Key factors to activate dialogue through perspectives of organisational learning within Chinese organisations in Taiwan

Hui-Ching Diana Yeh and Min-Hsun Christine Kuo

International Journal of Learning and Intellectual Capital, 2006, vol. 3, issue 1, 57-73

Abstract: The concept of organisational learning has received considerable attention in the literature of Taiwan, but from a scholarly perspective, little empirical research has been done in this area. This paper reports on a qualitative study in which the personal and focus groups' interview technique was used to examine the perceptions of dialogue practitioners regarding their beliefs, behaviours, triggers, and outcomes when they serve as facilitators of dialogues in Chinese organisations in Taiwan. The major findings suggest that there are specific behaviour sets that define the role of dialogue facilitator in this study. An exploratory working model for describing the process of dialogues in Chinese culture is also proposed.

Keywords: organisational learning; dialogue; Chinese organisation; Taiwan; HRD; human resource development. (search for similar items in EconPapers)
Date: 2006
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Persistent link: https://EconPapers.repec.org/RePEc:ids:ijlica:v:3:y:2006:i:1:p:57-73

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