learning organization

Nowadays, knowledge-based governance can have a valuable impact on improving the performance of both government and private institutions. However, there is a possibility of overlooking the influential factors on this type of governance. Therefore, adherence to the principles of knowledge-based governance can contribute to improving the situation of organizations, and society, allowing for the maximum utilization of individuals' abilities, reducing societal challenges, and ultimately pursuing the public welfare. This research has employed a qualitative methodology and is based on Grounded theory, using the approaches of Strauss and Corbin. The study population consists of experts familiar with the subject, with 12 of them being selected through purposive and snowball sampling methods for in-depth interviews. We used MAXQDA software to analyse the data. 302 codes are identified and placed in the 46 subcategories and 18 main categories, which are in 6 main categories under the headings of causal conditions, including sharing, creating, preserving and maintaining knowledge, competence of managers. background conditions, including creating infrastructure, structure organization and culture of the organization. Intermediate conditions include rules and procedures, performance evaluation, transparency, team building, recruitment and retention, planning and administration system. The innovation dynamic capability and development strategy are strategic conditions. The performance of the society, organization and the employees are the consequence. The central condition is knowledge-based governance. The Grounded approach and model design in executive organizations has a unique aspect and facilitate the implementation of knowledge governance in executive organizations of the country.

Tourism destinations are getting more complex. Increasing uncertainty and environmental changes are among the most important ones that tourism destinations have to deal with to maintain their competitive advantage. Preferably innovation, flexibility, responsiveness, and redefinition of market opportunities can be considered as the new techniques for gaining the advantages. These techniques are focused on the effective use of knowledge, skills, and the experience of key actors, known as learning in the literature. Although the learning (organization) concept is spread in various settings such as cities (learning cities), or universities (learning universities), little research has been done in tourism. Thus, this research aims to provide a model for the development of Learning Tourism Destinations in Yazd. Based on qualitative methods, the researchers did a thematic analysis of the interviews with 14 tourism experts and an Interpretive Structural Model analysis of 12 experts’ questionnaires. The proposed model is composed of four levels in which there is sustainability at the highest level. In the second level of the model, there are futurism, system thinking, and human resource management empowerment. The third level of the model is composed of adaptive management, coordination and participation, cultural exchange, responsibility, innovation and creativity, and environmental intelligence. At the lowest level, there are factors of competitive intelligence, technological intelligence, research and development, intellectual capital, and knowledge management. The results of the research can be used as a model for transforming learning cities into learning tourism destinations.

technique. In order to analyze the factors affecting the performance of human resources in the Ministry of Cooperatives, Labor and Social Welfare and explain the position of the learning organization among these factors, Based on literature and background, Six criteria and eight influential factors were determined out of 21 factors.  Accordin Considering the vital and influential role of human resources in increasing productivity and providing desirable services in government organizations, it is necessary to identify the factors affecting the performance of these institutions' human resources.  The purpose of this study is to investigate and analyze the factors affecting the performance of human resources. The position of the learning organization among these factors is in the subordinate institutions of the Ministry of Cooperatives, Labor, and Social Welfare in Central Province. The current research is of applied type. In terms of the method, it is descriptive-analytical, and in terms of the data collection method, it is a field survey.  The research's statistical population is the institutions' experts under the Ministry of Cooperatives, Labor, and Social Welfare of Central Province.  Fifty people were selected as samples. The data collection tool in this research was a researcher-made matrix questionnaire in the context of the research problem, which five of the narration professors confirmed. The data was analyzed using the TOPSIS technique. In order to analyze the factors affecting the performance of human resources in the Ministry of Cooperatives, Labor and Social Welfare and explain the position of the learning organization among these factors, Based on literature and background, Six criteria and eight influential factors were determined out of 21 factors.  According to the findings of this research, the quality of supervision and leadership with a meritocracy approach was the most important and influential factor in the performance of relevant institutions' human resources.  After that, the system of reward and encouragement, with the justice approach in the payment of benefits, became paramount. Also, employees' job motivation was identified as the most crucial criterion. According to the results obtained from this research, Appointing competent managers and establishing a fair system of paying salaries and benefits are the most critical factors in increasing productivity. Also, training and empowerment were introduced as the most critical factors in forming a learning organization. In general, the status and position of the learning organization among the factors affecting the performance of the human resources of the studied organization was evaluated poorly. g to the findings of this research, the quality of supervision and leadership with a meritocracy approach was the most important and influential factor in the performance of relevant institutions' human resources.  After that, the system of reward and encouragement, with the justice approach in the payment of benefits, became paramount. Also, employees' job motivation was identified as the most crucial criterion. According to the results obtained from this research, Appointing competent managers and establishing a fair system of paying salaries and benefits are the most critical factors in increasing productivity. Also, training and empowerment were introduced as the most critical factors in forming a learning organization. In general, the status and position of the learning organization among the factors affecting the performance of the human resources of the studied organization was evaluated poorly.

