Although online banking services have gained a lot of attention, many consumers are still not willing to use them. Since online banking services can be a competitive advantage for banks, it is useful to know the core factors affecting the use of online banking services. This study sheds light on different aspects of consumers' perceived risk to analyses the influence of total perceived risk and consumers' willingness to embrace innovation on online banking services adoption. Results of the study show that the consumer's total perceived risk and willingness to accept innovation both have a direct effect on online banking services adoption, while willingness to adopt innovation has no significant influence on the consumer's total perceived risk. Meanwhile, it seems that social perceived risk cannot increase the consumer's total perceived risk. Beside these, the extent of other consumers' perceived risks is forecasted by the execution of a neural network. This forecasting helps to understand whether other consumers that have same feeling as members of study society are willing to adopt online banking services or not.
PurposeThe aim of the study is to extend prior research on career identity formation by investigating whether individuals' participation in informal workplace learning activities positively relates to career identity. The study also examines whether work engagement significantly mediates the participation in informal learning and career identity relationship.Design/methodology/approachUsing data from a survey of 313 individuals in Iran, the study developed and tested measurement and structural models and employed partial least squares structural equation modelling to test the hypotheses.FindingsThe findings suggest that work engagement substantially mediates the positive relationship between participation in informal learning and career identity. Furthermore, the learning potential of the workplace and the propensities of individuals to actively approach situations that provide them with opportunities to learn and seek feedback on their performance have positive although varying relations with levels of participation in informal learning.Practical implicationsHuman resource management and career management specialists must be cognisant of the central role that employee participation in informal learning plays in strengthening their work engagement and career identity. Learning and development specialists should seek to create conditions in the work environment that are favourable to informal learning and work engagement.Originality/valueAlthough the role of formal development programmes in career identity formation is well documented, studies that examine links between participation in informal learning activities and career identity are very rare. Furthermore, there are no known studies that examine the potential mediating role of work engagement in the relationship between participation in informal learning activities and career identity.
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