The Impact of Work Environment Quality on Organizational Learning in an Enterprise: A Case Study on a Sample of Algerian Economic Enterprises

Abstract Objective The main objective of this study was to examine how the quality of the work environment influences organizational learning within Algerian economic enterprises operating in the production sector. Methodology A descriptive-analytical approach was adopted for this research. A total of 712 questionnaires were distributed to employees, and 649 valid responses were collected and analyzed using SPSS statistical software. Findings The results showed that the average scores for work environment quality ranged from 3.45 to 4.38, with the physical environment receiving the highest rating (4.38) and administrative responsiveness the lowest (3.98). Regarding organizational learning, mean scores varied between 3.31 and 4.57, where personal mastery achieved the highest score (4.57), followed by systems thinking (4.27). Statistical analysis indicated a significant positive relationship between work environment quality and organizational learning (R = 0.621; R² = 0.386; α ≤ 0.05), suggesting that 38.6% of the variance in organizational learning can be attributed to the quality of the work environment. Additionally, the study found no significant differences in organizational learning based on gender, age, job position, or years of service, although employees with postgraduate degrees demonstrated a greater appreciation for organizational learning. Value Added This study makes a valuable contribution by providing empirical evidence of the link between work environment quality and organizational learning in the Algerian production sector – a context that has not been widely studied. The findings offer practical insights for managers and policymakers seeking to foster a culture of learning within their organizations. Recommendations Based on the results, it is recommended that organizations work to improve all aspects of the work environment, with particular attention to enhancing administrative support. Additionally, development programs should be made available to employees at all educational levels to further promote organizational learning and growth.