Int. J. Productivity and Quality Management, Vol. 23, No. 3, 2018 307 Copyright © 2018 Inderscience Enterprises Ltd. Effect of organisational culture and organisational learning on organisational innovation: an empirical investigation Ali Rezaei, Sayyed Mohsen Allameh* and Reza Ansari Department of Management, Administrative Sciences and Economics Faculty, University of Isfahan, Isfahan, Iran Email: ali.r1979@yahoo.com Email: sm.allameh@ase.ui.ac.ir Email: r.ansari@ase.ui.ac.ir *Corresponding author Abstract: The purpose of this study was to evaluate the effect of organisational culture and organisational learning on organisational innovation in knowledge-based companies. Participants included top and middle managers of knowledge-based, start-up and industrial knowledge-based companies. The 133 questionnaires were analysed. This study used a correlational methodology by structural equations modelling in the form of partial least squares to test the measurement model and hypotheses. The results showed that adhocracy culture and clan culture had a positive effect on organisational learning, and market culture and hierarchy culture had a negative effect on organisational learning. Moreover, adhocracy culture and clan culture had a positive effect on technological and administrative innovation, while market culture and hierarchy culture were considered as a barrier to innovation. It was also found that organisational learning had a positive effect on technical and administrative innovations. Keywords: adhocracy culture; hierarchy culture; market culture; clan culture; organisational learning; technological innovation; administrative innovation. Reference to this paper should be made as follows: Rezaei, A., Allameh, S.M. and Ansari, R. (2018) ‘Effect of organisational culture and organisational learning on organisational innovation: an empirical investigation’, Int. J. Productivity and Quality Management, Vol. 23, No. 3, pp.307–327. Biographical notes: Ali Rezaei received his BA in Industrial Management in 2005 and MA in Industrial Management in 2010 from Najafabad University, Esfahan, Iran. He pursued his PhD in 2012 at Esfahan University, Esfahan, Iran. His research interest includes human resource management, knowledge management, organisational culture, and organisational learning. He has published more than eight research papers in reputed international and national journals. Sayyed Mohsen Allame received his BE in Business Management in 1989 and ME in Business Management in 1993 from University of Tehran, Tehran, Iran. He pursued his PhD in Human Resource Management and Organisational Behaviour in 1999 from Tarbiyat Modares University of, Tehran, Iran. His research interest includes human recourse management, organisational behaviour and knowledge management. He has published more than 40 research papers in reputed international and national journals.