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  • The Propellants Factors in Human Resource Agility based on Government Policies (Case Study: Iran Tax Affairs Organization)

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عنوان URL للمقالة


رقم المقالة : JSM-2304-1818 (R1) زيارة : 181 الصفحة: 239 - 254

10.30495/jsm.2023.1984681.1818

20.1001.1.23222301.2023.9.4.15.0

نوع المخطوط: ابحاث

The Propellants Factors in Human Resource Agility based on Government Policies (Case Study: Iran Tax Affairs Organization)

الموضوعات :

Farhad Ghasemi 1 ( Ph.D. Candidate, Department of Public Administration, Rudehen Branch, Islamic Azad University, Tehran, Iran. )
Alireza Rezghi Rostami 2 ( Assistant Professor, Department of Public Administration, South Tehran Branch Branch, Islamic Azad University, Tehran, Iran. )
Rashid Zolfaghari Zaferani 3 ( Associate Professor, Department of Public Administration, Rudehen Branch, Islamic Azad University, Tehran, Iran. )

تاريخ الإرسال : 05 الثلاثاء , شوال, 1444 تاريخ التأكيد : 15 الأربعاء , محرم, 1445 تاريخ الإصدار : 16 الأحد , ربيع الأول, 1445

الکلمات المفتاحية: Tax Affairs Organization, Manpower agility, Government policies, Propellants factors,

ملخص المقالة :

Huge economic, social, political, and technological changes in recent decades have brought increasing complexity and decreasing predictability of organizations' environments. One of the solutions offered to deal with such environments is the agile approach to human resources. This research was conducted with the aim of investigating the driving factors in human resource agility based on government policies. The current research is developmental in terms of purpose and descriptive survey in terms of the method with a combined (qualitative and quantitative) approach. The research community in the qualitative part included professors, experts in the field of human resources, and senior managers of the human resources department, and in the quantitative part, the senior and middle managers of the country's tax affairs organization who had a bachelor's degree or higher. Relevant data were extracted from theoretical literature and semi-structured open interviews in the qualitative section. The tool for data collection was a researcher-made questionnaire in the quantitative part. The results of the qualitative part led to the identification of 13 main categories, which are categorized into four main clusters (The propellants of human resource agility, Human resource agility policies, operational components of human resource agility, and Results and Functions of human resource agility) and became a five-point Likert scale questionnaire. The results of confirmatory factor analysis showed that all items have a significant relationship with the structure and the proposed structural model has a good fit. The results of the path analysis showed that the operational components of human resource agility have a mediating role in the relationship between the drivers of human resource agility and the results and functions of human resource agility. Human resource agility policies have a mediating role in the relationship between the propellants of human resource agility and the results and performance of human resource agility.

المصادر:


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