Empirical Research Of The Influence Of Organizational Support And Management Control On Organizational Learning

The purpose of this research is to compare two different organizational management mechanisms, Organizational Support and Management Control, in their influence on Organizational Learning. Previous researches reveal that Organizational Support contributes to exalt employee's emotional commitment to the organization, stimulates employee's learning motivation, and increase employee's initiative in learning. While Management Control promotes organizational learning by driving and guidance, and mainly influences the organizational learning frequency and other variables easy to observe and evaluate, but is of little relation to employee's initiative in learning.This paper's object is to conduct empirical research on the middle and small sized high-tech enterprises in our country. The study validates hypothesizes and makes some new conclusions different from the previous research findings:First of all, Management Control has positive influence and effect on organizational learning frequency and organizational learning initiative. Management Control is the more significant and effective organizational management mechanism to drive organizational learning;Secondly, Organizational Justice is an medi-variable managing the relation between Management Control and Organizational Support. Management Control mechanism, with performance management at the core, exerts indirect effect on Organizational Support through influencing organization justice. Establishing a fair performance evaluation mechanism is the premise of Management Control and Organizational Support.Next, in comparison to Management Control, Organizational Support does not have so prominent influence on organizational learning. Furthermore, when the perfection of Organizational Learning 'Ba' in enterprise is considered, the influence of Organizational Support on Organizational Learning is no longer important.This paper holds this opinion that, the technology development level of an enterprise, its stage of organizational learning, as well as cultural background, are significant potential factors that influence relation between organizational management mechanisms and organizational learning. Currently, in our country, the middle and small sized high-tech enterprises have low technology development level, and still reside at the stage of technology import. For these enterprises, learning by imitation, obtaining explicit knowledge and cumulating experience from internal and external worlds is a fundamental link of organizational learning. Furthermore, the main body of the current business operation of these enterprises is transformation of knowledge and technology and market promotion. In such a situation, if the enterprise merely emphasizes establishing a corporate culture based on Organizational Support and lacks correct guidance and controlling mechanism, low-efficiency and repetitiveness of learning will occur. At this moment, the application of three Management Control mechanisms which are outcome control, strategic control and behavioral control will increase the efficiency and effect of organizational learning.Based on those conclusions above, the author propose that the managers in current Chinese middle and small sized high-tech enterprises should reinforce and perfect outcome control, strategic control, and behavioral control to prompt organizational learning. They should not solely emphasize enterprise culture. In addition, considering the vital role of "Ba" in organizational learning, we need strengthen improvement on "Ba", so as to provide organizational learning with a reasonable and convenient situation for knowledge exchange.