Survey of Relationships between Learning Culture and Motivation with Readiness for Organizational Change in Iran National Petrochemical Industry Companies

پژوهش نامه مدیریت تحول

Article 5, Volume 8, Autumn & Winter 2017 - Serial Number 16, February 2017, Pages 114-139   

Document Type: Articles

DOI: 10.22067/pmt.v8i16.50241

Authors

ali najafi^{* 1}; hamid rahimian²; akbar bashkouh³

¹Allameh Tabataba'i University

²educational administration

³sarab noor payam universty

Abstract

1- Introduction
Among features and essential requirements of new organizations, their formation is based on learning on one hand and their facing with increasing changes on the other hand. The Interaction between learning culture and motivation for organizational change, persuades organizations to adapt to the accelerating changes of the world today. Specialists of change say that organizational readiness for change is an important prerequisite for its successful adoption and implementation.
If organizations want to stay in a competitive state, they have to be prepared for change. Therefore, this research is intended to identify the role of these factors in preparing organizational change at the National Iranian Petrochemical Company.
2- Theoretical Framework
Learning is one of the most important mechanisms for adapting to the changing world. Learning is a complex process which has the potential to change behavior. Studies show that organizational learning culture improves individual and group learning and thus improve organizational performance. In general, learning culture is an "equality culture" In order to facilitate continuous improvement and adaptation to environmental changes, specific norms are defined and employees feel valued.
According to Armenikia and Harris (2002), the process of change occurs in three stages: Preparation, compatibility and institutionalization. Readiness for change is the first step of the change process enabling the organization to quickly understand the need for change and respond appropriately to it.
Past research has linked the need for success and readiness for change. Other studies have linked individual flexibility with higher levels of acceptance of change. In addition, various studies have examined the role of organizational culture with elements such as social communication, trust and participation in the change process. Another intermediate variable in preparing for change in organizations is learning motivation and transfer motivation. According to Sladoljoio, Cornago and SpielJak (2005), learning motivation has impact on the need for the growth of individual autonomy.
3- Research Methodology
The research method of this study, in terms of its nature, is descriptive, and in term of survey, it is an analytical one. The statistical population of the research was the staff of Iran National Petrochemical Company, and according to Morgan's table, 250 people were selected by simple random sampling method. Data collection questionnaire are Watkins and Marsink Learning Cultivators (2003), Learning Engagement by Cheng et al. (2010), Holton Transfer Motivation (2005) and preparing for organizational change by Bo Kong and colleagues (2009).
For data analysis, structural equation modeling and Smart PIS number 2 Version Software were used. Data collection method is library-field type. First, descriptive analysis of data was performed using PSE 16 software then the model was investigated using structural equation modeling.
4- Research Findings
Research results show that the readiness to change is affected directly and through the motivation of the learning culture. Also, there is a meaningful relationship learning between learning culture with learning variable's intermediary and learning motivations.
On the other hand, there is no meaningful relationship between learning culture and readiness to change. With respect to the values of T, the path of learning culture to motivation and its motivation path to the readiness to change at a 99% confidence level was confirmed. Therefore, the motivation and readiness of employees to implement organizational changes is significant.
5- Discussion and Conclusion
According to the results obtained from the hypothesis test and considering the standard regression coefficient, it can be argued that the relationship between organizational learning and employees’ readiness to change in the National Iranian Petrochemical Company is not in a favorable situation. Therefore, it is necessary to pay attention to organizational learning in order to prepare for change. In this regard, it is recommended to make preparations for change in the first step, and evaluate the organizational culture of the company. The suggestion that Naimatullah. Sh, Irani. Z, & Sharif. M, (2016) and Johansson. C, Aström. S, Kauffeldta. A, Helldinc. L, & Carlströmd. E, (2013) have described as an important step in preparing for organizational change. In this context, it is better to use modern educational methods such as learning communities, learning tours, meetings of reflection, journal clubs, educational packages, and multimedia. In the field of team learning, it is better for the company to provide training for employees. Also, considering that the component of learning and transfer motivation in this study is considered as a mediator variable, it is necessary to pay special attention to the managers of the company. Researchers such as Navoquola and Nicolao (2005) and Nordin (2011) have identified this component as an important step for successful organizational change.

Keywords

Learning culture; Learning motivation; Transfer of learning; Readiness for organizational change

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