This research examines the interaction between emotional intelligence rooted in resonant leadership and psychological empowerment in shaping learning organizations within South Indian higher ...educational institutions. To investigate this relationship, data from 280 faculty members was collected and analyzed using structural equation modeling. The results demonstrate a significant positive connection between psychological empowerment and resonant leadership, which contributes to the development of learning organizations. Resonant leadership accounts for 43.1 % of the variance in psychological empowerment and, together with psychological empowerment, explains 60.7 % of the variance in learning organization in higher education settings. These findings emphasize the importance of fostering resonant leadership behaviors, which would subsequently enhance psychological empowerment and advance learning-focused practices in academia.
Characteristics or factors, current conditions, and the development of the learning organization of the governor’s office in the Southern Thailand were studied. By conducting in-depth interviews with ...15 key informantsre who were high-level executives and government officials, using a triangular method of analyzing content and examining data, it was found that there were 5 important factors affecting the organization of learning, clear policy, leadership, attitude, motivation and incentive & technology. The provincial office is suitable for learning organizations in all 5 areas according to Marquardt’s Theory. The model of being a learning organization has 3 main components: learning dynamics ; organization change, and human power, which has two supporting components, knowledge management and technology.
This study aims to provide a basic understanding of the importance of organizational learning in producing quality accounting information regarding zakat at Baitul Mal in Aceh. The purpose and ...objective of this study is to obtain findings and examine the impact of the model offered with the concept, the results of this study can be seen by how much impact organizational learning has in producing quality zakat accounting information. This study verifies whether the practice of organizational learning can produce quality accounting information. Verification is carried out by means of proof in the field. The method used in this research is descriptive method and explanatory research method, namely this research method wants to get a basic answer about the causes and effects of the factors causing the phenomenon raised in this study, data will be collected by distributing questionnaires to zakat managers who are members of the Baitul Mal institution. In Aceh, to obtain the results of this study, the data will be processed using a statistical tool, namely Partial Least Square (PLS) based on covariates. The results of this study prove that continuous organizational learning has an impact on the quality of the information produced, this can be seen from the hypothesis test showing that the organizational learning variable produces a number of 2.293 which is greater than the tcritical 1.65. Because the value of tarithmetic is greater than tcritical, then at an error rate of 5% it was decided to reject Ho. So based on the test results it can be concluded that organizational learning has a significant effect on the quality of zakat accounting information at the Baitul Mal in Aceh.
The creation and development of an information and knowledge-based society and knowledge economy are perceived as one of the most important priorities of social, economic, political development, ...culture, science and technological progress of modern society (Melnikas, Jakubavičius, Leichteris and Stumbrytė, 2017). It is important to create a learning society, a learning organization, a knowledge economy in order to adapt to the various challenges. Tortorella, Vergara, Garza-Reyes and Sahney (2020) noted that organizational learning can be seen as a process of improvement based on a clearer understanding and knowledge directly related to the organizational culture and environment.The scientific literature (Sakalas, 2012; Walker, 2014; Atkočiūnienė, 2014; Skrickienė, Čepuraitė and Štaras, 2018) presents various features of learning organization characteristics: strategy development, investment in one’s future, cooperation, environmental monitoring, focusing on problem identification and resolution, processing and applying large flows of information, responding, and anticipating internal and external changes. Organizational learning is a way of survival, capacity building, enabling it to change, that is to cope with change, and seize new opportunities. According to Walker (2014), knowledge, learning, and innovation are the key factors assuring the success of a modern organization. It should be noted that the acquisition, use and recognition of knowledge largely depend on the culture of the organization. As Salge and Vera (2012) argued, learning organizations understand the importance of learning and increase the ability to turn new knowledge into tangible improvements.In the scientific literature (Minelgaitė and Vaičiukynaitė, 2017; Katilienė, 2010; Vilkaitė-Vaitonė, Papšienė and Stulgienė, 2016; Digrienė, 2018; Shao, Feng and Hu, 2017; Walker, 2014) various definitions, styles and models of leadership have been identified. Usually, many