پیوندهای مفید
آمار
| تعداد نشریات | 21 |
| تعداد شمارهها | 691 |
| تعداد مقالات | 10,035 |
| تعداد مشاهده مقاله | 71,039,761 |
| تعداد دریافت فایل اصل مقاله | 62,489,359 |
Presenting the optimization model of modern banking education in order to develop human resources using a mixed approach | ||
| International Journal of Nonlinear Analysis and Applications | ||
| مقاله 4، دوره 16، شماره 12، اسفند 2025، صفحه 41-51 اصل مقاله (1021.29 K) | ||
| نوع مقاله: Research Paper | ||
| شناسه دیجیتال (DOI): 10.22075/ijnaa.2023.31500.4649 | ||
| نویسندگان | ||
| Mansoor Golshanpour Otagouri1؛ Mousa Rezvani Chaman Zamin* 1؛ Morteza Hazrati2 | ||
| 1Department of Management, Astara Branch, Islamic Azad University, Astara, Iran | ||
| 2Department of Management, Bandar Anzali Branch, Islamic Azad University, Bandar Anzali, Iran | ||
| تاریخ دریافت: 24 خرداد 1402، تاریخ پذیرش: 01 مهر 1402 | ||
| چکیده | ||
| The development of modern banking is not possible without increasing the knowledge and skills of employees. Therefore, this research aims to present the model of optimization of modern banking training to develop human resources in Iran's Refah-e Kargaran Bank using a mixed method. The community of participants are officials and experts from different departments of Refah Bank with at least 10 years of work experience and a master's degree or higher, as well as university professors who have collaborated with this bank in the banking education sector. The selection of experts was carried out with the purposeful sampling method and semi-structured interviews with 8 questions were continued until theoretical saturation was achieved in the 15th interview. Data analysis in three stages of open, central and selective coding resulted in the extraction of 58 concepts, 19 sub-categories and 8 main categories from the integration and classification of concepts. Based on the proposed model, optimizing modern banking education is considered as the core concept; the development of modern banking is taken as the causal conditions; job motivators are seen as the basis conditions; educational resources and managerial factors are regarded as intervening conditions; the comprehensiveness of education is seen as the strategy, and the development of individual and organizational performance is considered as the outcome of the implementation of strategies. In the quantitative stage, based on the extracted components, a questionnaire was prepared and provided to 307 employees of Refah Bank. The data were tested using structural equation modelling and the Smart PLS software. Based on the testing of seven hypotheses, the development of modern banking has an impact on enhancing training programs; educational resources, managerial factors, optimization of education, and job motivators have an impact on the comprehensiveness of education; and ultimately, the comprehensiveness of education affects the development of individual and organizational performance. | ||
| کلیدواژهها | ||
| education optimization؛ modern banking؛ human resources development؛ mixed research | ||
| مراجع | ||
|
[1] B. Bayat and M. Amouzadeh, Measuring the effectiveness of in-service training courses (case study: physical education teachers in 21 districts of Tehran), 4th Ann. Int. Conf. New Dev. Manag. Econ. Account., Tehran, 2021. [2] H. Darvish, M. Soltani, R. Mirza Nejhad, Electronic human resources management, a new systematic approach in human resources management, First Nat. Conf. Syst. Approach Iran, Shiraz, 2011. [3] F. Hamidianpour, E. Rajabpour, S. Afrakhteh, and O. Mehrabi, Investigating the impact of human resource management on human capital, Quart. J. Human Resource Manag. Dev. Support 14 (2018), no. 54, 1–22. [4] H. Hatami, Investigating the relationship between occupational plots and occupational anchors with organizational commitment and burnout among all Secondary Teachers in the city of Raz Vojgordlan in the academic year of 2011-2012, PhD diss., Urmia University, 2017. [5] J. Henseler and M. Sarstedt, Goodness-of-Fit indices for partial least squares path modeling, Comput. Stat. 28 (2013), 565–580. [6] S. Jalilian, S. Sobhanardakani, M. Cheraghi, S.M. Monavari, and B. Lorestani, Landfill site suitability analysis for solid waste disposal using SWARA and MULTIMOORA methods: a case study in Kermanshah, west of Iran, Arab. J. Geosci. 