Study On The Impacts Of Organizational Learning On Organizational Change

With the development of science and technology and the advent of knowledge economy era, the environment in which organization exists become complex. Especially for the businesses, what they face are domestic and foreign intense competition, diversified customer needs and the fast advances of product (technology). In order to survive better they have to change. Nevertheless, there is a investigation which shows that80%of the change activities didn’t achieve the desired outcomes in the organizational change. Therefore, the study about how to improve the success rate of organizational change has become the focus of academic research. After the organizational learning was put forward, it provides the study on the problem of organizational change with new ideas. Although there is no shortage of research results on the relationships between organizational learning and organizational change, few scholars discuss the interaction between them. So this paper bases on the former research to make the organizational inertia play the mediating role and try to explore the relationships among organizational learning, organizational inertia and organizational change in order to open the "black box" that exists in their internal impacts.At first, the scale tables of the three variables were constructed, which made use of previous research results, then to form the initial measurement questionnaire. On the basis of the small sample survey, we use SPSS17.0statistical software to do the reliability analysis and exploratory factor analysis to determine the different dimensions of each variable. We adjust to the pre-test questionnaire based on the initial analysis results to get the formal questionnaire. Then the SPSS17.0software was applied for the descriptive statistical analysis and reliability analysis on the formal research data, and Amos7.0statistical software was applied for confirmatory factor analysis. The result shows that the formal sample data can be made use of structural equation model test.Next, the structural equation models which are used for describing the relationships among organizational learning, organizational inertia and organizational change are formulated on the basis of the document literature and the research data above and Amos7.0software are applied for the models’ fitness between the data and the models. The results are that organizational learning has a negative impact on organizational inertia; organizational inertia exerts a negative impact on organizational change; organizational learning has a positive effect on the organizational change, and the organizational inertia acts as a medium between organizational learning and organizational change.Finally, according to the analysis of research results of the structural equation models, we think that the firms should pay much attention to the activities of organizational learning, establish a strong learning atmosphere in the organization and encourage the members to share the knowledge in order to make the organizational learning become the solid backing that is able to improve the success rate of organizational change.