Studying the Impact of Job Self-determination of Employees on Individual and Organizational Performance Improvement, through Intermediary of Individual Learning and Organizational learning

The purpose of this study is to investigate the relationship between job selfdetermination of employees with individual and organizational performance through intermediary of individual and organizational learning. The research method is descriptive-correlation and was based on structural equation modeling. Statistical population includes all staff of Economic Affairs and Finance Organization and general administration of Tax Affairs of Hamadan province comprised of 605 people, and the sample size of 235 subjects was determined based on the Cochran formula. In order to get data, five questionnaires were used with the following items: job self-determination, individual learning, organizational learning, individual performance and organizational performance. The validity of questionnaires was assessed by Confirmatory Factor Analysis, and the reliability of instruments was examined using Cronbach’s Alpha test 89, .92, .93, .87 and .91 respectively. The data analyzed after collecting by SPSS and LISREL. Results show direct effect of job self-determination on individual learning, organizational learning, individual performance and organizational performance is positive and significant. In addition, indirect effect of job self-determination on individual and organizational performance with intermediary of individual learning is positive and significant. Furthermore, indirect effect of job self-determination on individual and organizational performance with intermediary of organizational learning is positive and significant. Based on the results, managers can focus on support of employee’s job self-determination on individual and organizational learning mechanisms and thereby improve individual and organizational performance.