ارايه‌ي مدلي براي بررسي ميزان تاثيرات قابليت يادگيري سازماني بر نوآوري

INVESTIGATING INFLUENCES OF ORGANIZATIONAL LEARNING CAPABILITY ON INNOVATION

امروزه نوآوري و خلاقيت اصلي‌ترين جز تكنولوژي و موتور اصلي ايجاد درآمد و مزيت رقابتي سازمان به‌شمار مي‌آيد. يكي از اصلي‌ترين آغازگران نوآوري، يادگيري است. از سوي ديگر بنابر ادبيات، قابليت يادگيري سيستمي زيربناي اصلي يادگيري و تحول در سازمان است. در اين نوشتار سعي داريم با بررسي حوزه‌هاي دوگانه‌ي نوآوري و قابليت يادگيري شباهت‌هاي موجود در اين حوزه‌ها و مفاهيم مشترك آن‌ها را استخراج كرده و ارتباطات بين آن‌ها را مشخص كنيم. سپس اين ارتباط را از طريق تجزيه و تحليل خوشه‌يي و تحليل فاكتور تاييدي مورد بررسي عميق‌تر قرار داده و با تقسيم‌بندي سازمان‌ها برمبناي نوآوري‌شان فاكتورهاي قابليت يادگيري را در بستر گروه‌هاي سازماني مختلف مورد تحليل قرار مي‌دهيم. نهايتاً با استفاده از روش تحليل فاكتور تاييدي به بررسي صحت ارتباط به دست آمده مي‌پردازيم. به اين ترتيب، سوال اصلي مطرح در اين نوشتار اين است كه چگونه برخي فعاليت‌هاي عملي در حوزه‌ي قابليت يادگيري منجر به بهبود فعاليت‌هاي نوآوري مي‌شوند.

Nowadays, innovation and creativity are main part of technology; important source of earning and competitive advantage. One of the basic initiatives of innovation is learning. On the other hand, based on organizational learning capability literature, the learning capability is the main block to learning and change. In this paper we have tried to identify the similarities between innovation and learning capability based on investigations in the literature. We have determined their relations, classified organizations by using cluster analysis based on their innovativeness and then illustrated each group via learning capability indicators. The main question in this study is: how do some practices in learning capability result in innovation? The employed methods of validity and reliability assessment in this paper are the evidence used to justify our proposed model. Most organizations admit to the importance of innovation and its vital role in company growth, existence and success. Different studies have been undertaken to investigate organizational and personal innovation to find out the factors affecting the facilitation and acceleration of the pace of innovation . Researchers have proposed different conceptual frameworks and structural processes in the literature to discuss how innovation is launched and developed in organizations and teams. A branch of these studies is devoted to the relation of organizational learning and innovation. If the significance of the relation of organizational learning and innovational activities is validated and justified, companies will be guided to employ the practices and basics of organizational learning to achieve and increase innovation. According to the published research, it is assumed that such a relation exists, and this paper tries to show how developing organizational learning capability provides organizations with the background necessary to start and advance the innovation process. Consequently, they can coordinate their activities with the requirements and expectations of the market. This research shows and discusses the justification of such a relation. Finally, we have shown how companies can employ building blocks of organizational learning capability to achieve organizational innovation.