Research On The Relationship Between Organizational Learnjng, Knowledge Sharing And Employee, Innovation Behavior In IT Enterprises

With the arrival of the knowledge economy era, knowledge has become the mostvaluable capital in a modern enterprise. Knowledge acquisition and sharing are bothimportant factors for enterprise to win advantages of market competition. Theenvironment is more complex with the rapid development of information technology.The success of yesterday and today can’t guarantee tomorrow’s success. It’s especiallytrue for IT companies. IT companies as the integration of knowledge and technologyintensive, only innovation can improve their core competitiveness, stability anddevelopment, and the employee innovative behavior is the precondition oforganizational innovation. Besides, organizational learning is an important way topromote the employees to acquire knowledge. It can make the employee to makeprogress in study and also make the enterprise keep vigor. In one sense, we may saythat whether enterprise’s emphasis on organizational learning is bound to impact onemployee innovative behavior. Therefore, it is a crucial problem for the companies toadjust the organizational learning direction (including learning commitment, sharedvision and open mind). Only by doing this can an enterprise accelerate the process oforganization learning and further promote the staff’s innovation behavior.Based on the previous research, we found that related literature has paid too muchattention on the quantitative relationship between organizational learning andinnovation performance, while few studies have explored the mechanisms of impact oforganizational learning on innovation behavior. Although some scholars combineorganizational learning and innovation, it still has a big dispute on the question thathow organizational learning affect individual innovation. In addition scholars haveignored the role and influence of the different dimensions of organizational learning.In this study, we put organizational learning, knowledge sharing and employeeinnovation behavior in a unified research framework, knowledge sharing as anintermediary variable to explore the relationship between them. Firstly this papersummarizes the characteristics of IT companies, and reviews the related theory of theorganizational learning, knowledge sharing and employee innovative behavior. Thenaccording to the previous scholars’ research model, we raise a theoretical model and aseries of research hypothesis. Thirdly, on the basis of theories research, we explanationon the questionnaire design, the issuance and the callback of the questionnaire, and other issues. Through the ways of issuing paper questionnaire and online questionnairefor investigation organizational learning, knowledge sharing and staff innovationbehavior in IT enterprises. Finally, we use SPSS19.0to analyze the sample data, toverify this theory models and assumptions. And then draw a conclusion of this study.The results indicate that there is a positive correlation between organizational learningand knowledge sharing, knowledge sharing and employee innovation behavior. Thethree dimensions of organizational learning have significant positive influence onemployee innovation behavior, with open mind oriented is the strongest in influencedegree. Knowledge sharing plays an intermediary role between organizational learningand employee innovation behavior. In the end, combining with the research conclusion,we put forward a series of management inspiration to help IT enterprises to promoteemployee innovation.