On the systems intelligence of a learning organization: Introducing a new measure

IF 4 3区 管理学 Q1 INDUSTRIAL RELATIONS & LABOR
Juha Törmänen, Raimo P. Hämäläinen, Esa Saarinen
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引用次数: 11

Abstract

We introduce and validate the Organizational Systems Intelligence (OSI) scale, a measurement tool for learning organization, and propose the scale as a useful tool for human resource development (HRD) at the individual level. The scale complements the operationalization of Senge's “Five Disciplines” of the learning organization. OSI provides a new perspective that links employees' perceptions of various seemingly mundane everyday practices with the organizationally desirable effects of a learning organization. The model suggests developmental perspectives that highlight micro-level behavioral, informal, interactional, and accessible-to-all aspects of the learning organization as a route to improvement. Operating in the vernacular and focusing on human experience in organizations, the OSI perspective points to improvement possibilities in and among people in contrast to structural manager-level constructs. It contributes to HRD literature that explores developmental outcomes and theoretical understanding from human experience in contrast to rank, status, structure, or hierarchy. With its bottom-up logic as an operationalization of the Sengean learning organization as a form of applied systems thinking, the model introduces an employee-level perspective of systems thinking in action into the field of HRD. It is demonstrated that with respect to perceived performance, the OSI scale performs equally well as the widely used Dimensions of the Learning Organization Questionnaire.

Abstract Image

学习型组织的系统智能:引入一种新方法
本文引入并验证了学习型组织的测量工具——组织系统智能(OSI)量表,并提出该量表可作为个人层面人力资源开发(HRD)的有用工具。该量表补充了Senge学习型组织的“五项原则”的可操作性。OSI提供了一个新的视角,将员工对各种看似平凡的日常实践的看法与学习型组织的组织理想效果联系起来。该模型提出了发展的观点,强调微观层面的行为、非正式、互动和可访问的所有方面的学习型组织作为改进的途径。OSI的观点以方言运作,关注组织中的人的经验,与结构性的经理级结构相比,它指出了人内部和人之间的改进可能性。它有助于人力资源开发的文献,从人类经验中探索发展结果和理论理解,而不是等级、地位、结构或等级。该模型将自下而上的逻辑作为Sengean学习型组织的操作化,作为一种应用系统思维的形式,将员工层面的系统思维视角引入人力资源开发领域。研究表明,在感知绩效方面,OSI量表的表现与广泛使用的学习型组织问卷的维度一样好。
本文章由计算机程序翻译,如有差异,请以英文原文为准。
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来源期刊
CiteScore
7.60
自引率
6.10%
发文量
19
期刊介绍: Human Resource Development Quarterly (HRDQ) is the first scholarly journal focused directly on the evolving field of human resource development (HRD). It provides a central focus for research on human resource development issues as well as the means for disseminating such research. HRDQ recognizes the interdisciplinary nature of the HRD field and brings together relevant research from the related fields, such as economics, education, management, sociology, and psychology. It provides an important link in the application of theory and research to HRD practice. HRDQ publishes scholarly work that addresses the theoretical foundations of HRD, HRD research, and evaluation of HRD interventions and contexts.
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