How can learning organizations support sustainability goals?

Abstract

Introduction When discussing learning organizations (LOs), scholars and practitioners often focus on the LO system or, in other words, its internal operations, which has recently been criticized as limited (Becker, 2018). Although the LO philosophy is based on systems thinking (among other LO disciplines) and, therefore, seeks to establish harmonious and cooperative relationships with its environment, many practitioners (and scholars) see it as another tool to improve performance. For profit organizations, this means improving productivity and profitability, regardless of the interests of external stakeholders, especially society and its sustainability goals. Knowledge and learning, especially organizational learning, have therefore been studied for their contribution to financial performance. For example, Kim, Watkins, & Lu (2017) found that an organization that develops as a LO positively influences its knowledge performance, which in turn positively affects financial performance. P erez L opez, Manuel Montes Pe on, & Jos e Vazquez Ord as (2005) supported the idea that organizational learning positively affects innovation and competitiveness, which is reflected in financial performance. However, when considering the goal of sustainability, we should take a two-sided perspective and focus not only on organizational viability and sustainability but also on the sustainability of the environment in which organizations (and companies) are embedded. Here, collaboration is key to identifying mutual positions and interests and finding ways to balance them by developing inclusive solutions. In Volume 29, issue 5 guest edited by Jacky Hong Carla Curado and Paulo Lopes Henriques and titled Learning Organization, Human Resource Management and Sustainability: Leading the future of organizations, the focus was on developing sustainable human resource management (HRM) and workforce within sustainable LOs. In this regard, Subramanian & Suresh (2022) suggested a model of green human resource management. Goi, Hakeem, & Law (2022) showed how LOs could be transformed into LO 2.0 by implementing the multi-stakeholder perspective to improve their social responsibility and sustainability. Sun & Hong (2022) provide even more insight into the development of a sustainability-focused LO through the knowledge transfer of expatriates. Chan, Chan, & Chan (2022) discuss how LOs can become sustainable for their employees by developing a sustainable workplace that prevents burnout and improves job satisfaction. The paper by Mosquera, Soares, & Alvadia (2022) offers a perspective on developing a sustainable