企业组织的学习结构

在理论综述的基础上，通过访谈、预试和大规模调查，对企业组织学习结构进行了实证研究。根据访谈和预试，初步确定组织学习问卷的项目。采用探索性因素分析和验证性因素分析，对来自全国不同地区43家企业的管理者和员工的调查数据进行了分析。结果表明，我国企业组织学习是一个6因素的结构模型：组织间学习、组织层学习、集体学习、个体学习、利用式学习、开发式学习；组织学习问卷具有一定的信效度。组织学习的作用和影响因素以及这三者之间的复杂作用机制还有待更为深入的研究

The Construct of Organizational Learning of Chinese Companies

For Chinese companies, the core competitive is the organizational learning capacity. The research on organizational learning has contained several natural and social sciences. However, few study on organizational learning was based on integration of three kinds of understanding on organizational learning (information process, social interaction, system and behavior) and based on management of learning. Organizational learning should be the integration of human, knowledge and the organization system. The methods used in this study involved literature review, interview, pilot study, and survey. Based on literature review, interview and pilot study, items for the Organizational Learning Questionnaire were developed. The survey data were from managers and employees of 43 companies which were different kinds and from differrent districts in China. The survey data was mainly analyzed with exploratory factor analysis (EFA), confirmatory factor analysis (CFA). At the same time, the correlation analysis was done between organizational learning, organizational innovation and perceived organizational finance performance. The results showed that organizational learning of Chinese companies was a multi-dimensional construct. It was comprised of inter-organizational learning, organizational level learning, collective level learning, individual level learning , exploitation learning and exploration learning. OLQ (Organizational Learning Questionnaire) had high validity and reliability. That is to say, four learning levels and two information or knowledge processes can reflect Chinses companies' organizational learning capacitis. The results were different from results generated by studies in other countries. At the same time, the results showed there were modest significant correlations between organizational learning, organizational innovation and perceived organizational financial performance, which showed that organizational learning can influence organizational innovation and organizational financial performance. In the future, the effectiveness of organizational learning, and the factors which influence organizational leaninig should be explored, and the complex influence mechanism should be studied deeply.