Purpose

This paper aims to examine the moderating role of organizational learning culture (OLC) on the relationship between human resource development (HRD) practices and employee competencies (EC) in enhancing organizational effectiveness (OE).

Design/methodology/approach

An integrated research model of HRD practices, EC, OE and OLC was developed. The validity of the model is tested by applying structural equation modelling (SEM) approach to data collected from 506 employees working in 4 medium-size cement manufacturing companies.

Findings

The results confirmed that training and career development had a significant impact on EC, the moderating effect of OLC on the relationship between HRD practices and EC was found significant and there is a significant and positive relationship between EC and employee perceived OE.

Originality/value

This paper contributes to the HRD literature, integrating HRD practices, OLC and EC. The research is unique as it has applied moderated SEM to test hypotheses of the study.

中文翻译：

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HRD 实践、员工能力和组织有效性：组织学习文化的作用

目的

本文旨在研究组织学习文化 (OLC) 在人力资源开发 (HRD) 实践与员工能力 (EC) 之间关系在提高组织效率 (OE) 方面的调节作用。

设计/方法/方法

开发了 HRD 实践、EC、OE 和 OLC 的综合研究模型。通过对从 4 家中型水泥制造公司的 506 名员工收集的数据应用结构方程模型 (SEM) 方法来测试模型的有效性。

发现

结果证实，培训和职业发展对 EC 有显着影响，OLC 对 HRD 实践和 EC 之间关系的调节作用显着，并且 EC 与员工感知 OE 之间存在显着的正相关关系。

原创性/价值

本文对 HRD 文献做出了贡献，整合了 HRD 实践、OLC 和 EC。这项研究是独一无二的，因为它应用了适度的 SEM 来测试研究的假设。