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The relationship among learning orga...

University of Illinois at Urbana-Champaign.

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The relationship among learning organization culture, job satisfaction, and organizational commitment in the Lebanese banking sector and the effect of social patterns as moderator variables.

紀錄類型:	書目-電子資源 : Monograph/item
正題名/作者:	The relationship among learning organization culture, job satisfaction, and organizational commitment in the Lebanese banking sector and the effect of social patterns as moderator variables./
作者:	Dirani, Khalil M.
面頁冊數:	210 p.
附註:	Adviser: Peter K. Kuchinke.
Contained By:	Dissertation Abstracts International68-11A.
標題:	Education, Adult and Continuing. -
電子資源:	http://pqdd.sinica.edu.tw/twdaoapp/servlet/advanced?query=3290220
ISBN:	9780549339557

The relationship among learning organization culture, job satisfaction, and organizational commitment in the Lebanese banking sector and the effect of social patterns as moderator variables.
Dirani, Khalil M.

The relationship among learning organization culture, job satisfaction, and organizational commitment in the Lebanese banking sector and the effect of social patterns as moderator variables. - 210 p.

Adviser: Peter K. Kuchinke.

Thesis (Ph.D.)--University of Illinois at Urbana-Champaign, 2007.

The growing interest developed around the learning organization concept and its impact on work-related outcomes in the West has not been matched yet in other parts of the world. The purpose of this quantitative study was to identify the relationships among social patterns of individualism and collectivism, aspects of the learning organization culture (Marsick & Watkins, 2003), employee job satisfaction and organizational commitment.

ISBN: 9780549339557Subjects--Topical Terms:

626632
Education, Adult and Continuing.

The relationship among learning organization culture, job satisfaction, and organizational commitment in the Lebanese banking sector and the effect of social patterns as moderator variables.
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245 1 4 $a The relationship among learning organization culture, job satisfaction, and organizational commitment in the Lebanese banking sector and the effect of social patterns as moderator variables.
300 $a 210 p.
500 $a Adviser: Peter K. Kuchinke.
500 $a Source: Dissertation Abstracts International, Volume: 68-11, Section: A, page: 4576.
502 $a Thesis (Ph.D.)--University of Illinois at Urbana-Champaign, 2007.
520 $a The growing interest developed around the learning organization concept and its impact on work-related outcomes in the West has not been matched yet in other parts of the world. The purpose of this quantitative study was to identify the relationships among social patterns of individualism and collectivism, aspects of the learning organization culture (Marsick & Watkins, 2003), employee job satisfaction and organizational commitment.
520 $a The study was conducted in five major banks and associated branches in Lebanon. A sample of 922 service employees was administered paper-and-pencil questionnaires with 298 useable cases obtained with a response rate of 33 percent. The final questionnaire consisted of six parts including: (a) Learning organization culture (Watkins & Marsick, 1997), (b) organizational commitment (Mowday, Steers, & Poter, 1979), (c) Job satisfaction (Weiss, Dawis, England, & Lofquist, 1967), (d) social patterns (Triandis, 1995), (e) demographics, and (f) open-ended questions. Instrument was translated to Arabic using back-and-forth translation. Content validity, face validity, and reliability analyses were run. Data analysis included generating descriptive statistics and conducting correlational and multiple regression tests to answer the guiding research questions.
520 $a Results showed that learning organization culture dimensions were positively and significantly related to organizational commitment and positively and significantly related to intrinsic, extrinsic and overall job satisfaction. In addition, organizational commitment was positively and significantly correlated to intrinsic, extrinsic and overall job satisfaction.
520 $a Regression results of the interaction between social patterns and learning organization dimensions revealed that whether individuals were more individualistic or collectivistic in their behavior, there was no change in the relationship between learning organization culture and organizational commitment or job satisfaction. Thus, this study confirmed that whatever individuals' social patterns were, their preferences regarding learning, job satisfaction and organizational commitment did not change.
520 $a This study provided evidence on the applicability of the dimensions of the learning organization culture in the Lebanese context. Identifying such factors and feeding major findings back to the organization, it is expected that human resource development researchers and practitioners will better understand and evaluate their organizations' performance and be able to implement organizational development interventions in support of learning culture at all levels.
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791 $a Ph.D.
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