Dimensões da aprendizagem em organizações: validação do Dimensions of the Learning Organization Questionnaire (DLOQ) no contexto brasileiro
01 Jan 2011-RAM. Revista de Administração Mackenzie (Universidade Presbiteriana Mackenzie)-Vol. 12, Iss: 2, pp 4-29
TL;DR: The Dloq-A has been used in a recent study as discussed by the authors, in which the authors present validez convergente y discriminante, fiabilidad and valideza de criterio, ademas de ser parsimonioso.
Abstract: Este articulo describe los resultados de un estudio cuyo objetivo ha sido validar la escala de medida de la cultura del aprendizaje y su relacion con el desempeno en la organizacion brasilena. El instrumento dimensions of the learning organization questionnaire (Dloq) o cuestionario de las dimensiones de la organizacion que aprende, propuesto por Marsick e Watkins (2003) fue traducido de la lengua inglesa a la portuguesa, y enseguida fue realizada una validacion semantica. El cuestionario fue contestado por 566 empleados de una organizacion del sector electrico. Los datos fueron recogidos en la intranet de la organizacion estudiada, en el segundo semestre de 2005. El instrumento, en su version completa, posee 55 items, de los cuales 43 son de la cultura del aprendizaje y 12 del desempeno organizacional. El referencial teorico discute, inicialmente, conceptos de la cultura del aprendizaje organizacional y ensena estudios que utilizaron el Dloq en otros contextos. Despues, fueron discutidos conceptos del desempeno organizacional usados por Marsick y Watkins (2003) en la construccion del instrumento. La aplicacion del Dloq en el contexto brasileno en su version completa presento una validez convergente y fiabilidad adecuada, sin embargo no presento una vali-dez discriminante (CORREA; GUIMARAES, 2006). Para resolver este problema, el estudio ha utilizado una version simple de este instrumento, creada por Yang (2003), llamado por ella de Dloq-A. Esta version es compuesta por 27 items distribuidos en siete dimensiones de la cultura del aprendizaje - oportunidades para el aprendizaje continuo, cuestionamiento y dialogo, colaboracion y aprendizaje en equipo, sistemas para capturar y compartir el aprendizaje, delegacion del poder y responsabilidad, desarrollo de la vision sistemica de la organizacion y estimulo al liderazgo estrategico para el aprendizaje - y en dos dimensiones del desempeno organizacional - desempeno financiero y lo que fue regalado como conocimiento organizacional. Los resultados del estudio presentaron validez convergente y discriminante, fiabilidad y validez de criterio, ademas de ser parsimonioso. De esta manera, se concluye que el Dloq-A tiene validez en el contexto brasileno. Los resultados de la encuesta ensenan que la cultura del aprendizaje explica 43% de varianza en el desempeno organizacional.
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TL;DR: In this paper, the link and evolution between the concepts of knowledge management, organizational learning and memory is discussed. And the authors present a systematic literature review by synthesizing concepts, highlighting its application and diagnosis for organizations, fomenting the strategic decision-making.
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Abstract: Purpose
The purpose of this study is to examine the relationships among a learning organization, knowledge and financial performance using the Dimensions of the Learning Organization Questionnaire and its abbreviated version.
Design/methodology/approach
This study used a secondary data set and performed second-order factor analysis and structural equation modeling for testing the proposed relationships.
Findings
The study found that a learning organization has a positive effect on knowledge performance; knowledge performance has a positive effect on financial performance; and knowledge performance fully mediates the relationship between a learning organization and financial performance.
Research limitations/implications
This study contributes to validating the current dimensionality of the theoretical framework of a learning organization proposed by Watkins and Marsick (1993, 1996) and offers a valid conceptual framework of the relationship among the learning culture and organizational performance dimensions.
Practical implications
This study re-stresses the significance of the learning and knowledge generated by the human resources of an organization and developed by human resource development practitioners.
Originality/value
This study is valuable to human resource development scholars and practitioners interested in improving and measuring organizational performance.
54 citations
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References
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TL;DR: In this paper, the authors examined the relationship between the learning organization concept and firms' financial performance and found that organizations that embrace strategies consistent with learning organization literature are thought to achieve improved performance.
Abstract: The problem and the solution. Organizations that embrace strategies consistent with the learning organization literature are thought to achieve improved performance. Yet few empirical studies have examined the relationship between the learning organization concept and firms' financial performance. To assess this association, managerial responses to the Dimensions of the Learning Organization Questionnaire along with objective measures of firms' financial performance were obtained.
54 citations
TL;DR: In this article, a study of eight firms in Bogota, Colombia focuses on the process of within-firm transfer of tacit knowledge and the seven dimensions of the learning organization as determinants of performance.
Abstract: The problem and the solution. The growing interest developed around transfer of tacit knowledge and its effect on performance has not been matched by an equivalent effort to provide empirical evidence supporting these hypotheses This study of eight firms in Bogota, Colombia focuses on the process of within-firm transfer of tacit knowledge and the seven dimensions of the learning organization as determinants of performance.
50 citations
TL;DR: In this paper, a self-report question-naire survey provided the data, consisting of responses of employees' perceived per-spectives on the learning organization culture and practices of knowledge-creation with a 5-point Likert scale.
Abstract: Summary of the literature review The literature review has focused primarily on two major concepts – learning organi-zation and knowledge-creation. As mentioned in the introduction, HRD scholars haveusuallyfocusedmoreonthelearningprocessintheorganization;however,muchoftheliterature in the management sources appears to show that beyond the learningprocess, knowledge-creation practices could play a key role in developing more tan-gible organizational performance. Furthermore, even though the management litera-ture has rarely mentioned the importance of the learning process with the sameterminology being used in the HRD discipline, the organizational learning process isthe heart of the overall knowledge-creation practices. In this regard, this sectionreviews the concept of learning organization and practices of knowledge-creation thathave appeared in two different disciplines in integrative ways, thereby providing somerationale for the current research. Research methods Thisresearchadoptedacross-sectional,surveyresearchdesignwiththesamplepoolofKorean private organizations in five different types of industry.A self-report question-naire survey provided the data, consisting of responses of employees’ perceived per-spectives on the learning organization culture and practices of knowledge-creationwith a 5-point Likert scale (1 –
49 citations
TL;DR: In this paper, the authors seek to fill the gap in the existing literature regarding relationships among organizational learning, culture, job satisfaction, and organizational commitment in the Chinese context, particularly in native Chinese enterprise settings.
Abstract: Purpose – This study seeks to fill the gap in the existing literature regarding relationships among organizational learning, culture, job satisfaction, and organizational commitment in the Chinese context, particularly, in native Chinese enterprise settings.Design/methodology/approach – Based on well‐defined western concepts and instruments, and statistical analysis of the data collected from 919 employees in nine companies located in Guangdong, China, this study adopted an empirical design.Findings – There are positive interrelations among the three variables and, specifically, organizational learning culture serves as a predictor and job satisfaction serves a mediator.Research limitations/implications – Owing to directly utilizing some commonly‐applied western theoretical frameworks and instruments, findings may not fully detect the cultural nuances in the Chinese employees; the narrowly geographically‐concentrated sampling may prevent generalization of findings to the broad Chinese context.Practical im...
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TL;DR: In this paper, a study suggests that even without a systematic approach, some of the features of a learning organization can develop through efforts at the individual and systemic levels but that the issue of power relationships in the organization is highly significant.
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