The Mediating Role of Electronic Human Resource Development and Employee Innovation Capability in the Impact of Learning Capacity on Organizational Strategic Performance (A Case Study of Ministry of Communications and Information Technology of Iran)

Document Type : Original Article

Authors

1 Assistant Prof., Department of Information and Society Research, Iranian Research Institute for Information Science and Technology (IRANDOC), Tehran, Iran.

2 Assistant Prof., Department of Information Technology Management, Information Technology Research, Iranian Research Institute for Information Science and Technology (IRANDOC), Tehran, Iran.

3 MSc., Department of Information Technology Management, Payame Noor University, West Tehran Center, Tehran, Iran.

Abstract

Background & Purpose: Today, the expansion of the knowledge-based economy paradigm has doubled the need to promote the organization's learning capacity to achieve superior strategic performance. Based on previous studies, it seems that although organizational learning capacity is related to organizational performance, its impact on performance is not direct. Learning capacity, due to the tendency to acquire, use, share and ultimately disseminate knowledge, stimulates employees' innovation capabilities. On the other hand, organizational learning capacity, due to the encouragement of collective learning, is one of the main drivers of the development of electronic human resources in order to automate, improve, and accelerate communication and performance processes. Thus, this study, based on the definition of the problem and the literature, seeks to investigate the mediating role of electronic human resource development and employee innovation capabilities in the impact of organizational learning capacity on the strategic performance of the organization.
Methodology: The statistical population includes employees of Iran’s Ministry of Communications Information Technology, from which 162 persons have been selected by available random sampling. The data collection instrument is a questionnaire, and data analysis has been done through modeling structural equations using the least squares method (PLS).
Findings: In this study, the direct, indirect, and total learning capacity effects on strategic performance have been explored. The results show that in relation between learning capacity and strategic performance, the indirect effect is stronger than the direct effect, which means that the variables of electronic human resource development and employee innovation capabilities mediate the effect of learning capacity on strategic performance.
Conclusion: In order to use of the organizational learning capacity effectively and improve strategic performance of organization, managers need to pay attention to the development of electronic human resources as well as improve the innovation capabilities of employees. In this regard, in the present study in the field of electronic human resource development as well as employees’ innovation capabilities, some management solutions have been proposed.

Keywords

References

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Journal of Human Resource Management
Volume 11, Issue 4 - Serial Number 42
December 2022
Pages 149-173

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History

  • Receive Date: 14 October 2021
  • Revise Date: 27 October 2021
  • Accept Date: 01 January 2022

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