Influence of Organizational Learning on Humanitarian Aid Response in Arid and Semi-Arid Areas in Kenya
DOI:
https://doi.org/10.53819/81018102t5211Abstract
The study examined the influence of organizational learning on humanitarian aid response in arid and semi-arid areas in Kenya. The research question specifically focused on understanding the relationship between organizational learning and the effectiveness of humanitarian aid response in these regions. The study used a positivism approach and explanatory research design. The population was 5996 and a sample size of 375 was obtained using the Yamane formula. Structured questionnaires and interview guides were used to collect the data. The study used a stratified random technique to select the respondents. Qualitative data was analyzed using content analysis and presented in prose form. Moreover, SPSS Version 25 was used to organize the quantitative data. The quantitative data was analyzed using descriptive and inferential statistics and presented in tables and graphs. The results showed that organizational learning is positively and significantly related to humanitarian aid response in the Arid and Semi-Arid areas in Kenya (β=0.583, p=0.000) respectively. The null hypothesis was rejected. Therefore, organizational learning has a significant influence on humanitarian aid response in Arid and Semi-Arid areas in Kenya. The study concludes that organizational learning increases the skills of the employees and this improves the humanitarian aid response. Organizational learning entails the continuous combination, transfer and conversion of different kinds of knowledge in the workforce. Organizational learning stimulates the team members to be submissive to the organization's objectives to maintain the high performance of the projects. The study recommended that the management of the NGOs involved in the humanitarian aid response should focus more on organizational learning. Humanitarian organizations should consider organizational learning key in determining employees' satisfaction. By recognizing the importance of organizational learning in driving employee satisfaction, humanitarian organizations can create a supportive and empowering work environment that fosters continuous growth and development. Organizations should ensure that appropriate information governance, policy and guidelines are developed to provide a framework to bring together all of the requirements, standards and best practices that apply to the handling of organizational learning in the organizations.
Keywords: Organizational learning, humanitarian aid response, arid and semi-arid areas, Kenya
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