Organizational knowledge architecture is one of the most important tools for any organization to achieve progress and productivity. Therefore, the aim of the current research is to systematically review organizational knowledge architecture researches with a meta-composite method.

The current research is applied in terms of purpose and qualitative in terms of the nature of the data. In order to search and select suitable articles, 131 researches were found and 46 of them had defects or overlapped with each other. After removing the mentioned items, in total, 85 studies were selected, most of which were dedicated to articles.

All the articles and reports were screened using filter based on title, filter based on abstract and filter based on full text. CASP tool was used to perform this screening. The findings of the research indicate that competition is a stable advantage, agile organization, learning organization and leading organization are the four main consequences of organizational knowledge architecture.

For this aim, according to the findings, it can be acknowledged that the quality and speed of response, adaptability, continuous increase of people's ability, promoting systemic thinking, the ability to transfer knowledge in the organization, uniqueness, creating value for the customer, sharing goals or employees and The high morale of organizational employees is one of the most important consequences of organizational knowledge architecture that organizations can have by implementing organizational knowledge architecture.

Organizations are forced to adapt themselves to the ever-increasing advances in knowledge and technology in order to survive in this changing environment. They are to take fundamental measures and changes based on innovation, flexibility, responsiveness, creative redefinition of the market and new opportunities, and resources to gain a competitive advantage. These changes are focused on effective use of the knowledge-based capital, which is achieved by creating a learning organization. This article is to present a model for transforming hotels into learning organizations. Therefore, by compiling interview questions based on theoretical literature and obtaining experts' opinions with thematic analysis method, indicators and factors of the learning hotel for the Iranian hotel industry is presented. The model is composed of 61 basic concepts, 11 organizing concepts, and 3 comprehensive concepts including the drivers, the factors, and the consequences of the learning hotel.

The transformation and reform of the administrative system, which is carried out with the aim of adapting the roles, capacities, and capabilities of the administrative system, is a vital matter, so that the second plan of the road map for the reform of the administrative system of Iran has been compiled in line with this need, and it emphasizes administrative smartness to facilitate the provision of services to the people. Therefore, this research was formed with the aim of identifying the requirements of creating a smart organization and presenting a model for it. The nature of the research is exploratory, which was carried out under the umbrella of interpretive paradigm, using the grounded theory methodology. The statistical population of the research was university experts who were aware of organization and management issues, who were selected using the purposeful sampling method. Based on the rule of theoretical saturation and in order to collect the required data, seventeen in-depth and semi-structured interviews were conducted with them. The data obtained from the interviews were analyzed using the content analysis technique in the MaxQDA software in three stages of open, axial, and selective coding. Finally, 54 concepts and 19 categories were extracted from the analysis of the interviews, which formed the causal, contextual, intervening factors, strategies, and consequences of the research model. The robustness of the research was confirmed by the four criteria of validity, transferability, reliability, and verifiability.

The purpose of this study is to present a learning organization model for the environment organization with a qualitative approach. in terms of the purpose. it is based on applied research in terms of nature.it is descriptive and descriptive. the data collection tool is the theoretical foundations of the subject and in - depth semi - structured interviews. the statistical population of the study consisted of 15 experts with PHD degrees and in direct relation with education, training and improvement of human resources in the environment organization. the research method is qualitative and the research analysis technique is the content analysis) coding, axial and selective coding ( the findings led to the identification of eight themes, creating a system and modifying the structure of human resources, organizational behavior, mental model, personal capability, collective learning, using the capacities of creating and producing idea, goal and common vision, system thinking, internal and external considerations of learning organization model for environment organization. to investigate the validity of the research from the coefficient of Lwosheh, , Reliability was used to determine the reliability of the reliability method 0.93.

