THE INFLUENCE OF HUMAN RESOURCE FLEXIBILITY ON ORGANIZATIONAL LEARNING

The aim of this article is to evaluate the influence of HR flexibility (HRF) on organizational learning (OL), mediated by individual learning (IL) and group learning (GL). HRF is conceived as a capacity that, through the use of certain HR practices, the organization can adapt more easily to environmental changes. For this purpose, a quantitative research approach was used. An online questionnaire was applied, with two validated scales: Dimensions of the Learning Organization and HR Flexibility. Our sample is composed of 222 HR professionals. The data were treated using Structural Equation Modeling in SmartPLS (Partial Least Squares) software. The results showed that HR Flexibility has a positive influence on Organizational Learning, and this influence is mediated by Individual Learning and Group Learning. We contribute to understand the influence of HR Flexibility on individual and group learning, and its possible effects on Organizational Learning. As a practical contribution, revealing this possibility to HR professionals by using these HR Flexibility practices to influence the learning of individuals and groups, affecting Organizational Learning and aiding company performance in several dimensions. These practices that allow companies to adapt to the market in a dynamic environment.