Innovation is a crucial driver of competitive advantage and long-term success, particularly in the dynamic Information Systems and Computer Science Service industry. This study investigates the relationships between organizational learning constructs (organizational memory, knowledge acquisition, knowledge interpretation, and knowledge distribution), organizational trust, and innovation performance within Information Systems and Computer Science Service Firms in Jordan. Recognizing the potential mediating role of organizational trust, the study aims to provide insights into the mechanisms that enable effective translation of organizational learning into innovation outcomes. The study employs a quantitative research design using a cross-sectional survey approach. In this study, the data was gathered from 468 participants from Information Systems and Computer Science Service companies in Jordan, consisting of both senior managers and department heads, and the people involved in organizational learning and innovation processes. The analysis shows that organizational memory, knowledge collection and knowledge interpretation have direct impacts on innovations’ performance, but knowledge distribution does not contribute to this performance. Primarily, organizational trust works as the mediating factor that allows the innovation constructs of organizational learning to improve throughput sizes. The evidence also shows that competent learning is a prerequisite for organizational trust.

The purpose of this descriptive–survey study is to determine the effect of psychological empowerment of employees on organizational learning based on Huber model. The study selects a sample of 54 people randomly from 499 regular employees of a Gas distribution firm located in province of Lorestan, Iran. For collecting data, two questionnaires of Huber organizational learning and psychological empowerment based on Spreitzer (1995) model [Spreitzer, G. M. (1995). Psychological empowerment in the workplace: Dimensions, measurement, and validation. Academy of management Journal, 38(5), 1442-1465.] are used. Cronbach’s alpha coefficients of organizational and psychological empowerment questionnaires are 0.706 and 0.92, respectively. SPSS software and linear regression test, binomial test, Pearson correlation test, and Friedman tests are used to analyze data and examine the hypotheses. The results of the data analysis show that psychological empowerment of employees could influence on organizational learning aspects in organization, significantly.