Is the learning organization a valid concept in the Taiwanese context?

Abstract

Purpose This study aims to investigate the psychometric characteristics of a Chinese version of the Dimensions of Learning Organization Questionnaire (DLOQ © ). Design/methodology/approach The DLOQ © , developed by Watkins and Marsick in 1997, assessed the characteristics of a learning organization. This study employed a survey validate utility of the DLOQ © for the Taiwanese context. Findings Psychometric analyses revealed that the Chinese DLOQ © has reasonable reliability, and that the seven‐dimensional factor structure was appropriate for the Taiwanese context. Study results also revealed that the seven dimensions of a learning organization can classify different organization types successfully and demonstrate a statistically significant correlation between organization type and perceptual measures of organizational performance. Research limitations/ implications This study has implications for both research and practice in HRD. It offers preliminary evidence of reliability and validity for the Chinese DLOQ©. The positive evidence supporting the psychometric properties of the Chinese DLOQ© indicates the potential for particular cross‐cultural applications. Experimental results also suggest that the Chinese DLOQ© can be utilized to determine cultural differences in building a learning organization. Further studies are required to investigate the relationships between the concept of a learning organization and its antecedent and outcomes variables, such as organizational structure, culture, and performance. Originality/value This study confirms that the validity of applying the seven dimensions as determinants of a learning organization in the Taiwanese context and, in particular, supports the cross‐validity of the DLOQ© in this context. This study also offers practical help to understand the concept of organizational learning and developing learning organizations.