Volume 31, Issue 1 (3-2024)
RJMS 2024, 31(1): 1-11 |
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Research code: 01
Ethics code: IR.IAU.SARI.REC.1403.277
Clinical trials code: 01
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Mombeni Abolfath S, Hosseini Daron Kolai S Z, Fallah V. The Effect of Individual Learning with a Cognitive Approach on Improving the Quality of Employee Training. RJMS 2024; 31 (1) :1-11
URL: http://rjms.iums.ac.ir/article-1-8516-en.html
URL: http://rjms.iums.ac.ir/article-1-8516-en.html
Assistant Professor, Department of Educational Sciences, Babol Branch, Islamic Azad University, Babol, Iran , s.zahra.hoseini61@gmail.com
Abstract: (276 Views)
Background & Aims: Training is a set of regular, orderly and back-to-back operations with specific and specific goals and in order to create and improve the level of knowledge and awareness of working people, create or improve the level of job skills, social and cognitive skills. They are used to improve the level of attitude of working people and create desirable behavior in accordance with the sustainable values of the society. One of the important factors in the development of the quality of education is individual learning, and according to the investigations carried out so far, there has not been any research related to individual learning with a cognitive approach on improving the quality of education in employees. This research aims to provide a structural model of the influence of the learning organization on quality the training was carried out with the mediation of individual learning of the staff of the New Economy Bank.
Methods: The current research is based on the mixed type of exploratory (qualitative-quantitative) data. Therefore, the current research is practical in terms of its purpose, and on the other hand, considering that library study methods and field methods such as interviews and questionnaires were used in this research, it can be said that the current research is a research based on the data collection method. It is a survey type description. The statistical population of the qualitative part of the research includes experts, specialists and knowledgeable people in the field of research variables. The characteristics of the research experts who were approved by the supervisors and advisors were people who were outstanding in terms of knowledge and information in the field of research variables and who could be a symbol of the society by providing accurate information. To determine the samples of this research and to determine this group of experts, a non-random sampling method was used, and in this research, 20 people were considered as interviewees according to the principle of saturation. The statistical population of the research in the quantitative part included all the personnel of the branches of Eghtesad Novin Bank in Tehran, numbering 927 people. Using the table of Karjesi and Morgan (1970) and initially through random cluster sampling, 272 people were selected as subjects. In this way, based on the geographical distribution of banks in the city of Tehran, first, Tehran was divided into North, South, East, West and Center centers and in each section, an organization was selected and based on a simple random sampling of the employees of Eghtesad Novin Bank. The data collection tool was a semi-structured interview in the qualitative part and a researcher-made questionnaire based on a 5-option scale in the quantitative part. For data analysis, structural equation modeling tests (confirmatory factor analysis) and exploratory factor analysis were used using SPSS-v21, Smart Pls-v2 software.
Results: The results indicated the identification of 31 indicators (items). The components of individual learning included intrapersonal factors and interpersonal factors, as well as the quality of education including tangible factors, performance quality, responsiveness, teaching quality, and empathy. Other results showed that individual learning with a path coefficient of 0.604 has a positive and significant effect on the quality of training of the personnel of the Eghtesad Novin Bank of Tehran province. In identifying the quality components of individual education and learning, one must first make sure that the available data can be used for analysis, or in other words, whether the desired amount of data (sample size and relationship between variables) is sufficient for Are factor analysis appropriate or not? For this purpose, the KMO index and Bartlett's test are used. The KMO index is checked for sampling adequacy by evaluating the smallness of the partial correlation between the variables. The closer the index is to one, the more suitable the data is for factor analysis, and usually values less than 0.6 are not suitable for factor analysis. Bartlett's test of sphericity examines the symmetry of the data (correlation is directionless in questions and factors) and examines the sameness of the correlation matrix. If the significance level of Bartlett's test is less than 0.05, factor analysis is suitable for identifying the structure. In Table 2, the results of the KMO index and Bartlett's test on the existing and identified indicators for the variables of the research model can be seen. Based on the obtained results, the KMO index is greater than 0.6 and shows values almost close to one, which indicates the adequacy of the sample size based on the identified indicators for factor analysis. The significance level of 0.000 for Bartlett's test also indicates the suitability of the research variable for factor analysis.
Conclusion: In general, the results showed that individual learning has an effect on the quality of training of employees, so it is necessary for managers, in addition to strengthening the communication skills of employees, to pay attention to the issue of individual learning and the quality of training in order to achieve organizational goals. Because the quality of education is very important for the competition of organizations in the present era, and service organizations have always been looking for high quality education and services. In the meantime, banks also have no choice but to improve the quality of their education in terms of their mission-oriented role among service organizations. Because employee training is a set of activities planned by the organization to improve the knowledge and technical skills of employees, which provides them with the opportunity to increase their technical and specialized knowledge in their job position and acquire new skills to perform All these things will ultimately lead to the growth and development of the organization, so training is not a cost, it is a necessity and a vital thing for every organization. Organizational training and learning are topics related to organizational change and transformation. We are living in an era where tomorrow is no longer the continuation of today, we are living in an era of political, social and economic transformations, tools and techniques, etc. and if a bank or any organization wants to remain proud and stand out from its competitors in the competition scene, it must react appropriately to these changes. In fact, agility is the organization's ability to change in order to exploit the opportunities created based on this change. Given that the growth of organizations directly increases the gross domestic product and this automatically increases the welfare level of the society. Also, considering that our country is on the verge of entering the World Trade Organization and the increase and change of tools, techniques and techniques is the only way for the survival of organizations, banks and even production and service companies, the quality of education of organizations will be.
