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The present research aims to demonstrate the relationship between organizational empathy (OE) and organizational learning (OL), and the serial mediation effect of organizational identity (OI) and organizational helping behavior (OHB) in this relationship.

Data were collected from a total of 270 companies through the survey method. Then, validity and reliability tests were conducted. Next, Hayes' model 6 was used to test the serial mediator effect.

The authors found that (1) OE is positively related to OL, (2) OI mediates the relationship between OE and OL, (3) OHB mediates the relationship between OE and OL and (4) the relationship between OE and OL is serially mediated by OI and OHB.

Empathy is an important power in regulating interpersonal behavior and relationships. Organizational empathy is also an important criterion for organizations to achieve their goals. However, despite the importance emphasized in the literature, how organizational empathy influences other organizational outcomes is still a black box. For this purpose, the authors conducted this study to uncover the relationship between OE and OL. In addition, the serial mediator effect of OI and OHB is revealed in this relationship. Hence, we aimed to make a humble contribution to the literature. Although there are many studies on “individual empathy” in the literature, there is no study in which “organizational empathy” is measured empirically. The authors hope that this study will be useful for future research.