The mediating role of organizational learning culture in the nexus of human resource development practices and employee competencies

Purpose - A learning-focused culture promotes creativity, innovativeness and the acquisition of novel insights and competencies. The study aims to explore the relationship between human resource development (HRD) practice and employee competencies using organizational learning culture as a mediating variable. Design/methodology/approach - Data were collected from 828 employees of 37 health care institutions comprising 24 (internationally-owned) and 13 (indigenously-owned). Construct reliability and validity was established through a confirmatory factor analysis. The proposed model and hypotheses were evaluated using structural equation modeling. Findings - Data supported the hypothesized relationships. The results show that training and development and employee competencies were significantly related. Career development and employee competencies were significantly related. Organizational learning culture mediates the relationship between training and development and employee competencies. However, organizational learning culture did not mediate the relationship between career development and employee competencies. Research limitations/implications - The generalizability of the findings will be constrained due to the research’s health care focus and cross-sectional data. Practical implications - The study’s findings will serve as valuable pointers to policy makers and stakeholders of health care institutions in developing system-level capacities that promote continuous learning and adaptive learning cultures to ensure sustainability and competitive advantage. Originality/value - By evidencing empirically that organizational learning culture mediates the relationship between HRD practices and employee competencies the study extends the literature.