A workplace that is harmonious and that guarantees satisfaction of workers and employers’ aspirations is essential for enhanced services provision in Kenya’s devolved public health sector. The devolved public health sector has experienced frequent and often localized health workers’ industrial actions since the devolution of health care services in 2013. These industrial actions not only affect the economic growth of the country but also have an effect on the citizens' well-being. The objective of the study was to determine the influence of continuous organizational learning on industrial harmony in Kenya’s devolved public health sector. The study was guided by Experiential Learning Theory. The study used a pragmatic research paradigm with concurrent mixed methods research methodology being the research design. The target population was 351 health workers in Level Five County Referral Hospitals selected using stratified random sampling in the CEREB. Data analysis involved both qualitative and quantitative analysis. Descriptive statistics comprised means and standard deviation, with inferential statistics comprising regression analysis. The study established that continuous organizational learning has a positive and significant influence on industrial harmony (β=1.093, p-value=.000). Continuous organizational learning was found to enhance industrial harmony in Kenya’s devolved public health sector. The study recommended that increased efforts be put in place to enable creating, retaining and transferring knowledge within the sector. In addition, the study recommended the enhancement of continuous organizational learning to enable the sector to respond quickly and adapt to the turbulent and changing business environment. The study also recommended the need for re-training of managers within the sector in strategic human resource management and employee welfare so that the employees can become psychologically attached to the sector. The sector should also focus on promoting open and transparent communication as well as training on leadership and emotional intelligence. The training should also focus on the legal framework of engagement, diversity and inclusion. This will enable the creation of an inclusive workplace where the employees feel respected and valued, thereby reducing potential causes of conflict.
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