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الإسم : د. محي الدين يحيى توفيق القطب

الرتبة العلمية: أستاذ مشارك

المسمى الوظيفي: عضو هيئة تدريسية

المكتب 9436       الرقم الفرعي 9436

بريد الكتروني: malqutop@uop.edu.jo

التخصص: إدارة الأعمال

جامعة التخرج: الجامعة المستنصرية

المؤهل العلمي

    المؤهل العلمي

    الجامعة

    البلد

    سنة الحصول على المؤهل

    البكالوريوس
    كلية التراث الجامعة
    العراق
    1992
    الماجستير
    الجامعة المستنصرية
    العراق
    1996
    الدكتوراه
    الجامعة المستنصرية
    العراق
    2002

2016                       المشروع الوطني لتطوير الكفايات المعرفية لكليات الأعمال في الجامعات العاملة

                               في المملكة الأردنية الهاشمية.

2015- وحتى الآن        أستاذ مشارك ، قسم ادارة الأعمال، جامعة البترا، عمان / الاردن.

20112015             أستاذ مشارك ، قسم ادارة الأعمال، جامعة العلوم التطبيقية الخاصة، عمان / الاردن.

2002 – 2011           أستاذ مساعد، قسم ادارة الأعمال، جامعة العلوم التطبيقية الخاصة، عمان / الاردن.

2005 –  2013          رئيس قسم ادارة الأعمال، جامعة العلوم التطبيقية الخاصة، عمان / الاردن.

2006 – 2008           منسق عام امتحان الكفاءة الجامعية، جامعة العلوم التطبيقية الخاصة، عمان / الاردن.

2011 – 2013           رئيس وحدة الخطة الاستراتيجية، جامعة العلوم التطبيقية الخاصة، عمان / الاردن.

2011  -  2013          مساعد عميد كلية الاقتصاد و العلوم الادارية، جامعة العلوم التطبيقية الخاصة،عمان / الاردن.

2006  -  2009          رئيس لجنة وضع الخطة الاستراتيجية في جامعة العلوم التطبيقية الخاصة.

2007- وحتى الآن       تحكيم عدد من الكتب و الأبحاث لمجلات علمية مختلفة ولمؤتمرات محلية .  

2007- وحتى الآن       تحكيم عدد من رسائل الماجستير و الدكتوراة و المشاركة كعضو لجنة مناقشة في عدد آخر .

 



  • Journal Paper





      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 :الملخص
      Abstract 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 Download




      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 :الملخص
      Abstract 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 :الملخص
      Abstract 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 :الملخص
      Abstract 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
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