The present study was conducted with the aim of recognizing and understanding the factors affecting learning motivation in government organizations. This study is applied in terms of its purpose and is of a survey and exploratory type in terms of data collection method, and has a deductive-inductive research philosophy.
The statistical population of the study is experts, including senior managers and managers in the human resources field of government organizations, whose sample members were selected using the purposive sampling method and based on the principle of theoretical saturation. The data collection tool is an interview in the qualitative part and a questionnaire in the quantitative part. The validity and reliability of the tools were analyzed using content validity and intra-coder and inter-coder reliability for the interview and content validity and test-retest reliability for the questionnaire, respectively. In this study, the content analysis and coding method was used for data analysis in the qualitative part and the fuzzy cognitive map method was used in the quantitative part.
In this study, the findings of the qualitative part include identifying the types of factors affecting learning motivation, and the findings of the quantitative part are related to prioritizing these factors.
Accordingly, the most important factors affecting learning motivation are job security, advancement paths, and employee communication within the organization.
otivation is the reason that guides all our actions. An individual expects that if he behaves in a certain way or performs certain tasks, he will achieve the desired result. In the workplace, this result, as long as it is positive, is a motivator that can influence the performance and manner in which the tasks given to employees are performed. The key to achieving the best possible results lies in the ability to identify the factors that drive each individual in a workforce. It is very important that employees believe that they are capable of performing the task expected of them, apart from the fact that the final result is valuable. If the goals seem unattainable from their perspective, they are unlikely to be motivated, which in turn leads to lower performance. That is why the ability to identify the main factors that drive an employee is the first and most important step on the way to increasing performance. The present study was conducted with the aim of identifying the factors affecting learning motivation using a fuzzy cognitive map. The results of the present study consist of two quantitative and qualitative parts and identifying the types of factors affecting learning motivation. In the qualitative part of the research, a set of factors affecting learning motivation were identified, which include: salary, relationships with colleagues, meaningful work, work-life balance, belonging, flexibility, understanding the work environment and space, job security, professional development opportunities, advancement paths, organizational culture, leadership style, empathy and emotional understanding, providing appropriate feedback, alignment of the organization with personal goals, participatory management style, attention to employee training, gratitude, promotion and growth, and management's sense of duty towards workers. Based on calculations made among the 20 identified factors, job security, advancement paths, and employee relationships were identified as the most important factors affecting learning motivation. Regarding the similarities and differences between the research results and similar studies, it should be noted that the findings of the present study are consistent with the study of Esmaeili et al. (1400). What both studies have in common is the role of relationships with colleagues on learning motivation. They found that relationships can be considered a necessary element for success in all social systems and subsystems. Managers have also found that effective communication with human resources and understanding communication motivations are effective factors in their success in achieving organizational goals. An important part of relationships in an organization is the communication between managers and employees. Accordingly, managers at different levels are responsible for creating correct communications in the organization; therefore, they must be aware of the quality and quantity of the communication process and know how to establish effective communications. The findings of the present study are consistent with the results of Bavandpour et al. (2019).