Antecedents and Consequence of Organization Learning Capability in a Malaysian Government-linked Company (GLC): A Case Study in Malaysia Airports Holdings Berhad

Faktor-faktor dan Kesan Keupayaan Pembelajaran Organisasi di sebuah Syarikat-berkaitan Kerajaan Malaysia: Kajian Kes di Malaysia Airports Holdings Berhad

Abstract

The academic community and practitioners have displayed heightened attention towards organizational learning, especially as a tactical instrument. It is typically wielded in amplifying the principal competence of an organization and generating its driven benefits to achieve success. Extension in the field has resulted in the conceptualization of the organizational learning capability, which underlines the significance of the factors that expedite organizational learning or organizational inclination for learning. However, minimal amount of research has been done with focus on affiliated factors that may advance its progress despite documented literary values. Regardless, human resource management practices and servant leadership are some of the exemplary factors found to be strong predictors for organizational learning capability. Scholarly interest in correlating organizational learning capability with organizational commitment is also minimal, thereby necessitating deeper investigation to analyse such association. Recognizing the gap in linking or integration among human resource management practices, servant leadership, organizational learning capability and organizational commitment together, this has spurred this research, which aimed to explore the antecedents of organizational learning capability and its resulting aftermath in Malaysia Airport Holdings Berhad. Data collection was undertaken by implementing the quantitative approaches consecutively using a sample of 330 employees of the organization. Then, the PLS-SEM software (Partial Least Square - Structural Equation Modelling) was employed to analyse the hypotheses. It culminated in outcomes that supported the all-inclusive hypothesized relationships between the two predictors, i.e., human resource practices and servant leadership respectively and organizational learning capability. A correlation between organizational learning capability and organizational commitment was found. Moreover, this work has also contributed theoretically in several ways, thus imparting supplementary insight regarding the antecedents and aftermath of organizational learning capability specifically in a Malaysian Glc. In a nutshell, this research contributed in further augmenting the comprehensive landscape of antecedents and aftermath of organizational learning capability in Malaysia.

Pembelajaran organisasi telah menarik perhatian dan minat di kalangan para ahli akademik dan pengamal industri, dan dilihat sebagai pendekatan strategik bagi meningkatkan kekompetenan organisasi dan mencipta kelebihan bersaing sesebuah organisasi untuk berjaya. Lanjutan dari kajian pembelajaran organisasi ini, konsep keupayaan pembelajaran organisasi muncul dengan memberi penekanan kepada faktor-faktor pemboleh pembelajaran organisasi atau pencetus kepada organisasi untuk belajar. Walaupun bidang ini diperakui kepentingannya, namun penumpuan terhadap kajian ini masih ada kekurangan terutamanya kajian faktor-faktor yang berkaitan untuk memperkembangkan bidang ini. Faktor seperti amalan pengurusan sumber manusia dan kepimpinan servant dikenalpasti sebagai perkaitan yang kuat terhadap keupayaan pembelajaran organisasi. Selain itu, kajian menunjukkan hanya sedikit kajian yang menumpukan perkaitan di antara keupayaan pembelajaran organisasi dan komitmen organisasi. Justeru, kajian yang lebih mendalam diperlukan untuk menganalisa perkaitan yang berkenaan. Dengan mengenalpasti adanya jurang kajian yang menghubung dan mengintegrasikan amalan pengurusan sumber manusia, kepimpinan servant dan komitmen organisasi, maka kajian ini dijalankan bertujuan untuk mengkaji peramal keupayaan pembelajaran organisasi dan hasilnya di Malaysia Airport Holdings Berhad. Kajian kuantitatif diaplikasikan untuk pengumpulan data secara perkadaran dengan sampel seramai 330. Perisian PLS-SEM (Partial Least Square-Structural Equation Modelling) diaplikasikan untuk mengkaji hipotesis kajian. Dapatan kajian menyokong keseluruhan hipotesis hubungan di antara dua peramal iaitu amalan pengurusan sumber manusia dan kepimpinan servant terhadap keupayaan pembelajaran organisasi. Pembelajaran organisasi didapati turut berkaitan dengan komitmen organisasi. Kajian ini membuat beberapa sumbangan teoritikal dan memberikan pengisian berkenaan penyebab dan hasil keupayaan pembelajaran organisasi khususnya di syarikat-berkaitan kerajaan Malaysia. Pendek kata, kajian ini membantu memberikan gambaran yang lebih menyeluruh berkenaan penyebab dan hasil pembelajaran organisasi di Malaysia.