This article is the result of research that was conducted to measure the perception of human resources of primary schools in Isfahan city from the dimensions of the culture of the learning organization and is based on the seven-dimensional model of Watkins and Marsik. The present research method was a descriptive survey. The statistical society consists of all managers, teachers, and deputies female and male working in public primary schools (girls and boys) in Isfahan city, the number of 5346 was reported. Using the multi-stage random cluster sampling method, two clusters (areas three and five) of Isfahan city department of education and then 48 primary schools were randomly selected and evaluated. In this research, by using the learning organization culture dimensions questionnaire of Watkins and Marsik (1997), 405 samples were collected and analyzed. The validity and reliability of the research questionnaire have been confirmed using convergent validity, divergent validity, Cronbach's alpha, and combined reliability. This study's seven dimensions of the conceptual model were measured using 21 indicators (items) on a five-point Likert scale. Findings showed that the situation of primary schools in selected areas of Isfahan city, compared to all the characteristics of the culture of the learning organization (except for the empowerment dimension), is above the average. The results of the research indicate that the fit of the conceptual model has been confirmed by using a variety of Parsimonious fit indexes, Absolute, and Comparative and the necessary quorum has been achieved.

The purpose of this study is to investigate the requirements for creating learning organization and its relationship with internal marketing in Semnan Regional Electric Company. The study in terms of the type is applied and in terms of the method, descriptive-survey. In addition, this research is based on the nature of correlational. The statistical population of the study consisted of managers and official, permanent and contract employees of Semnan Regional Electric Company with 150 people and the sample was 108 persons are that were selected by random sampling method. The data gathering tool was a questionnaire which its validity using content and face validity and reliability using Cronbach's alpha coefficient has been reviewed and approved. The results of data analysis using T-test student showed that the requirements for creating learning organization, internal marketing and their components in Semnan Regional Electric Company are above average and are in a relatively favorable situation. In addition, the results of Pearson correlation tests and structural equation modeling (SEM) technique indicate that there is a positive and significant relationship between the requirements for creating learning organization and internal marketing. In fact, the requirements for creating learning organization have a positive and significant effect on internal marketing.

The purpose of this research is to investigate the impact of the learning organization on ( innovational behaviors) open innovation and the performance of the organization. In terms of methodology, this research is a descriptive correlation type and based on the purpose of an applied research. Organizations that have a tendency to learn are able to explore and investigate the external environment to discover new technology paradigms, which leads to innovation, and organizational learning helps maintain the organization's competitive advantage in a turbulent organizational environment. Therefore, creating and institutionalizing organizational learning is one of the most important tools for the long-term success of managers of organizations in the direction of development and better performance. In this regard, the present research was conducted with the aim of investigating the impact of the learning organization on open innovation and the performance of the organization (case study: Iran Meteorological Organization). The statistical population in this research is the managers and employees of the Iran Meteorological Organization. According to the collected statistics, the size of the statistical community is 400 people. To determine the sample size, Cochran's formula was used, and the desired sample size was determined to be 196. To collect data, Watkins and Marsik's learning organization questionnaire (1996), Roter et al.'s open innovation questionnaire (2019) and Fernand et al.’s organizational performance questionnaire (2006) were used. The value of Cronbach's alpha for the research variables is 0.826, so the questionnaire has adequate reliability. Data analysis has been done using Lisrel software and the method of structural equations. The results show that the learning organization has an impact on ( innovational behaviors) open innovation innovation and the performance of the organization. Also, the results show that open innovation has a direct effect on the organization's performance.

The purpose of this research is structural modeling of transformational leadership relationships on the creation of a learning organization with the role of mediator of knowledge sharing in Azerbaijan Regional Electricity Company. In terms of purpose, this research is applied and in terms of the nature of the work method, it is descriptive-correlational and based on structural equation modeling. The target population in this study is all the employees of the Azerbaijan Regional Electricity Company, numbering 1307 people and at the level of three provinces (East Azerbaijan, West Azerbaijan and Ardabil). The statistical sample was selected using Morgan's table with the number of 297 people using proportional stratified random sampling. The tools used in this research are the standard questionnaires of the learning organization dimensions of Watkins and Marsik (DLOQ) and multifactorial transformational leadership of Bass and Ovlivie (MLQ) and Dixon's knowledge sharing. Structural Equation Model (SEM) and AMOS software were used to analyze the data and test the research hypothesis. The results showed that transformational leadership has a significant effect on creating a learning organization with the role of mediating knowledge sharing; Therefore, the transformational leadership through the mediation of knowledge sharing will lead to facilitating and promoting the creation of a learning organization in the Azerbaijan Regional Electricity Company.

