An Exploratory Study of Organizational Learning Culture and Its Impact on Employee Performance: Case Study of a Private Bank in Singapore

Abstract

With the exponential growth of data and technological advancement, knowledge is easily available and the ability to learn and adapt has become the new norm and aspiration in most organizations today. Hence, the emphasis of an organization should be on building a culture that is forward looking. The challenges ahead signal the need for organizations to reposition learning as a key management agenda to stay competitive and sustainable for the long haul. Drawing on the past studies related to learning organization and organization learning theories and its applications, this research provides refreshed insights on the nature and influence of four cultural variables, employee engagement; leadership role-modelling; knowledge sharing; and performance management in an organizational learning culture, each climatizing the learning environment and cultivating employees' positive behaviors within a private bank setting. Thus, having a structured learning mechanism and a supportive learning climate in which individuals and teams learn formally or informally are fundamental towards building a learning culture. Adopting the learning organization concept, the study proposed an integrated framework that shows the influencing factors, such as employee engagement, leadership, performance management, innovativeness and creativity that could impact employees' behaviors, leading to organizational performance. The results of this study indicate employees' behaviors are positively influenced by organizational culture. In evaluating the relevance of these relationships and variables, the reskilling and retraining of current workforce is a key priority on management agenda. The consideration for effective workplace learning and adaptive learning behaviors are necessary in a time crunch and rapidly changing environment as formal learning demands more time, effort and resources. Nevertheless, the balancing act between formal and informal learning interventions remain as challenging tasks in most organizations.