An organizational learning model with respect to level of organizational culture within an organization and level of isomorphism between organizations

Institutionalization is mainly concerned with the reasons for the changes in organizations that occur due to pressures of the environment, as the theory presumes that organizations can not just act rationally to follow their interests, but that they also have to take the expectations of the institutional environment into consideration. As organizational interaction and adaptation to environment happens, organizations develop distinct forms, and processes and strategies. The model proposed in the paper is to understand how organizational learning develops in an organization using one of the most established frameworks, the one by Crossan, Lane and White (1999). This framework proposes that organizational learning occurs through four processes (intuiting, interpreting, integrating and institutionalizing) and in the model of this paper, this framework will be used to integrate the elements of isomorphism and culture into a factorial design to understand organizational learning processes. The model is introduced to understand organizational learning patterns under various degrees of organizational culture and institutional isomorphism, however, it is not saying that one learning method is superior to another, it just proposes a model to predict which learning procedure occurs under what conditions.