Abstract: The coronavirus has had a huge impact on the global economy. Survival and development under the pressure of economic downturn is a big challenge confronting many enterprises. The knowledge innovation capability based on organizational learning is increasingly becoming the core competence of national and corporate development, and its importance has become more prominent. Knowledge innovation has also become a hot spot in the current academic community. From the perspective of organizational learning, this paper divides organizational learning into three dimensions:learning commitment, common vision and open mind. It explores the impact of organizational learning on knowledge innovation, especially the mediating effect that organizational unlearning has when organizational learning affects knowledge innovation. Based on the literature review, we explore the construction of a conceptual model. Based on the survey data of 174 domestic enterprise employees, an empirical analysis is performed using correlation analysis and regression analysis. The results show that:(1) Organizational learning and organizational unlearning have a significant role in promoting knowledge innovation. Among them, the common vision and open mind have a significant role in promoting knowledge innovation, while learning commitment contributes little to promoting knowledge innovation; (2) Organization unlearning plays a mediating role between organizational learning and knowledge innovation. This research provides new insights into the process of promoting enterprise innovation practice.

Key words: knowledge innovation, organizational learning, organizational unlearning, hierarchical regression