The Role of Change Management in Building Organizational Learning in Higher Education Institutions _ A Field Study at Lattakia University_

Abstract

The research aimed to investigate the relationship between change management in (human resources, technology, organizational structure) and organizational learning at the University of Latakia. The study relied on the analytical descriptive method as its general approach. Data was collected through a questionnaire distributed to a sample of 375 administrative staff, with 342 responses deemed valid for analysis using SPSS.

The findings revealed three key declines: (1) Change in human resources, evidenced by diminished incentives for behavioral improvement and inequitable promotion practices; (2) Change in technology, with outdated systems failing to reduce effort or save time; and (3) Change in organizational structure, particularly in authority delegation, indicating excessive centralization.

While the correlation between change management and organizational learning was weak, their positive and statistically significant relationship suggests change mana-gement contributes to organizational learning development.Critical recommendations include: implementing behavioral training programs to enhance team work, upgrading technological infrastructure (especially internet speed), fostering expert collaborations, decentralizing decision-making processes, and establishing structured knowledge-sharing platforms. These targeted interventions address the identified gaps while promoting sustainable organizational transformation through integrated change management strategies.