Learning organization dimensions and motivation to transfer learning in large firm information technology employees

This study examined the relationship between learning organization dimensions and motivation to transfer learning. The population involved was IT employees in large firms in the United States. IT employees were selected because of industry expectations for ongoing learning and development. IT employees are expected to engage in learning activities in response to the rapid and ongoing changes involved in working with computer hardware and software. It has been argued that IT employees' motivation to learn is important for individual and organizational success.; Learning organization dimensions and motivation to learn were primarily measured using previously validated survey items. The seven learning organization dimensions under investigation were: (1) create continuous learning opportunities; (2) promote inquiry and dialogue; (3) promote collaboration and team learning; (4) empower people toward a collective vision; (5) establish systems to capture and share learning; (6) connect the organization to its environment; and (7) provide strategic leadership for learning. The survey items used were found to have acceptable levels of reliability. The results indicated that learning organization dimensions explained a relatively small amount of the variance associated with motivation to transfer learning. Suggestions for future study of learning organization and motivation to transfer learning including longitudinal studies and interorganizational comparisons are provided.