Impacts of Strategic Learning Practices on Employees’ Commitment in Small and Medium-Sized Enterprises (SMEs) Engaged in Agriculture and Protein Food Production Sectors in Guilan Province
محورهای موضوعی : Environmental policy and management
Elham Sedighi Pashaki
1
(M.A In Business Management, Rasht Branch, Islamic Azad University, Rasht, Iran)
Kambiz Shahroudi
2
(Assistant professor, Department of Industrial Management, Rasht Branch , Islamic Azad University, Rasht, Iran)
Mehdi Fadaei
3
(Assistant professor, Department of Industrial Management, Rasht Branch , Islamic Azad University, Rasht, Iran)
کلید واژه: Learning organizations, Strategic learning practices, Employees’ commitment,
چکیده مقاله :
The survival of the firms depends on the adoption of techniques and methods for encouraging learning among people. On other hand, it is necessary to have an attitude for interaction and endeavour in order for the learning to be built and conserved. Therefore, committed people in organizations have always been emphasized as a driving force of the extension and creation of learning. The aim of this study was to examine the impact of strategic learning practices on employees’ commitment in small and medium-sized sized enterprises (SMEs) engaged in agriculture and protein food production sectors in Guilan Province. The statistical society was composed of 650 key people of SMEs in agriculture and food sector in Guilan Province. Stratified sampling method was applied. Tseng’s standard questionnaire was used as main tool for data collection. The research is a practical study in terms of objective and a correlation-based descriptive studied in terms of data collection methodology. Descriptive statistics were used for data analysis and stepwise regression was used for inferential statistics. In inferential section, Pearson’s coefficient of correlation was used to examine the relationships between strategic learning methods and people’s commitment. Furthermore, stepwise regression was used to examine the impact of various aspects of strategic learning methods on people’s commitment. SPSS Software Package was applied for statistical analyses. It was found that strategic learning practices were significantly correlated with employees commitment. Based on the regression results, create system, strategic leadership and empower people were ranked as the first, second and third strongest factors influencing employees’ commitment, respectively.
The survival of the firms depends on the adoption of techniques and methods for encouraging learning among people. On other hand, it is necessary to have an attitude for interaction and endeavour in order for the learning to be built and conserved. Therefore, committed people in organizations have always been emphasized as a driving force of the extension and creation of learning. The aim of this study was to examine the impact of strategic learning practices on employees’ commitment in small and medium-sized sized enterprises (SMEs) engaged in agriculture and protein food production sectors inGuilan Province. The statistical society was composed of 650 key people of SMEs in agriculture and food sector in Guilan Province. Stratified sampling method was applied. Tseng’s standard questionnaire was used as main tool for data collection. The research is a practical study in terms of objective and a correlation-based descriptive studied in terms of data collection methodology. Descriptive statistics were used for data analysis and stepwise regression was used for inferential statistics. In inferential section, Pearson’s coefficient of correlation was used to examine the relationships between strategic learning methods and people’s commitment. Furthermore, stepwise regression was used to examine the impact of various aspects of strategic learning methods on people’s commitment. SPSS Software Package was applied for statistical analyses. It was found that strategic learning practices were significantly correlated with employees commitment. Based on the regression results, create system, strategic leadership and empower people were ranked as the first, second and third strongest factors influencing employees’ commitment, respectively.
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