محمدرضا دارایی

The present study aimed to investigate the factors influencing applying continuous electronic on-the-job training in the leasing employees of Bank Mellat, Iran. This correlational study was conducted on a sample population consisting of all the leasing employees of Bank Mellat. Given the limited sample population, census sampling was used, and all the leasing employees of Bank Mellat (n=155) were selected. Various instruments were used to measure the research variables, including the electronic job training questionnaire by Fagan et al. (2004), the quantum management skills questionnaire by Altafi (2011), the facilitating conditions questionnaire by Raleting and Nel (2011), the knowledge sharing questionnaire by van den Hof and van Vinen (2004), the computer self-efficacy questionnaire by Wolters and Daugherty (2007), the organizational intelligence profile by Albrecht (2003), the questionnaire of perceived usefulness by Teo et al. (2007), the survey of technology use experience by Fagan et al. (2004), and the organizational culture questionnaire by Gaffy and Jones (1996). The findings indicated that among the direct effects, the most significant direct effect was exerted by the conditions of technology use on perceived usefulness (0.32), whereas the least significant direct effect was exerted by quantum skills on knowledge sharing (0.15), as well as the effect of knowledge sharing on applying continuous electronic on-the-job training (0.15). Further, the most significant indirect effect was exerted by facilitating conditions on applying continuous electronic on-the-job training (0.09), and the least significant indirect effect was exerted by organizational intelligence on applying continuous electronic on-the-job training (0.03), as well as the effect of experience in using technology on perceived usefulness (0.03). Finally, the least significant total effect was exerted by experience in using technology on perceived usefulness (0.03), and the most significant total effect was exerted by the conditions of using technology on perceived usefulness (0.32).

Introduction: One of the factors that can create the necessary commitment among employees for the success of the organization is the prevailing atmosphere of the organization. In other words, a proper atmosphere and favorable moral climate help to improve performance, achieve goals, and maintain communication in the organization and play a vital role in the performance of the organization (in any field of work). Therefore, this study aimed to explain and design a spirituality-based work ethic model in the workplace in the Crisis Management Organization, Tehran, Iran. Method: This applied research was conducted based on a mixed methodology. The statistical population of this study in the qualitative part consisted of 128 directors of Tehran Crisis Management Organization in 2020-2021, reaching saturation with 19 people. Moreover, the statistical population of this study in the quantitative part included the staff of Tehran Crisis Management Organization in 2020-2021, among which 250 samples were selected based on Cochran's formula. The samples were chosen using stratified random sampling method and the instruments employed in the qualitative and quantitative parts were an exploratory and semi-structured interview and a researcher-made questionnaire, respectively. The collected data were analyzed in MAXQDA-2020 software and AMOS-26 software in the qualitative and quantitative parts, respectively. The AMOS software was used to measure the structural equation modeling and analyze the model fit indices. Findings: According to the findings, the work ethic model was based on spirituality in the workplace. In this model, ethical commitment, professional commitment, and relationship commitment were considered causal conditions of spirituality-based work ethic in the workplace in the Crisis Management Organization. Moreover, organizational ethical climate, Islamic ethical culture, ethical leadership, and ethical and Islamic education were respectively considered a pivotal phenomenon, interactive strategies, intervening conditions, and contextual variables of spirituality-based work ethic in the workplace in the Crisis Management Organization. Conclusion: The results of showed that all the reviewed indices were accepted to evaluate the fit of the modified structural model of the research. Given this, it can be said that the fit of this model was "approved". Furthermore, the total effect values of contextual variables, causal conditions, intervening conditions, strategies and interactions, and pivotal variables on spirituality-based work ethic in the workplace were obtained at 0.40, 0.51, 0.38, 0.65, and 0.61, respectively. The p-value of < 0.01 was considered significant.