The aim of this research was to investigate the impact of organizational intelligence on organizational Emotional, and learning capabilities. In addition, it purpose to explore and test the mediated effect of organizational emotional capability on the relationship between organizational intelligence and organizational learning capability. The research method was descriptive-correlation one. The statistic Population of research is comprised of Telecommunications Infrastructure Company's personnel, that 472 persons of them are participated as statistic sample. The data was collected by using a questionnaire and was analyzed by Pearson correlation test and Structural Equations Modeling. The research results showed that: A) Organizational intelligence have significant, positive and direct impacts on organizational emotional, and learning capabilities. B) Organizational emotional capability has a significant, positive and direct impact on organizational learning capability. C) Organizational emotional capability is partially mediated the relationship between organizational intelligence and organizational learning capability. D) Organizational intelligence has a significant and indirect impact on organizational capability (0/56*0/92=0/51) through organizational emotional capability as well as its significant and direct impact (0/39). In sum, organizational intelligence has a total impact of 0/90 0n organizational learning capability. According of these results, It can argue that the studied organization's managers should manage their employees emotions, develop organizational emotional capability, and as a result, encourage learning in their organization and develop organizational learning capability through developing, explaining and sharing organizational strategic vision, creating shared fate sense, creating appetite for change in employees, supporting from employees materially and spiritually, defining and explaining structures, rules and routines for creating Alignment & congruence in throughout organization, managing knowledge by fostering and developing a culture for creating, sharing and using knowledge in organization, and eventually, defining, explaining and communicating performance standards and committing their employees towards to attain them.