پیوندهای مفید
آمار
| تعداد نشریات | 21 |
| تعداد شماره‌ها | 610 |
| تعداد مقالات | 9,029 |
| تعداد مشاهده مقاله | 67,082,972 |
| تعداد دریافت فایل اصل مقاله | 7,656,409 |
A model of enhancing human resource flexibility through value creation among education department employees in Razavi Khorasan province in Iran | ||
| International Journal of Nonlinear Analysis and Applications | ||
| مقاله 24، دوره 15، شماره 6، شهریور 2024، صفحه 279-287 اصل مقاله (2.14 M) | ||
| نوع مقاله: Research Paper | ||
| شناسه دیجیتال (DOI): 10.22075/ijnaa.2023.30789.4494 | ||
| نویسندگان | ||
| Zohre Sadeghzade؛ Mahmoud Ghorbani* ؛ Nazisadat Naseri | ||
| Department of Educational Sciences, Mashhad Branch, Islamic Azad University, Mashhad, Iran | ||
| تاریخ دریافت: 13 بهمن 1401، تاریخ بازنگری: 29 اردیبهشت 1402، تاریخ پذیرش: 22 خرداد 1402 | ||
| چکیده | ||
| The education department is a social institution that plays a fundamental role in social administration and the sustainable development of countries. Thus, its continuous growth and survival can be guaranteed by promoting human force flexibility and moving toward value-creating approaches. The present applied and developmental study presented a structural model of enhancing Human Resource (HR) flexibility by creating values in the General Department of Education in Razavi Khorasan Province. The research was a descriptive survey in terms of the data collection method and followed a mixed (quantitative-qualitative) approach. The statistical population of the qualitative phase consisted of 20 academic and education administration experts selected by purposeful sampling. The population of the quantitative phase included 700 administrative experts and managers, 248 of whom were selected by Cochran’s formula as samples. Structural Equations Modeling (SEM) was used for data analysis. The results showed that evaluating the dimensions and components of HR flexibility through a value-creation approach was statistically significant (p<0.01). The cognitive flexibility dimension enjoyed the highest factor loading and coefficient of determination. Functional flexibility, behavioral flexibility, skill flexibility, communicational flexibility, ethical flexibility, and learning flexibility fell into the subsequent ranks, respectively. Among the value creation components, strategic superiority had the maximum factor loading, and the administrative dimension of organizational innovation received the highest value of the coefficient of determination. | ||
| کلیدواژه‌ها | ||
| structural model؛ flexibility of human resources؛ value creation of human resources | ||
| مراجع | ||
|
[1] M. Bodru and S. Ayne, Organizational innovation is a way for flexibility, Br. J. Manag. 27 (2015), no. 1, 21–37. [2] J. Boudreau, W. Cascio and N. Smith, The search for global competence: From international HR to talent management, J. World Bus. 23 (2015), no. 4. [3] A.A. Davidescu, S.A. Apostu, A. Paul and I. Casunean, Work flexibility, job satisfaction, and job performance among Romanian employees—implications for sustainable human resource management, Sustainability 12 (2020), no. 15, 6086. [4] C. Domınguez-Falcon, J.D. Martın-Santana and P. De Saa-Perez, Human resources management and performance in the hotel industry: The role of the commitment and satisfaction of managers versus supervisors, Int. J. Contemp. Hospital. Manag. 28 (2016), no. 3, 490–515. [5] K. Fraser and H.H. Hvolby, Effective teamworking: Can functional flexibility act as an enhancing factor? An Australian case study, Team Perform. Manag.: Int. J. 16 (2010), no. 1/2, 74–94. [6] A.K.S. Hisham and A.A. Ahmad, Framework for exploring fit and flexibility in strategic human resource management in Jordanian telecommunication companies, Eur. J. Bus. Manag. Res. 5 (2020), no. 1. [7] S. Huang, F. Johnson, K. Smith and A.R. Sanchim, Human resource flexibility in Atlanta healthcare organizations, Knowledge Manag. Coop. 12 (2019), no. 4, 459–471. [8] R. Huggins and H. Izushi, The competitive advantage of nations: origins and journey, Compet. Rev. 25 (2015), 5, 458–470. [9] M. Jamipour, Designing the maturity model of knowledge management in line with business strategies using a meta-synthesis approach, PhD dissertation, Tehran University, 2013. [10] S. Ketkar and P. Sett, Environmental dynamism, human resource flexibility, and firm performance: analysis of a multi-level causal model, Int. J. Human Resource Manag. 21 (2010), no. 8, 1173–1206. [11] C.H. Lin, K. Sanders, J.M. Sun, H. Shipton and E.A. Mooi, From customer-oriented strategy to organization financial performance: The role of human resource management and customer-linking capability, Br. J. Manag. 27 (2015), no. 1, 21–37. [12] T. Luu Tuan, Linking authentic leadership to salespeople’s service performance: The roles of job crafting and human resource flexibility, Ind. Market. Manag. 84 (2020), 89–104. [13] V. Najafi Kolyani, A.A. Rastgar and F. Rahmani, Human resource flexibility, creativity, and organizational innovation in insurance enterprises, J. Organ. Culture Manag. 16 (2018), no. 3, 521–544. [14] R.K. Pradhan, P. Madhusmita and J. Lalatendu Kesari, Transformational leadership and psychological empowerment: The mediating effect of organizational culture in Indian retail industry, J. Enterpr. Inf. Manag. 30 (2017), no. 1, 82–95. [15] F. Rahimi, J. Mohammadi and H. Pourzare, The effect of commitment-oriented HRM actions on HR flexibility and competitive advantage, Manag. Stud. Dev. Evol. 25 (2016), no. 82, 99-122. [16] M.A. Sayed Naghavi, M. Haghighi Kaffash and V. Najafi Kolyani, Human resource flexibility and organizational performance in the insurance industry, Manag. Stud. Dev. Evol. 22 (2012), no. 67, 129–153. [17] M.E. Taghizadeh, A. Farmani and S. Sabri, Investigating the role of cognitive flexibility in predicting despair and resilience in students, J. Cognitive Psycho. 1 (2021), no. 2, 67–77. [18] P.M. Wright and S.A. Snell, Toward a unifying framework for exploring fit and flexibility in strategic human resource management, Acad. Manag. Rev. 23 (1998), 756–772. | ||
|
آمار تعداد مشاهده مقاله: 18,509 تعداد دریافت فایل اصل مقاله: 210 |
||