Innovative Human Resources Management Policies in the Service of the National Meteorological Organization
Subject Areas : Public administration
seyed ali akbar ahmadi
1
,
رضا رسولی
2
,
malek dalir
3
,
fatemeh rahmatinezhad
4
1 - Professor, Department of Public Administration, Payame Noor University
2 - Professor, Department of Public Administration, Payame Noor University
3 - public administration,payam noor university,tehran,iran
4 - Student
Keywords: Human Resource Management Practices, the Performance of the Country's Meteorological Organization, Organizational Readiness and Responsible Innovative Behavior,
Abstract :
Innovative Human Resources Management Policies in the Service of the National Meteorological Organization
Syed Ali Akbar Ahmadi
Professor, Department of Public Administration, Payam Noor University, Tehran, Iran (corresponding author)
aliakbarahmadi@pnu.ac.ir
Reza Rasouli
Professor, Department of Public Administration, Payam Noor University, Tehran, Iran
ORCID: 0009-0009-9782-2169
rasouli@pnu.ac.ir
Malek Drlir
Assistant Professor, Department of Public Administration, Payam Noor University, Tehran, Iran
malekdalir@pnu.ac.ir
Fateme Rahmatinejad
Master's student in Public Administration, Human Resources Development, Payam Noor University
ORCID: 0009-0009-0579-3779
Received 28 May 2024 | Accepted 18 June 2024
Extended Abstract
It should be kept in mind that in human resource management, organizational value increases, so sharing information in organizations depends on the people who facilitate this transfer, as a result of all the factors that encourage or hinder interpersonal communication.
That is, they will also affect people's information exchanges that are why the importance of communication and interactions on trust and norms between people in the expansion and application of knowledge is very important. The headquarters staff of the country’s Meteorological Organization also has different information and skills depending on their education, position, and work experience, which enable them to better, perform their assigned tasks. They have to communicate and interact with their managers and colleagues to plan, coordinate, etc.
Now, considering the multidimensional nature of each person's work in this organization, it is necessary to transfer and disseminate information and skills to facilitate the work of individuals and achieve organizational goals, and at the same time, eliminate weaknesses and strengthen strengths.
Therefore, the purpose of this research is to investigate the impact of human resource management practices on the performance of the country's meteorological organization with the mediating role of organizational readiness and responsible innovative behavior.
The statistical population of the current research consists of the staff of the country's Meteorological Organization (286 people), and some of them (164people) were studied by simple random sampling. The research method is descriptive-correlation and applied. The data collection tool was a questionnaire and the construct validity was examined through factor analysis, the analysis of research data was done through structural equation modeling using PLS software.
The findings of this research showed that human resource management methods have a positive and significant effect on the performance of the country's meteorological organization with the mediating role of organizational readiness and responsible innovative behavior.
In most developed countries, innovation is considered as one of the competitive advantages and as the basis for applying the differentiation strategy. However, in recent years, innovation has been considered one of the requirements and effective factors in creating competitive advantage and improving the quality of services. It must be acknowledged that innovation and the need to address it from an organizational perspective are essential.
From the perspective of innovation and long-term competitiveness, the importance of achieving long-term competitive advantage is much greater than the costs that organizations will have to pay, and this is the only solution to compete in highly variable and unpredictable markets. Alforth (2009) acknowledges that innovation is one of the key parameters that organizations should pursue.
Therefore, researching the development of innovation in organizations is of great importance. The most important result of competitive performance is the long-term result; that is, the organization can better adapt to the conditions and continue its life. In addition to long-term results and adaptation, other benefits are also conceivable for organizational entrepreneurship; among other things, customer relationships are developed. Since customers are one of the most important sources of information, more attention is paid to their needs, interests, and opinions.
The result of this work is more satisfied and loyal customers; it also creates a better organizational environment for working that will cause more enjoyment, motivation, and encouragement for work; in addition, it helps to increase morale and relationships between members of the organization. Therefore, organizational innovation has the greatest impact on long-term organizational performance, especially adaptation and survival. Getting help from mechanisms to facilitate these relationships is also very important.
Key Words: Human Resource Management Practices, the Performance of the Country's Meteorological Organization, Organizational Readiness and Responsible Innovative Behavior
Contribution of authors
All authors have participated in this research in equal proportion.
Ethical approval
Written informed consent was obtained from the individuals for their anonym zed information to be published in this article.
Conflict of interest
No conflicts of interest are declared by the authors.