The purpose of this study is to present a model of factors related to the learning organization based on knowledge leadership and learning levels in the organization of renovation, development and equipment of schools in the country. This research is a descriptive and correlational study that was conducted by survey method and the statistical population of the study includes all employees of the Organization for Renovation, Development and Equipping of Schools in the country. A total of 340 people participated in the study and the data collection tools were three questionnaires made by knowledge leadership, learning levels and factors related to the learning organization and a standard questionnaire of the learning organization. The reliability of the questionnaires was based on Cronbach's alpha in the questionnaire of factors related to learning organization (0.923), learning organization (0.893), learning levels (0.895) and knowledge leadership (0.871) and in order to analyze the data. Structural equation modeling method and SPSS and AMOS software were used. The results showed that the t-value in all paths between the variables is greater than 1.96 and as a result there is a significant relationship between all variables. Also, Also, the research findings showed that the model of these factors has a good fit. The results show that the factors related to the learning organization, knowledge leadership and learning levels were directly and significantly related to become learning Organization for Development, Renovation and Equipping schools of Iran and were approved.

The aim of this study was to investigate the relationship between comprehensive productive maintenance, TQM, supply chain management, learning organization characteristics and operational performance. In order to conduct research operations, the conceptual framework of the research was first presented by studying the theoretical foundations. In the next stage, by compiling and distributing a questionnaire among 180 people from the statistical population of the research consisting of senior, middle and operational managers aware of the subject under study, export companies of Golestan province were distributed randomly, the information needed to test research hypotheses was collected. Finally, 146 completed return questionnaires were covered by the structural equation modeling technique based on the partial least squares method. The results obtained based on this technique showed that the maintenance and repair of comprehensive productivity has a positive effect on total quality management, while the maintenance and repair of comprehensive productivity alone could not achieve an acceptable result to achieve operational performance and requires comprehensive quality management. . Another result obtained indicates the positive effect of total quality management and supply chain management and the mediating role of supply chain management in achieving operational performance between the two variables of total quality management and operational performance. In addition to these results, it was found that total quality management has a positive effect on the learning organization and the learning organization has an important role between total quality management and operational performance of export companies in Golestan province.

In today's world, relying on traditional knowledge is not possible to manage modern and new organizations and requires continuous training to strengthen and transfer knowledge in the organization. The purpose of this study is to provide strengthening solutions for the teaching organization model in universities. That is why it has tried to strengthen the model of the teaching university by using the views of the Teaching Organization. The teaching organization is a reinforced model of the learning organization. Therefore, in this study, a semi -structural interview was conducted using library studies on the various models of the reminder and learning organization with 19 academic experts selected by targeted judicial sampling. Among the participants in the interview are about 37 percent females and 63 percent males.  According to interviews conducted in the reminder organization, 836 significant propositions and five categories: a teaching perspective, ideas, values, decision -making and emotional energy were extracted, the results of the analysis of the interviews indicate the positive effects of the reminder components in universities and the greatest positive impact. The respectively of values, emotional energy, a teaching perspective, ideas, and decision -making in decision -making, the greatest influence on values and the least impact on the component of decision –making.

The purpose of this research is the effective antecedents on the learning organization with emphasis on the mediating role of knowledge leadership in the modernization organization, development and equipping of schools in the country. This research is a descriptive and correlational type of research that was conducted with quantitative data using a survey method. The statistical population of the research included all the employees of the renovation organization, who participated in the research by random-stratified sampling, 269 people, and the data collection tool was two questionnaires made by the researcher of knowledge leadership and factors related to the organization and a standard questionnaire of the Sange learning organization. The reliability of the questionnaires was obtained based on Cronbach's alpha in the questionnaire of related factors (0.923), learning organization (0.893) and knowledge leadership (0.871), and in order to analyze the data, structural equation modeling method and SPSS software AMOS was used. The results showed that the t value of all paths between research variables is greater than 1.96, and as a result, there is a significant relationship between all research variables. The findings of the research showed that the factors related to the learning organization based on knowledge leadership have a good fit in the organization of modernization, development and equipping of schools in the country. Also, the factors related to the organization, knowledge leadership and the learning of the organization were directly and meaningfully connected and confirmed.

