Abstract:
This study aimed to investigate the impact of organizational learning culture and structure on
organizational performance and innovativeness at selected higher learning institutions in
Ethiopia. The study addressed organizational learning culture and structure in terms of
continuous learning, dialogue and inquiry, team learning, embedded system, empowerment and
leadership and also, de-centralization structure and formalization structure respectively with the
purpose of finding out how each of these influences organizational performance and
innovativeness. It also addressed a gap related to the fact that there is a lack of research
investigated on the area of organizational learning culture and structure of higher learning
institutions in Ethiopian. The methodology employed to conduct this study was cross-sectional
survey design. Questionnaire was prepared and examined based on open and closed ended
questions. The sample size of 312 academic and administrative staff was taken from a total
population of 1667 from three selected universities, namely Jimma University, Adama Science
and Technology University and Wolktie University by using stratified random sampling followed
by purposive sampling and data was collected through questionnaire and interview. The data
was analyzed using descriptive statistics (Frequency, Percentage, Mean and Standard Division)
and inferential levels (correlation coefficient, variance analysis, independent T- test) using SPSS
software version 20. The findings of the study shows that organizational learning culture and
structure have a positive impact and significant (at p-value=.001 and .000) but, strongly and
moderate effects on organizational performance respectively. Moreover, organizational learning
culture and structure have a positive impact and significant (at p-value=.000, and .000) and
moderate effects on organizational innovativeness respectively. The finding of the study
revealed, that, there were lack of organizational learning culture indicators in HLI but those are
more effected organizational performance and innovativeness like team learning, employee
empowerment, dialogue and inquiry, leadership and continuous learning. The researcher
strongly recommended that organizations should be formulating to implement organizational learning
culture and structure based on the proposed model in order to achieve an excellent performance standard
and also universities should be adopt more de-centralization form of structures as means of
improving the decision making process and that employees should be empowered to be more
innovative in carrying out tasks.
