An Empirical Study Of Organizational Learning And Organizational Innovation Capability

In the era of knowledge economics, innovation is the key of an organization. Therefore, more and more attention has been paid on innovation capability of organization. Organizational learning is an important determinant that influences innovation capability of an organization; meanwhile, high performance work system is another factor that affects innovation capability. It is found that high performance work system may moderates the relationship of organizational learning and innovation capability through review of relevant literature. The main purpose of this research is to do empirical research on the relationship of organizational learning, innovation capability and high performance work system based on some research methods and results of scholars in China and overseas, in the approach of questionnaire.This research chooses four provinces-Jiangsu, Shandong, Anhui and Jiangsu as samples, tests whether high performance work system serves as moderator for organizational learning and innovation capability. It attempts to start from the angle of high performance work system, makes an in-depth empirical research and theoretical exploration on the moderating effect of high performance work system.This research makes a review on the literature such as organizational learning, innovation capability and high performance work system. Three constructs that commitment to learning, sharing vision and openness to mindset posed by Sinkula, Baker and Noordewler from the angle of market information are adopted to measure organizational learning. Sorting method for organizational innovation capability posed by Daft in1978was adopted in this research, which classifies innovation capability into technological innovation capability and management innovation capability. Technological innovation includes innovation on product, research and development as well as procedure; management innovation includes innovation on strategy and services. High commitment work system posed by Zhixing Xiao and Bj6rkman (2006) was also adopted by this paper for the measurement of high performance work system.Four hypotheses are posed in this paper,502questionnaires are returned through paper questionnaires and e-mails. The following conclusions are drawn through the analysis of SPSS:organizational learning is positive relevant to organizational innovation capability. The three dimensions such as commitment to learning, shared vision and openness to mindset are all positive relevant to innovation capability, the higher the degree of commitment to learning is, the stronger the innovation capability is; the more the members of organization share the vision, the stronger the innovation capability is; the higher the openness of mindset, the stronger the innovation capability is. High performance work system serves as moderator as organizational learning and innovation capability. Compared with organizations without high performance work system, the relationship between commitment to learning, shared vision, openness to mindset and organizational innovation capability is stronger in the organizations with high performance work system.