Trust, organizational climate and team learning enabling a communicating learning organization
Rapo, Jukka (2018)
2018
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Julkaisun pysyvä osoite on
https://urn.fi/URN:NBN:fi:amk-201904185541
https://urn.fi/URN:NBN:fi:amk-201904185541
Tiivistelmä
The purpose of this thesis is to investigate the relationship between trust, organizational climate and team learning. In recent years, many companies have come to recognize the important role team learning plays in achieving competitive ad-vantage. Also the learning organization status enables the case company to be more effective and at the same time individual resources can operate in more a relaxed and interesting working environment.
About 53 managers from the case company participated in the study. Using project management and relationship-based communication theory, four hypotheses were proposed in the study. Data were collected from managers using a web based questionnaire.
The results revealed that trust is a determinant of organizational climate, which, in turn, is a determinant of team learning. In other words, organizational climate plays a mediating role in the relationship between trust and the team learning. In addition, the results show how different types of trust can influence organizational climate.
This paper describes the responses of 53 managers in a global company in Finland and consequently a caveat about generalizability is appropriate notwithstanding the high-global esteem of Finnish competitiveness.
Practically, the management should also pay more attention to their informal communication particularly during meetings, because that enables trust and relationships within the team´s that can lead to team learning which is vital for team innovativeness.
About 53 managers from the case company participated in the study. Using project management and relationship-based communication theory, four hypotheses were proposed in the study. Data were collected from managers using a web based questionnaire.
The results revealed that trust is a determinant of organizational climate, which, in turn, is a determinant of team learning. In other words, organizational climate plays a mediating role in the relationship between trust and the team learning. In addition, the results show how different types of trust can influence organizational climate.
This paper describes the responses of 53 managers in a global company in Finland and consequently a caveat about generalizability is appropriate notwithstanding the high-global esteem of Finnish competitiveness.
Practically, the management should also pay more attention to their informal communication particularly during meetings, because that enables trust and relationships within the team´s that can lead to team learning which is vital for team innovativeness.