Methods: The current research is based on the mixed type of exploratory (qualitative-quantitative) data. Therefore, the current research is practical in terms of its purpose, and on the other hand, considering that library study methods and field methods such as interviews and questionnaires were used in this research, it can be said that the current research is a research based on the data collection method. It is a survey type description. The statistical population of the qualitative part of the research includes experts, specialists and knowledgeable people in the field of research variables. The characteristics of the research experts who were approved by the supervisors and advisors were people who were outstanding in terms of knowledge and information in the field of research variables and who could be a symbol of the society by providing accurate information. To determine the samples of this research and to determine this group of experts, a non-random sampling method was used, and in this research, 20 people were considered as interviewees according to the principle of saturation. The statistical population of the research in the quantitative part included all the personnel of the branches of Eghtesad Novin Bank in Tehran, numbering 927 people. Using the table of Karjesi and Morgan (1970) and initially through random cluster sampling, 272 people were selected as subjects. In this way, based on the geographical distribution of banks in the city of Tehran, first, Tehran was divided into North, South, East, West and Center centers and in each section, an organization was selected and based on a simple random sampling of the employees of Eghtesad Novin Bank. The data collection tool was a semi-structured interview in the qualitative part and a researcher-made questionnaire based on a 5-option scale in the quantitative part. For data analysis, structural equation modeling tests (confirmatory factor analysis) and exploratory factor analysis were used using SPSS-v21, Smart Pls-v2 software.
Results: The results indicated the identification of 31 indicators (items). The components of individual learning included intrapersonal factors and interpersonal factors, as well as the quality of education including tangible factors, performance quality, responsiveness, teaching quality, and empathy. Other results showed that individual learning with a path coefficient of 0.604 has a positive and significant effect on the quality of training of the personnel of the Eghtesad Novin Bank of Tehran province. In identifying the quality components of individual education and learning, one must first make sure that the available data can be used for analysis, or in other words, whether the desired amount of data (sample size and relationship between variables) is sufficient for Are factor analysis appropriate or not? For this purpose, the KMO index and Bartlett's test are used. The KMO index is checked for sampling adequacy by evaluating the smallness of the partial correlation between the variables. The closer the index is to one, the more suitable the data is for factor analysis, and usually values less than 0.6 are not suitable for factor analysis. Bartlett's test of sphericity examines the symmetry of the data (correlation is directionless in questions and factors) and examines the sameness of the correlation matrix. If the significance level of Bartlett's test is less than 0.05, factor analysis is suitable for identifying the structure. In Table 2, the results of the KMO index and Bartlett's test on the existing and identified indicators for the variables of the research model can be seen. Based on the obtained results, the KMO index is greater than 0.6 and shows values almost close to one, which indicates the adequacy of the sample size based on the identified indicators for factor analysis. The significance level of 0.000 for Bartlett's test also indicates the suitability of the research variable for factor analysis.
Conclusion: In general, the results showed that individual learning has an effect on the quality of training of employees, so it is necessary for managers, in addition to strengthening the communication skills of employees, to pay attention to the issue of individual learning and the quality of training in order to achieve organizational goals. Because the quality of education is very important for the competition of organizations in the present era, and service organizations have always been looking for high quality education and services. In the meantime, banks also have no choice but to improve the quality of their education in terms of their mission-oriented role among service organizations. Because employee training is a set of activities planned by the organization to improve the knowledge and technical skills of employees, which provides them with the opportunity to increase their technical and specialized knowledge in their job position and acquire new skills to perform All these things will ultimately lead to the growth and development of the organization, so training is not a cost, it is a necessity and a vital thing for every organization. Organizational training and learning are topics related to organizational change and transformation. We are living in an era where tomorrow is no longer the continuation of today, we are living in an era of political, social and economic transformations, tools and techniques, etc. and if a bank or any organization wants to remain proud and stand out from its competitors in the competition scene, it must react appropriately to these changes. In fact, agility is the organization's ability to change in order to exploit the opportunities created based on this change. Given that the growth of organizations directly increases the gross domestic product and this automatically increases the welfare level of the society. Also, considering that our country is on the verge of entering the World Trade Organization and the increase and change of tools, techniques and techniques is the only way for the survival of organizations, banks and even production and service companies, the quality of education of organizations will be.
Type of Study: Research |
Subject:
Clinical Psychiatry
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