The purpose of this study is to investigate the degree of interaction between the learning organization and the teaching organization and also to investigate the relationship between the components of the teaching organization with the learning organization and the components of the learning organization with the teaching organization and the interaction between them. In this study, by studying related researches and using content analysis and interviews with experts in this field, first the effective dimensions and components of learner and teacher were identified, then a questionnaire with 60 items was prepared and after confirming its validity and reliability using Cronbach's alpha of the questionnaire, according to the statistical population of 55 people using Morgan table, was distributed online among 48 professors who had a doctorate in management. Learning and learner dimension variables were measured and Kolmogorov-Smirnov test was used to match the quantitative data and Pearson correlation test was used to calculate the correlation between the variables. Findings showed that the highest interaction between teachable perspective and learning organization and team learning variable with teaching organization and the least interaction between learning organization with determination in decision making and teaching organization with mental models.

The purpose of this study is to define and design organizational learning model among the Iranian state banks employees. The research is carried out in the framework of qualitative approach by using grounded theory method. The Statistical Society of managers and staff of state banks, informants and elites of organizational learning of state banks such as university professors, researchers and those who have information from the structure of these banks which 15 people of them were selected by purposive sampling method. Semi-structured interviews were used to collect data; simultaneous analysis of interviews was performed using three stages of open, axial and selective coding. According to results, the organizational learning in the Iranian state banks was modeled in 5 category include: casual conditions(Individual skills, Mental models, Financial resources) , context(Cultural context, Political and economic context) intermediaries (Organizational rules, Common vision) , strategies(Performance management, Intellectual capital management, Create learning opportunities, Team learning, Systematic thinking) and results (Develop staff capabilities, Environmental adaption, Organizational success, Social learning).

Manpower, as the most valuable organizational resources, is the center of organizational approaches and activities and plays a key role in promoting the goals and aspirations of the organization. It should be noted that the most important factor that helps organizations in their activities is teaching and learning. The learning organization alone is not a sufficient factor to survive in today's highly competitive environment, and organizations need to teach and must become teaching organizations. . Teaching and learning together is a key element of teaching organizations among all members. Successful and leading organizations today have realized that by moving in the direction of human development and continuous improvement of their educational system, they can improve agility, efficiency, effectiveness, individual and organizational productivity and organizational performance. Therefore, learning and teaching is an essential factor for all organizations in the new era, and one of the basic tasks of organizations in this era is to create a suitable environment for the production and dissemination of knowledge. Therefore, considering the importance of teaching and learning in this study, we decided to investigate the effect of establishing a teaching organization on organizational agility and improving organizational performance.

With the rapid environmental changes that have taken place in recent decades and are constantly accelerating, traditional management is no longer a guarantee for the success of organizations. Therefore, the use of new management approaches is always considered by managers of organizations. One of these approaches is to use the benefits of the learning organization. The learning organization is an organization that has a high capacity in its culture to learn and adapt to the environment and change. . It is essential for organizations that their organizational culture supports organizational learning and facilitates the acquisition, improvement and transfer of required knowledge. In addition, trust between managers and employees has a great impact on the success of the learning organization. Because leaders profoundly influence the organizational culture and activities of the learning organization. The relationship between leadership styles and the learning organization is an important and vital issue. Leadership styles and organizational culture have an important relationship with the creation and development of the learning organization and encourage employees to use learning mechanisms; Therefore, in this article, an attempt has been made to examine the relationship between leadership styles and organizational culture on the functioning of the learning organization.

This paper, is aimed at assessing the learning organization dimensions in Iranian public banks (Melli, Sepah, Keshavarzi, and Maskan). We applied the Watkins and Marsick model, to study the level of organizational learning in above-mentioned banks. The paper, from user view, is an applied and in terms of its goal is a descriptive-survey one. The data were collected through the standardized DLOQ questionnaire which was designed based on seven-dimensional model of Watkins and Marsick. The questionnaire was distributed among 384 of the above-mentioned bank managers and staff   working at the Tehran branches. We used the SPSS software, version 21, to analyze the data. The findings of the study indicated that the public banks in Iran could be evaluated as weak and moderate on the continuum of learning Organization and that they were far from ideal learning organizations. Finally, to deal with the nonconformities with the learning organization specifications and reduce the gap between the current state and the ideal state of learning organization, some courses of action were suggested.