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The study examines the relationship between human capital dimensions and organizational innovation dimensions through the variable of orientation to learning as a mediator in the General Company for Electrical and Electronic Industries in Baghdad. The questionnaire was the primary tool for research. The study sample consisted of (262) employees of the company under study and from all organizational levels. SEM structural equation modeling was used to test the relationship between the study variables, depending on the STATA statistical program. The most noticeable results were a positive relationship between the skill dimension, capabilities, value, and organizational innovation. However, there is no effect of the two dimensions of experience and knowledge in organizational innovation, and the orientation to learning mediates the relationship between all dimensions of human capital and innovation, except for the value dimension, which has an essential role in neutralizing the negative impact of workers' experiences. The study recommended the need to pay attention to human capital by developing the expertise and knowledge of employees in the company to bring about changes and innovations. Face changes in the surrounding environment, provide new products and services, and develop unique programs to manage human capital and attract workers who can cover the skill and experience gaps to ensure the achievement of innovation, development, and improvement in their work.
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