definitions of leadership highlight one aspect in relation to other aspects (Minelgaitė and Vaičiukynaitė, 2017). Amor, Vázquez and Faíña (2020) noted that leadership is a critical component influencing an organization’s environment and how employees perceive their work. It should be noted that leadership theory is very diverse, but in the context of a learning organization, the types of transformational and transactional, empowering, positive, and collective leadership are important.It should be emphasized that the leader in the organization of the 21st century must be able to mobilize the organization’s staff for the implementation of strategic tasks; to be able rationally and effectively form a favourable environment for the learning organization. Managers and top managers must be guided by modern imperatives of a complex nature: the ideology of innovation, the perception of the need and necessity of change and reform, the application of best practices and experience of postmodern management in their organizational structures. Ewa, Cox, Tse and Lowe (2019) noted that there is a growing number of organizations that prosper and in which leadership is shared rather than concentrated in the hands of specific individuals or between these individuals. The importance of collective leadership will only increase as organizations involve more organizational, virtual, and non-traditional teams. Thus, there will be a need for a smoother and more dynamic process of empowering and consolidating leadership roles. Thus, it is very important to assess what are the opportunities for leadership expression in a learning organization.The object of research is the possibilities of leadership in a learning organization.The aim of the article is to form a model for determining the possibilities of leadership expression in a learning organization.To achieve the goal, the following tasks are formulated:1. Analyse the definitions and features of a learning organization.2. Examine the concept of leadership and analyse leadership styles.3. Identify opportunities for leadership expression in a learning organization.4. Form a model for determining the possibilities of leadership expression in a learning organization.Methods of analysis, descriptive, analytical and comparative analysis of scientific literature are applied in the article.The members of the learning organization are constantly improving their skills, raising their competence, improving their activities based on experience, and improving their decision-making skills. Organizational learning can be ensured through knowledge acquisition, information distribution, information interpretation, and organizational memory. The learning organization must ensure the existence of the following elements: systemic thinking, personal mastery, management of mental models, development of a shared vision and team learning. There is a link between a learning organization and the existence of increased organizational innovation capacity, increased productivity and competitive advantage. It should be emphasized that in order to be successful, it is necessary to exchange knowledge, communicate and learn, clarify and change existing practices.Leadership theory is very diverse, but in the context of a learning organization, transformational and transactional leadership systems become particularly evident. Types of empowering, shared, positive, collective leadership are also distinguished. Leadership can be viewed as any activity that relies on an individual’s abilities to effectively play a leadership role in an organization. Leadership development involves the social capital required to lead at the collective or individual level. Leadership can be expressed through the leadership style of leaders, the level of feedback, and the granting of autonomy to subordinates.Learning organizations need knowledgeable, motivated, self-confident employees who can generate new knowledge, make decisions about the acquisition and use of knowledge. Leaders’ participation in decision-making allows followers to share their ideas and collaborate, which in turn encourages effective knowledge flows. Inclusive and shared leadership approaches are essential to ensure more sustainable organizational change through forms of organizational learning. There are three social dimensions that facilitate the creation of a learning organization: psychological safety, participation in decision-making, and openness to different opinions. The links between learning organization and leadership can be assessed through organizational culture, personal and collective values, honesty, trust, and collaboration.The possibilities of leadership expression in a learning organization are associated with various variables: the leader, followers, and the conditions that determine the constant changes in the organization. Opportunities for the expression of leadership in a learning organization are possible in various activities of the organization, but it should be emphasized a necessity to form a learning friendly environment, i.e. ensuring psychological security, openness to opinions, participation in the decision-making process. By creating a favourable environment, employees will be more motivated to participate in both the individual and collective learning process, will supplement, share and create new knowledge in order to achieve the efficiency of the organization.
