On the Effects of Organizational Culture on E-Learning Readiness: An Iranian Experience

On the Effects of Organizational Culture on E-Learning Readiness: An Iranian Experience

Seyed Yaghoub Hosseini (Persian Gulf University, Iran), Khodakaram Salimifard (Persian Gulf University, Iran) and Shahrbanoo Yadollahi (Persian Gulf University, Iran)
DOI: 10.4018/jsesd.2012070104
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Abstract

An organization’s success in implementing e-learning depends on the supports provided by the organizational culture. This paper is aimed to evaluate the impacts of organizational culture on e-learning readiness. To test the research hypothesis, Beta coefficient test was used. Research results indicated a significant positive impact of Clan and Adhocracy cultures on e-learning readiness. It was found that Market culture has a negative impact on e-learning readiness. Research findings cannot justify a relationship between Hierarchy culture and e-learning readiness.
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1. Introduction

In the current challenging world, knowledge-based skill of employees is an important requirement for organizations to have competitive advantage. Traditional learning cannot meet the targets defined for the learning requirements of employees. It is shown (1) that e-learning is a suitable solution for organizations to cope with the changing nature of business related knowledge required to remain competitive and to reduce the learning cost (Minton, 2000). According to Schreurs et al. (2009), e-learning readiness is an important factor affecting the successful adoption of e-learning.

Although a vast number of organizations tend to utilize the e-learning technology to benefit, because of the amount of investment required and the high rate of failure, many of them are reluctant to do so. That is, why it is necessary to find how the organization is ready to adopt the technology. The assessment should be done from different point of view, including employees, technological infrastructure, and innovation.

While the e-learning readiness is a key factor which affects the successful adoption of e-learning technology, the organizational culture plays the same role (Lea, 2003). According to Kinuthia (2007), culture affects the employees’ acceptance of learning process.

There are many researches, focusing on factors that affect organizational learning. Bates (2000) believes that organizational culture can facilitate the learning process. He also argued that culture can make the process hard. Schein (1993) believes that the organizational culture should support the learning process. He concluded that the development of learning would be hard if organizational culture fail to support the learning process. Therefore, organizational culture is a key factor if successful adoption of e-learning in an organization.

In this paper, the effect of organizational culture of e-learning readiness is investigated. In order to identify models of organizational culture, we have utilized Cameron and Quinn’s 4-dimension model (1999). We have also used Aydin and Tasci (2005) model to measure the e-learning readiness.

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