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Organizational Learning: A Socio-Cognitive Framework

Department of Strategy Science at Gebze Institute of Technology, Gebze, Turkey

Gary S. Lynn

glynn{at}stevens-tech.edu

John C. Byrne

Department of Management and Management Science at the Lubin School of Business of Pace University

Organizational learning is a popular topic in business and academia and attracts many researchers and practitioners from different fields. Even though organizational learning scholarship is still growing, there are few studies that cross-fertilize social cognition and organizational learning. This investigation examines organizational learning from the perspective of social cognition. It is argued that social cognition explains the organizational learning process better by integrating fragmented studies on the processes of learning, and the study proposes that organizational learning is an outcome of reciprocal interactions of the processes of information/knowledge acquisition, information/knowledge dissemination, information/knowledge implementation, sensemaking, memory, thinking, unlearning, intelligence, improvisation, and emotions - connected by organizational culture. In addition, the implications of social cognition on organizational learning are discussed.

Key Words: knowledge management • organizational development • organizational learning • social cognition

Human Relations, Vol. 56, No. 7, 839-868 (2003)
DOI: 10.1177/00187267030567004


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