Organizational Design and Organizational Learning: The Moderating Role of Innovative Behavior and Team Psychological Empowerment in the Case of an International Sustainable Mobility Provider

Abstract

We have investigated how organizational design facilitates organizational learning in the age of digital economy at exploring the cross-level interplay. In this inductive case study of a sustainable mobility provider, we conducted a three-level coding procedure. We found evidence for two moderators - innovative behavior at the individual level and team psychological empowerment at the team level - to propose the conceptual model of their interplay with regard to predicting organizational learning. Based on these findings, we developed a conceptual model of the cross-level interplay between organizational design and the moderating role of innovative behavior and team psychological empowerment in stimulating organizational learning. Specifically, we found support for three facets of innovative behavior - idea generation, idea promotion, and idea implementation at the individual level. In addition, we identified four facets of team psychological empowerment at the team-level - team potency, team meaningfulness, team autonomy, and team impact - which act as moderating mechanisms in predicting organizational learning.Alternate abstract:Preučili smo, kako v okviru raziskovanja medsebojne interakcije organizacijski dizajn spodbuja organizacijsko učenje v dobi digitalne ekonomije. V induktivni studiji primera ponudnika trajnostne mobilnosti izvedemo tri-stopenjski postopek kodiranja. Ugotovitve študije primera izpostavijo dva moderatorja - inovativno vedenje na individualni ravni in timsko psihološko opolnomočenje na ravni tima - na podlagi katerih predlagamo konceptualni model medsebojne interakcije za razumevanje organizacijskega učenja. Razviti konceptualni model prikazuje medsebojno interakcijo organizacijskega dizajna ter moderacijski vlogi inovativnega vedenja in timskega psihološkega opolnomočenja pri spodbujanju organizacijskega učenja. Natančneje, identificirali smo tri vidike inovativnega vedenja - ustvarjanje idej, promocijo idej in implementacijo idej na individualni ravni ter štiri vidike timskega psihološkega opolnomočenja na timski ravni - zmožnosti tima, smiselnost tima, avtonomnost tima in vpliv tima - ki delujejo kot moderacijski mehanizmi pri napovedovanju organizacijskega učenja.