The purpose of this meta-analysis study is to examine the correlations between the Dimensions of Learning Organization Questionnaire (DLOQ) and frequently examined outcomes including organizational ...performance and employee attitudes. Positive relationships were found between the DLOQ and organizational performance (e.g., financial, knowledge, and innovative performance) and employee attitudes (e.g., organizational commitment and job satisfaction) and the sub-dimensions (e.g., affective, continuance, and normative commitment), with a notable exception of a negative relationship between the DLOQ and turnover. Because the DLOQ has been used in many countries over the years, this study also examined the influence of national culture on the outcomes. Power distance moderated the relationship between the learning organization and overall organizational performance. Our meta-analytic review makes substantive contributions to the literature on the learning organization concept and the study of national culture as a significant moderator. Implications of these findings and suggestions for future research are discussed.
Background The healthcare system of Saudi Arabia has evolved radically into an institution that is adaptive to global change and is abreast with new advances in medical field to meet Saudi Vision ...2030. The concept and practice of the dimensions of learning organization could provide a framework to significantly improve organizational performance. This study explores the practice of the seven dimensions of LO and determines their utilization toward enhanced performance at hospitals in Hail, Kingdom of Saudi Arabia (KSA). The findings of this study will help improve organizational (hospital) performance. Method This cross-sectional study included 117 nurse respondents from various government and private hospitals in the Hail region. Staff nurses were surveyed using the Dimensions of Learning Organization Questionnaire (DLOQ), and supervisors and managers were interviewed. Results Creation of continuous learning opportunities, team learning and collaboration, and strategic leadership in learning were perceived to be very satisfactorily utilized. Promotion of dialogue and inquiry, systems to capture and share learning, and empowerment and connection of the organization to the community were perceived to be satisfactorily utilized. Furthermore, the dimensions were found to be directly correlated, evidently signifying a strong relationship. Conclusion Overall, hospitals in the Hail region were found to be learning organizations. The dimensions of learning organization were utilized very satisfactorily, and the culture of learning was strongly embedded in the hospitals' systems and practices.
The main purpose of the present study was to design and fit the optimal model of learning organization in education with emphasis on knowledge management. This study was conducted using consecutive ...exploratory design (qualitative and quantitative). In the qualitative phase, data was collected by in-depth interviews with 20 experts in the field of educational management and education managers of Education Department of Tehran, selected by theoretical sampling method. The research data was provided by the thematic analysis method, analyzed themes network and the conceptual model of network measurement of the learning organization in Education. The qualitative results indicated that the optimal model of learning organization in Education consisted of six comprehensive themes and in total of 259 basic themes has been theoretically saturated. In the quantitative phase using a researcher-made questionnaire tool which was based on basic themes of qualitative study, the data was collected from 226 managers and staff of Education Department of Tehran, selected by multistage cluster sampling. The quantitative section indicated that the empirical model of network measurement of learning organization in Education Department of Tehran has a quite optimal fit and the knowledge management dimension has the most significant contribution in evaluating the empirical model of the learning organization, compared to the other five dimensions. Upon results of thid research could be conclusion that em;hasising on knowledge management can help actualizing and developing organizations specially education. In other words, for recovering organizations performance and deferent institutes can laying on knowledge management developing in learning organizations.
This article aims to describe the application of the Learning Organization in developing the competence of teacher educator resources in pesantren. This research has been conducted at Amanatul Ummah ...Islamic Boarding School (Madrasah Bertaraf Internasional). The research that has been used is qualitative with a case study approach. The data collection techniques use interviews with informants, namely, the head of the MBI coordinator, teachers, and some students. Observation involves past participant observation, and documentation includes reviewing data related to professional development carried out by teachers. The findings of this study are as follows: strict recruitment of education personnel who are under the pesantren's national insight and affiliated with Aswaja NU, strengthening the pesantren organizational culture through leadership training via organizational activities, and teachers conducting scientific integration, combining the Egyptian Al Azhar curriculum with the national curriculum. Teachers' professional development cannot be separated from the support of pesantren, which provides more compensation and discipline in carrying out teachers' duties.
PDF