- Ahmadi, Ali Akbar and Feizabadi, Hourieh (2013). "Investigating the Promotion of Social Capital on Improving Organizational Performance (Case Study: Tehran Municipality Headquarters Organizations)", Public Administration, Volume 3, Issue 6. Retrieved from https://jipa.ut.ac.ir/.
- Alvani, Seyed Mehdi; Nateg, Tahmineh; Farahi, Mohammad Mehdi (2019), "The Role of Social Capital in the Development of Organizational Knowledge Management", Iranian Management Sciences, Year 2, Issue 5, Pages 35-70. Retrieved from https://journal.iams.ir/.
- Asadi Sedighe; Dargahi Hossein; Esmaeil Fallah Mehrabadi, Nahid Heydari (2017), Studying the Relationship Between Creativity and Organizational Innovation in Staff of General Hospitals of Tehran University of Medical Sciences, Journal of the Faculty of Paramedical Sciences of Tehran University of Medical Sciences (Payavard Salamat), Volume 11, Issue 5, 587-578. Retrieved from https://payavard.tums.ac.ir/.
- Choupani, Heydar; Zare-Khalili, Mojtaba; Gholam-Zadeh Hojjat and Kazem-Pour, Maryam (2012). "The Role of Social Capital in the Propensity for Employee Innovation in Teacher Insurance Joint Stock Company", Development Management Process, Volume 26, Issue 1. Retrieved from https://jmdp.ir/.
- Ghazifard, Abdolkarim; Nilipour, Seyed Akbar and Akbari, Mehdi (2018). Investigating the effect of organizational investment in social capital on the commitment and performance of employees of Dogonbadan Municipality, Second National Conference on Management, Accounting, and Industrial Engineering Solutions in Organizations. Retrieved from https://civilica.com/.
- Hassani Moghaddam, Zohreh (2018) Investigating the Relationship between Organizational Climate and Culture with Knowledge Management and Productivity in School Principals of Semnan County, Master's Thesis, Faculty of Psychology and Educational Sciences, University of Tehran.
- Karimi, Fariba; Ahmadi Dastjerdi, Somayeh and Rajaeipour, Saeed (2013). "Structural model of the relationships between social capital and organizational learning capabilities with employee innovation", Productivity Management (Beyond Management), Volume 1, Issue 21, Winter. Retrieved from https://sanad.iau.ir/journal/jpm.
- Rezvani, Mehran and Toghraei, Mohammad Taghi (2011). "The Role of Organizational Social Capital in the Propensity for Organizational Innovation in Knowledge-Based Companies (Case Study: Companies Located in the Science and Technology Park of Tehran University)", Journal of Change Management, Year 3, Issue 6, Fall and Winter. DOI: 10.22067/pmt.v0i0.15936
- Safarzadeh, Hossein; Tedayin, Azam and Harmohammadi, Maryam (2019). "Investigating the Effect of Knowledge Management Strategies on Innovation and Competitive Performance (Case Study: Health and Medical Centers in Northern Fars)", Quarterly Journal of Yazd Faculty of Health, Year 11, Issue 1, Serial Number: 34, Spring. Retrieved from https://tbj.ssu.ac.ir/.
- Zarghami, Hamid Reza; Mostafa Jafari and Peyman Akhavan (2012), Investigating the relationship between creativity and individuals' motivation for innovation in research organizations: A case study in the Intelligent Signal Processing Research Institute, Journal of Innovation and Creativity in the Humanities 1 (4). Retrieved from https://sanad.iau.ir/journal/ichs.
- Gürlek Mert & Murat Çemberci (2021), Understanding the relationships among knowledge-oriented leadership, knowledge management capacity, innovation performance and organizational performance a serial mediation analysis, Serial mediation analysis, https:// www.emerald.com/insight/0368-492X.htm. DOI: 10.1108/K-09-2019-0632
- Kim Namhyun, Shim Changsup, (2018) "Social capital, knowledge sharing and innovation of smalland medium-sized enterprises in a tourism cluster", International Journal of Contemporary Hospitality Management.DOI: 10.1108/IJCHM-07-2016-0392.
- Radnor, Z. and McGuire, M. (2004),«Performance Management In The Public Sector: Fact Or Fiction?» International Journal of Productivity and Performance Management, Vol.53, No.3, P. 245-260. DOI: 10.1108/17410400410523783.
- Victor, S., Chan, Y. and Mckeen, J. (2012). Knowledge management Capability and organizational Performance: A Theoretical foundation, OLKC 2006 Conference at the University of Warwick, Coventry on 20th -22end March.Retrieved from https://warwick.ac.uk.
