الفهرس 
English CoverOnly 14 pages are availabe for public view
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Abstract
Dealing with adoption of new technologies such as e-learning, in order to enhance organization performance requires employee’s preparation for such a change. Acceptance and execution of the required change is important for the role of e-learning technologies to be effective and efficient, this depends entirely on the thinking and behavior of the users. Change is the driving power of progress, but peoples’ reactions to change are often irration of new technologies is an essential part for organization performance and improvement. E-Iearning on the other hand ,play an important role in enhancing organizations intellectual capital, that is skills, experience and knowledge of its workforce and have a major impact on organizational performance, creating a challenge for organizations to develop learning policies to ensure staff awareness, skills, and knowledge remain relevant and up-to-date, as the value of intellectual capital declines over time, due to many reasons including: changes in technologies, governmental and social change, an undeniably complex business environment, and the need to manage hug amount of data and information .(Epic, 2014). The fact that e-learning, play significant role in how to help organizations retaining intellectual (human) capital (Sutton, 2003) makes it essential for organizations to implement and make full utilization of e-Iearning applications, methodologies and strategies, to up skill their employees with the goal that they be more productive, higher performing, competent, and to find ways to manage transformation to accept and use e-learning systems. In commercially-driven enterprises, it is expected to naturally understand terms as, self- development, the need to improve and to be continuously enhancing skills through training; but the case is somehow different for those who work in government sectors. Because government organizations, may become stoned by process orientation over time, and changes are usually established by governmental action, which happens very rarely and on a long-term basis, also employees respond differently to changes than the objective of the organization., this coupled with work environment where professions are almost safe, and seniority is achieved according to longevity on the job, creates an employee who feels far from external pressures, and has no apparent need to act in response to organizational change. In brief, it is nearly impossible for a government employee to lose his job if the organization objectives were not accomplished.(Murthy & Shubha, 2010).