Organizational Learning Culture, Learning Transfer Climate and Perceived Innovation in Jordanian Organizations

By Reid Bates, Samer Khasawneh. 2005

411 citations recorded by the source corpus.

Subfields: Applied Psychology, Communication, Organizational Behavior and Human Resource Management

View Paper: https://www.semanticscholar.org/paper/a5c6325376639fb941deb72d0c07518abf8be9ff

How researchers see this paper

The researchers whose trusted networks rank it highest, strongest advocate first. Every researcher gets a different order.

In Applied Psychology

1. John-Paul Hatala
2. Elwood F. Holton III
3. Reid Bates
4. K. Moores
5. Stephen Boyle
6. Abdul Rahim Zumrah
7. Wen-Jung Chang
8. Victor Y. Haines III

In Communication

1. K. Moores
2. B. Pool
3. Steve Pool
4. Shu-Hsien Liao

In Organizational Behavior and Human Resource Management

1. John-Paul Hatala
2. Elwood F. Holton III
3. Reid Bates
4. K. Moores
5. Stephen Boyle
6. Abdul Rahim Zumrah
7. B. Pool
8. Wen-Jung Chang

Citations in the corpus

• Performance management effectiveness: practices or context? (2012, background): “Rouiller and Goldstein 1993 ; Bates and Khasawneh 2005 ) and not just the training activity itself.”
• The link between organizational learning culture and customer satisfaction: Confirming relationship and exploring moderating effect (2013, background): “It “supports the acquisition of information, the distribution and sharing of learning”, and it “reinforces and supports continuous learning and its application to organizational improvement” (Bates and Khasawneh, 2005, p. 99).”
• Paradigms and Theory Building in the Domain of Business Families (2009, background): “This resource has the capacity to enhance firms’ innovativeness (Baker & Sinkula, 1999; Bates & Khasawneh, 2005) and performance.”
• Training Transfer: An Integrative Literature Review (2007, neutral): “…(Khasawneh, Bates, & Holton, 2004; Yamnill & McLean, 2005) and to conduct correlational studies involving learner and organizational variables (Bates & Khasawneh, 2005; Seyler et al., 1998), there has been no published work linking the use of the LTSI to actual improvement in transfer…”
• A management development model (2007, background): “Technological advancement, dynamic customer demands, increasing globalization, the blurring of organizational boundaries, and increasing competition combine to produce organizational environments’ that are more turbulent than ever before (Parry and Proctor-Thompson (2003) and Bates and Khasawneh (20”
• A revised learning transfer system inventory: factorial replication and validation (2012, background): “…(Myers 2009), motivation to transfer (Seyler et al. 1998), changes in job performance as a result of learning transfer (Bates, Kauffeld, and Holton 2007; Bates et al. 2000; Fitzgerald 2002), organizational performance (Bates et al. 2007) and organizational innovation (Bates and Khasawneh 2005).”
• The effects of perceived organizational support and job satisfaction on transfer of training (2015, background): “The use of the translated version increased the readability among the respondents (Bates and Khasawneh, 2005) and also increased the likelihood that the instrument would operate in this new target culture similarly to the original culture in which it was developed (Velada et al.”
• Impacts of Leadership on Project-Based Organizational Innovation Performance: The Mediator of Knowledge Sharing and Moderator of Social Capital (2017, background): “Previous studies investigated many factors that predicted organizational innovation, including organizational strategy [13], organizational learning [14], communication and engagement of stakeholders [15] and positive expectations of innovation from the team [16].”