15 (2022), no. 12, 1175. [7] M.S.A. Khandakar and F. Pangil, Relationship between human resource management practices and informal workplace learning: An empirical study, J. Workplace Learn. 31 (2019), no. 8, 551–576. [8] K. Mikolajczyk, Changes in the approach to employee development in organizations as a result of the COVID-19 pandemic, Eur. J. Train. Dev. 46 (2022), no. 5/6, 544–562. [9] F. Mitsakis, Strategic human resource development in times of business and economic uncertainty: the case of Greek banks, Eur. J. Train. Dev. 47 (2023), no. 1/2, 58–84. [10] S.E. Momeni, A. Zamani Moghaddam, P. Jafari, and N. Gourchian, Presenting a model to improve the training system of Melli bank employees, Educ. Syst. Res. Quart. 41 (2019), Special Issue, 254–239. [11] S.S. Mousavi Siahdale, S. Jabbari Asl, and M. Rezvani Chaman Zamin, Presentation of organizational readiness model for acceptance of excellence model in Islamic Azad University: a mixed approach, Innov. Value Creat. Quart. 10 (2021), no. 20, 167–186. [12] A. Nasirinia, A.H. Mahmoudi, Y. Delgoshaie, and A. Badeleh, Presenting the perceptual framework of the e[1]learning management system evaluation model (case study: Maskan bank), Educ. Manag. Res. Quart. 11 (2018), no. 41, 173–197. [13] M.D. Padmasiri, J.G.P. Sandamali, W.G.S. Mahalekamge, and M.V.S. Mendis, The relationship between training and development and employee performance of executive level employees in apparel organizations, Int. Invent. Sci. J. 2 (2018), no. 1, 24–48. [14] L. Panayotopoulou, M. Vakola, and E. Galanaki, E-HR adoption and the role of HRM: Evidence from Greece, Person. Rev. 36 (2007), no. 2, 277–294. [15] S. Rahimi, G. Talebnia, R. Hijaz, and M.H. Ranjbar, Designing an effective human resource valuation model using grounded theory (case study: Islamic Azad University units in Hormozgan province), Account. Manag. Audit Knowledge Quart. 11 (2022), no. 4, 197–214. [16] A. Ramezani Limaie, A. Sobhani, A.H. Mohammad Davoudi, and A. Taghipour Zahir, Development of a model for promoting effective education while serving the administrative staff of Islamic Azad University (case study of Tehran province), Educ. Manag. Res. Quart. 12 (2019), no. 1, 67–91. [17] H. Rezaei Mirgaed, R. Ahmadi Kohanali and A. Koushki Jahromi, Assessment of needs and determination of training courses for employees of education and research units of Hormozgan University based on the competency approach, Bi-Quart. J. Educ. Plann. Stud. 6 (2016), no. 12, 133–166. [18] M.H. Ronaghi, Acceptance of block chain technology in Iran’s banking industry, Manag. Improv. Quart. 16 (2022), no. 1, 30–53. [19] G.A. Roudi, A. Mousavi Chalak, S. Ziayi, and H. Sharif Moghadam, Paradigmatic model of tacit knowledge sharing in Iranian universities: From the point of view of information science and epistemology experts with a grounded theory approach, Lib. Inf. Res. J. 9 (2018), no. 2, 44–64. [20] M.R. Saadi, Y. Mohammadi Moghadam, J. Abbaspour, H. Abbaspour, and M. Kimasi, Examining the obstacles of electronic banking in Iran with a meta-analytical approach, Smart Bus. Manag. Stud. 7 (2018), no. 26, 137–160. [21] S.H.B. Shahriar, S. Arafat, I. Islam, J.E.H. Nur, S. Rahman, S.I. Khan, and M.S. Alam, The emergence of e-learning and online-based training during the COVID-19 crisis: an exploratory investigation from Bangladesh, Manag. Matters 20 (2023), no. 1, 1–15. [22] S. Siadat, M.T. Amini, M.M. Parhizgar, and J. Salar, Designing and explaining the strategic control model with a self-control approach based on foundational data theory, Quarterly J. Govern. Org. Manag. 8 (2018), no. 1, 11–32. [23] H. Teymouri, A. Nasr Esfahani, and S.M. Younesifar, The model of the education system with an agile approach (Case study: Mellat bank branches in Yazd), Manag. Human Resour. Dev. Quart. 15 (2019), no. 58, 84–110. [24] W. Watson, Human Capital Index: Human Capital as a Lead Indicator of Shareholder Value, Watson Wyatt Publication Washington DC, 2002. | ||
|
آمار تعداد مشاهده مقاله: 1,318 تعداد دریافت فایل اصل مقاله: 462 |
||