The Relationship Between Organizational Culture Team Learning And Team Performance

Under the current complex and ever-changing circumstances, more and more people realize the importance of team learning. It has become one of the most important topics in theory and practice that how to raise the team efficiency by promoting team learning. To sum up the previous studies, we find that in the study on the influence factors of team learning, most of scholars only study on the inside factors of organization but pay little attention to outside ones. At present, our knowledge of team learning in different culture backgrounds is still in the explorative stage. This dissertation will introduce organizational culture which is an outside variable. We aim at exploring the influence of organizational culture on team learning as well as team efficiency through empirical study.Firstly, this dissertation determines study instrument and summarizes the concept and model of team learning and organizational culture. Team learning chooses the scale exploited by Zhang Jing, organizational culture chooses the OCAI scale of Cameron and Quin, team efficiency chooses the scale translated and perfected by Chen Guoquan and tests validity. Then, the team members from project drive team are determined as the research object and issued questionnaires,367 valid ones of which are collected. The valid collecting rate is 91.75%. We explore the influence of organizational culture on team learning as well as its influence on team performance through the correlation analysis and regression analysis.This paper mainly measures the team learning from aspects of behavior. It analyses the influence of organizational culture on team learning as well as its influence on team performance. The main conclusions of this paper:organizational culture has an impact on team learning. In the four dimensions of organizational culture, a part of these dimensions have remarkable influence on team learning. But in generally speaking, organizational culture is not the key and effective factor to team learning, it influences on team efficiency through influencing team learning, which means team learning is intermediate variable between organizational culture and team efficiency. This dissertation also points out the limitations: the samples are little in amount and narrow in scope. They only focus on computer related industries and traditional manufacture teams. There are always some kinds of organizational culture style, so it is difficult to see the influence organizational culture on team learning, and to some extent, weakens its influence on team learning as well as team efficiency.