ABSTRACT

This paper investigates the interrelationships among organizational learning (OL) facilitators, OL itself, and three organizational outcomes: employee intention to leave the organization, absenteeism, and perceived organizational performance. It also investigates how OL mediates the relationship between OL facilitators and organizational outcomes. 145 employees (113 women) working in a French-Canadian community hospital completed a survey covering all the studied variables. Bootstrap regression analyses were used to test various hypotheses. Results support the idea that environmental components (culture, leadership, support, and strategic management of learning) can facilitate OL. They also show that OL mediates the relationships between certain of its facilitators and employee intention to leave the organization as well as perceived organizational performance. The research supports the view that it is possible to reduce employee turnover intentions and foster performance in a healthcare context by establishing an environment conducive of OL.

摘要

本文调查了组织学习 (OL) 促进者、OL 本身和三个组织结果之间的相互关系：员工离开组织的意愿、缺勤和感知的组织绩效。它还调查了 OL 如何调节 OL 促进者和组织结果之间的关系。在一家法裔加拿大社区医院工作的 145 名员工（113 名女性）完成了一项涵盖所有研究变量的调查。Bootstrap 回归分析用于检验各种假设。结果支持环境要素（文化、领导力、支持和学习的战略管理）可以促进 OL 的观点。他们还表明，OL 在其某些促进因素与员工离开组织的意图以及感知的组织绩效之间的关系中起中介作用。该研究支持这样一种观点，即通过建立有利于 OL 的环境，可以减少员工离职倾向并提高医疗保健环境中的绩效。