THE RELATIONSHIP OF ORGANIZATIONAL CULTURE IN ACHIEVING THE DIMENSIONS OF THE LEARNING ORGANIZATION - AN ANALYTICAL STUDY OF THE OPINIONS OF FACULTY MEMBERS AT SULAYMANIYAH TECHNICAL UNIVERSITY
Purpose: The study aims to analyze the relationship of organizational culture with its four dimensions (values, participation, strategic direction, creativity) with the learning organization through its four dimensions (strategic leadership, continuous learning, employee empowerment, and common vision). General framework: The general framework of the study is represented by the problem of the study, which was identified by raising several questions about the nature of the relationship between the independent study variable (organizational culture) and its relationship to the dependent variable (the learning organization). In order to confirm the validity of these hypotheses, it underwent multiple tests, and the study used the questionnaire form as a means of obtaining data. Methodology: The study relied on the analytical descriptive approach, as the study variables and dimensions were described, as well as the study community represented by the colleges and institutes of the university under study. It is valid for analysis, and correlations, arithmetic mean, and standard deviations were tested by applying statistical methods using SPSS v-22. Conclusions: The study reached a set of conclusions, the most important of which are: The results of the descriptive analysis revealed the agreement of the respondents, at an above-average level, on the existence of a good amount of organizational culture in the researched university. There is also a good level of learning organization in the researched university, as well as the existence of correlations between the independent and dependent variables at the macro and micro levels. The researcher recommended the need to increase attention to the level of organizational culture in the university under study through its four dimensions, especially after (creativity), which obtained the lowest percentage of agreement, and the need to work to maintain and increase the levels of the learning organization.
Organizational Culture, Learning Organization