Explaining the mediating role of organizational learning capacity in the relationship between intellectual capital and organizational learning with job performance

This study aimed to explain the mediating role of organizational learning capacity in the relationship between intellectual capital and organizational learning with job performance. Methodology of the research was descriptive-correlative. The statistical population consisted of the staff of the Education Department of Sanandaj city in the academic year of 1398-1399 with 503 people. The sampling method was random. The sample size according to the Kregci-Morgan model was considered 215 persons. For data collection, intellectual capital questionnaire of Bunites (2001), organizational learning of Chuwa (2007), organizational learning capacity questionnaire of Neef (2001) and job performance questionnaire of Paterson (1988) were used. Validity of the tools was confirmed by the professors of education and psychology. Data were analyzed using two software’s Spss vs. 22 and lisrel. 8/50 and analyzed by structural equation modeling. The results showed that variables of organizational learning capacity and organizational learning directly and the variables of intellectual capital and organizational learning indirectly have a significant impact on employees' job performance through the variable of organizational learning capacity (P<0/05). It is suggested that efforts to strengthen intellectual capital and provide support for enhancing organizational learning and improving organizational learning capacity as a serious priority are suggested.