Mohi-Adden Y. Al-Qut, " Spiritual Organization: A Path to Organizational Sustainable Excellence " , "journal",Vol.7,No.8, International Business Research, Toronto, Canada, 07/25/2014
In searching for quality and competitiveness, a steadily increasing number of governments and businesses have
adopted "business excellence models" and "national quality awards" frameworks. Most of these were based on
the American, European, Canadian or Japanese models. Organizational excellence is at crossroads today.
Performance management systems and business excellence models and frameworks have given little to no
consideration for social, environmental, human and ethical dimensions of organizational performance. Moreover,
organizations have been confronting many unsurmountable challenges, changes and pressures that make it very
necessary to look for an organizational excellence alternative, namely spiritual organization. This paper provides
a framework for building spirituality-based organization that can harvest sustained excellence.
Keywords: organizational performance management, business excellence models, spiritual organization
Mohi-Adden Y. Al-Qut, " The Relationship between Learning Facilitators and Transforming into a Learning Organization: An Empirical Study of the Insurance Sector in Jordan " , "International Business Research ",Vol.4,No.3, Canadian Center of Science and Education., Toronto, Canada, 07/11/2011
This study examined first the degree to which the insurance sector companies in Jordan are considered learning
organizations; depending on the five disciplines of Peter Senge: Personal Mastery, Mental Models, Shared Vision,
Team Learning and System Thinking. And also the study examined the relationship between five learning
facilitators: Culture, Structure, MIS, HRM Strategies and leadership and the learning organization. A sample of 230
employees was selected randomly, representing 7 companies out of 28. A descriptive analytical methodology was
used. The results showed that the insurance sector in Jordan is moving towards transferring into a learning
organization. Pearson correlation coefficient was used for hypothesis testing. The results indicated that there is a
strong positive relationship between learning facilitators and the 5 learning organization disciplines.
Keywords: Learning organization, Learning disciplines, Learning facilitators
Banyhamadan, K. , Ha, " Transforming an Organization into a Spiritual One: A Five- Pathway Integrated Framework " , "International Journal of Business and Management ",Vol.7,No.11, , Toronto - Canada, 06/01/2012
This paper aims to provide a number of insights about the "what", "why", and "how" of workplace/
organizational spirituality, providing a clear and broader conceptualization and themes of the phenomenon. It
presents an integrated framework leading towards building and maintaining a spirituality- based workplace. This
framework encompasses five "core pillars" or "pathways": (1) organizational culture; (2) organization's mission,
vision; (3) leadership; (4) human resource development; and, (5) organization structure and job design. Each can
partially contribute to building a spiritual organization. But to build and maintain a truly spiritual organization, it
requires to simultaneously and steadily proceed on all "pathways" or fronts".
Keywords: spirituality, spiritual organization, building sustainable spiritual organization: an integrated
framework (conceptual research)
Mohi-Adden Y. Al-Qut, " Quality of Worklife Human Well-being Linkage: Integrated Conceptual Framework " , "International Journal of Business and Management ",Vol.6,No.8, , Toronto - canada, 08/11/2011
Quality of work life (QWL) is not only one of the most important domains in peoples’ lives, but also affects and
shapes many of the components of the general/ total quality of life (wellness) of organizational members, as well
as other peoples at the community, national, regional and even global levels.
There has been ample research studying QWL, but very little attempts have been made to link QWL with general
wellness/ well – being. As peoples every where suffer from the many unfortunate and sad crises and outcomes
brought by organizations, QWL deserves more intensive and in-depth research, especially examining QWL
linkage with whole well – being. This paper attempts to provide a framework of guidelines to help organizations
create and develop high QWL that can enhance and promote the welfare, goodness and total wellness, not only
of organizational members, but also all other stakeholders and the broader societies at community, national and
global levels. Thus, developing and nurturing among organizational members not only good organizational
citizenship behavior, but also good national and even global citizenship behavior.
Keywords: Human resource management, Quality of worklife, Human well-being, Conceptual model