organization, the characteristics of a learning organization will exist in working experience, organizational structure, organizational culture, and information management, and the characteristics will promote employees¡¦ value commitment, effort commitment, and retention commitment.
As listed below, the relation between characteristics of a learning organization and organizational commitment is meaningful for the organization, managers and employees.
1. An enterprise is able to promote its competitive strength in human resource management by building a learning organization.
2. Apart from job position, payment, image of firm, and financial performance, characteristics of learning organization are also an important element that can engage the employees in the organization.
3. Building a learning organization to promote employees¡¦ organizational commitment is helpful in order to cut down the expenses in raising the efficacy of the employees.
4. Organizational commitment can be promoted through the characteristics of a learning organization. These are a cause for the identification of common aims among employees and the organization, but not a result from advantage exchange, and this commitment is based on a stable foundation.
5. It enables managers to practice organizational revolution with more confidence, and thus the constitution and competence of the organization will get improved.
6. Being a part of the characteristics of the learning organization, manager behavior is related to the employees¡¦ organizational commitment. If managers get used to introspecting, the relation between staffs and supervisors can improve, and management efficiency can be promoted.
7. For the supervisor who takes charge of the human resource management in a company, the task to build a learning organization has become an important strategy of human resource management.
8. A learning organization can result in high employee motivation. Innovation and learning are encouraged in a democratic and open environment, and most employees will become motivated in the process of organizational learning and revolution. Therefore, the managers can take action for revolution in the organization with great confidence.
| Identifer | oai:union.ndltd.org:NSYSU/oai:NSYSU:etd-0630103-224134 |
| Date | 30 June 2003 |
| Creators | Tseng, Chao-Sheng |
| Contributors | Shyh-Jer Chen, Huang Liang-Chih, Jen Fen Uen |
| Publisher | NSYSU |
| Source Sets | NSYSU Electronic Thesis and Dissertation Archive |
| Language | Cholon |
| Detected Language | English |
| Type | text |
| Format | application/pdf |
| Source | http://etd.lib.nsysu.edu.tw/ETD-db/ETD-search/view_etd?URN=etd-0630103-224134 |
| Rights | withheld, Copyright information available at source archive |
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