The relationship between organizational learning and employee innovation performance: The dual mediating effects of knowledge-sharing propensity and the psychological contract
Keywords:
knowledge sharing, organizational learning, psychological contract, innovation performanceAbstract
Purpose- This study investigates the mediating role of knowledge sharing propensity and psychological contract between organizational learning and employee innovation performance based on social exchange theory and psychological contract theory.
Design/methodology/methodology- Data from 184 valid samples were collected through a three-stage follow-up corporate employee survey and statistically analyzed using statistical software SPSS 26 and Amos 24.
The study found that organizational learning has a positive impact on knowledge sharing tendencies, psychological contracts, and employee innovation performance. Both knowledge sharing tendencies and psychological contracts have a positive influence on employee innovation performance. Additionally, knowledge sharing tendencies and psychological contracts play a mediating role in the relationship between organizational learning and employee innovation performance, with the mediating effect of psychological contracts being stronger than that of knowledge sharing tendencies.
Originality/value- The findings provide a theoretical basis and guide practice for organizations that improve employee innovative performance.
Corresponding author: Mengting Hu (email: mengtingh822@gmail.com)
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Copyright (c) 2023 Xiuying, Mengting Hu, Chunyu Zhang (Author)
This work is licensed under a Creative Commons Attribution 4.0 International License.
Articles published in the Journal of Advanced Managerial Psychology are licensed under the Creative Commons Attribution 4.0 International License (CC BY 4.0).
This license permits unrestricted use, distribution, and reproduction in any medium, provided the original author and source are properly credited.
