Document Type : Original Research Paper
1 Department of Educational Management, Faculty of Humanities, Electronic unit of Islamic Azad University, Electronic Campus, Tehran, Iran
2 Department of Higher Education Management Studies, Institute for Research & Planning in Higher Education, Tehran, Iran
3 Department of Comparative Studies and Innovation in Higher Education, Institute for Research & Planning in Higher Education, Tehran, Iran
Background and Objectives: Organizational learning culture, job enthusiasm, and human resources are the most important factors in the development of an organization. Culture affects all human behavior and actions in all matters. Learning is effective in the survival and development of the organization. Manpower is known as a valuable and central asset for the organization. Due to the special circumstances of the present age, the importance of e-learning is felt more than ever. On the other hand, employees' desire for their job is one of the factors affecting the success and survival of the organization. Accordingly, this study has assessed the dimensions of organizational e-learning culture and its relationship with job enthusiasm of Shahid Rajaee Teacher Training University staff.
Methods: This research is of descriptive correlational type with a practical purpose. Seven hypotheses were formulated to achieve the research goal. The statistical population included all university staff of 300 people. The statistical sample was selected using the random sampling method. To determine the sample size, the Morgan table was used, based on which 169 people were selected. The main tool of data collection to answer the research hypotheses was two standard questionnaires. The standard organizational learning culture questionnaire to evaluate the organizational e-learning culture consisted of 21 items out of seven components on a 5-point Likert scale and the standard job enthusiasm questionnaire to assess the job enthusiasm of university staff with 17 items out of three components with a 5-point Likert scale. Their validity was confirmed by experts and Cronbach's alpha coefficient of the questionnaires was 0.96 and 0.93, respectively. Out of 169 questionnaires distributed, 154 questionnaires had complete information that were finally analyzed. To select the appropriate statistical test and express the normal or abnormal data of the Kolmogorov - Smirnov test and to analyze the data in inferential statistics due to non-normal distribution of data from non-parametric (Spearman correlation coefficient) with the help of SPSS 24 software was used.
Findings: The research hypotheses in the inferential statistics section were analyzed using the Spearman correlation coefficient. The results showed that the correlation coefficient of all components of organizational e-learning culture with job enthusiasm of university staff was positive and significant, which were: creating continuous learning 0.467, promoting inquiry and dialogue 0.476, team learning 0.438, shared systems 0.455, empowering people 0.536, system connectedness 0.494 and provided leadership 0.430. The highest correlation coefficient was related to the empowering people component. Also, the correlation coefficient between all components of organizational e-learning culture and job enthusiasm was reported to be 0.537, which showed that there was a positive, significant and moderate correlation between the two variables.
Conclusion: The findings showed that organizational e-learning culture increases job enthusiasm and the relationship between organizational e-learning culture and job enthusiasm is positive and meaningful. Job enthusiasm helps to cultivate a positive learning culture in the organization, and in this way, in addition to maintaining human capital, organizations have motivated, responsible, and engaged employees. Therefore, improving and strengthening the culture of organizational e-learning can improve the job motivation of employees and cause organizational effectiveness.
©2022 The author(s). This is an open access article distributed under the terms of the Creative Commons Attribution (CC BY 4.0), which permits unrestricted use, distribution, and reproduction in any medium, as long as the original authors and source are cited. No permission is required from the authors or the publishers.
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