Purpose

This study aims to explore how the three types of human resource (HR) practices, encapsulated in the ability, motivation and opportunity (AMO) model, foster a learning organizational culture (LOC). In doing so, the authors evaluate the centrality of knowledge sharing (KS) in mediating this relationship.

Design/methodology/approach

A quantitative survey is undertaken to collect data from managers working in organizations operating in the UK. The authors use several statistical techniques to assess the psychometric properties of the measures and test the hypotheses using multiple regression executed with Preacher and Hayes’ Process macro.

Findings

The findings show that the AMO HR practices significantly facilitate the development of a LOC in the workplace, and KS among organizational members amplifies the effects of these HR practices in the process.

Originality/value

A LOC functions as an important source of organizational performance and effectiveness. It enhances the absorptive capacity of the organization to capture, share and transfer knowledge to optimize work. Hence, developing a culture that nurtures organizational learning could be a priority for managing HR. This study, therefore, extends the understanding of the role of AMO HR practices in fostering a learning culture – thus, providing managers with the essential knowledge to improve performance. The study also enriches the literature on HR practices, KS and LOC by integrating these three variables into a unifying framework.

中文翻译：

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AMO 人力资源实践和知识共享在发展学习型组织文化中的作用：来自英国的证据

目的

本研究旨在探讨能力、动机和机会（AMO）模型中的三种人力资源（HR）实践如何培育学习型组织文化（LOC）。在此过程中，作者评估了知识共享（KS）在调节这种关系中的中心地位。

设计/方法论/途径

进行了一项定量调查，以收集在英国运营的组织中工作的管理人员的数据。作者使用多种统计技术来评估测量的心理测量特性，并使用 Preacher 和 Hayes 过程宏执行的多元回归来测试假设。

发现

研究结果表明，AMO 人力资源实践极大地促进了工作场所 LOC 的发展，而组织成员之间的 KS 放大了这些人力资源实践在此过程中的效果。

原创性/价值

LOC 是组织绩效和有效性的重要来源。它增强了组织捕获、共享和转移知识以优化工作的吸收能力。因此，发展一种培养组织学习的文化可能是人力资源管理的首要任务。因此，这项研究扩展了对 AMO 人力资源实践在培养学习文化中的作用的理解，从而为管理者提供了提高绩效的基本知识。该研究还通过将这三个变量整合到一个统一的框架中，丰富了有关人力资源实践、KS 和 LOC 的文献。