Designing a Model of Antecedents Effective on Human Capital Management to Improve the Administrative System: A Case Study of Sistan and Baluchistan Universities
Subject Areas : Human resources management)Mahboubeh Rahat Dahmardeh 1 , Nahid Amrolahi Biyuki 2 , Alireza Hajihosseini 3
1 - Ph.D.Candidate Public Administration Department,Zahedan Branch,Islamic Azad University,Zahedan, Iran
2 - Assistant Professor, Department of Public Administration, Faculty of Humanities and Social Sciences, Ardakan University, Ardakan, Iran
3 - Assistant Professor, Department of Mathematics, Zahedan Branch, Islamic Azad University, Zahedan, Iran
Keywords: administrative system, human capital management, human resources, organization,
Abstract :
This study has been conducted with the aim of designing a model of antecedents affecting human capital management in order to improve the administrative system in the universities of Sistan and Baluchistan province. The research design is a mixed methods exploratory one, which, in the qualitative part, employs data base method and in the quantitative part a descriptive survey based on the structural equation modeling method. The statistical population of the research includes managers, assistants, employees and professors of the related fields in the universities of Sistan and Baluchistan province. In the qualitative part, 14 people were purposefully selected and in the quantitative part, 384 people were selected as samples. The data collection instument in the qualitative part was a semi-structured interview and in the quantitative part, a researcher-made questionnaire based on the results of the qualitative part of the research. The data analysis in the qualitative part was based on the foundation data method and in the form of open coding, axial coding and selective coding, and in the quantitative part structural equation modeling was employed using the partial least squares method and SmartPLS-4 software. Based on the findings of the research in the qualitative part, a total of 81 open codes, 17 central codes in the form of 6 selective codes of causal conditions, intervening conditions, background conditions, central phenomenon (human capital management in the administrative system), strategies and consequences were identified. In the quantitative part, the effect of antecedents on human capital management in the administrative system was investigated, and the results indicated the positive effect of causal, background and intervening conditions with path coefficients of 0.426, 0.308 and 0.343 respectively on human capital management in the improvement of the administrative system. Additionally, the positive effect of human capital management in the administrative system on strategies was confirmed with a coefficient of 0.310 and the positive effect of strategies on the consequences of human capital management in the administrative system was confirmed with a coefficient of 0.612.
Key Words: administrative system, human capital management, human resources, organization
1.Introduction
Human capital plays an important role in the performance of organizations due to the importance of thinking and making wiser relationships in the market and the fact that improving performance is directly related to human capital. In the last decade, managers of organizations have recognized that human resources are very important in achieving a sustainable and effective competitive advantage. In today's world, where knowledge and communication with customers have become more important than in the past, human capital, which is an indicator of the amount of knowledge, technical skills, creativity and experience of the organization, is becoming increasingly important. In the same way, the workforce is not considered as a cost-bearing asset anymore but a productive one. Therefore, due to the ever-increasing role of human resources and the role of employees in the success and progress of organizations and in a larger scale in the administrative system, the proper management of human capital is of particular importance. The administrative system in all countries has a key importance and a prominent role in the development process to the extent that without having a suitable and competent administrative system, it will be impossible to achieve comprehensive development. Experiences and research conducted in many international organizations have also emphasized the necessity of having a proper administrative system to achieve sustainable development. Therefore, in the current research, we have designed a model of the antecedents effective on the management of human capital in order to improve the administrative system.
2.Literature review
The administrative system in every country has a special importance and credibility due to its direct and face-to-face relationship with individuals and different layers of society. Administrative system is one of the most complex levels in open systems. Human resources are the main pillars of decision-making in any system. In fact, no effective system can be realized without human resources. One of the effective factors in improving the administrative system is human capital management. Human capital management is an approach to employees that understands people as assets whose current value can be measured and whose future value can be increased through investment. In fact, human capital management is a link between the workforce and organizational planning, and day by day it receives more attention at the global level as well as the individual and organizational levels. In the field of human capital management and its role in achieving the desired administrative system, various studies have been conducted, such as the studies of Herbez et al. (2021), Popkova (2020), Mehri et al. (2020), Hajilo et al. (2020), and Safian et al. (2018).
3.Methodology
The current research has been conducted with the aim of designing a model of antecedents affecting human capital management in order to improve the administrative system in the universities of Sistan and Baluchistan province. The sub-objectives of the research include identifying the causal factors, contextual factors and intervening factors (as antecedents) that influence the management of human capital to improve the administrative system (as a central phenomenon), and further identifying the strategies and consequences of this important issue. This research is a type of applied research with a mixed methods design including qualitative and quantitative phases. In the qualitative part, the database method was used to create a theoretical research model, and in the quantitative part, the structural equation modeling method was used to explain the relationship between the identified antecedents and human capital management in improving the administrative system. The statistical population of the research was managers, assistants, staff and professors of the related fields in the universities of Sistan and Baluchistan province, and 14 people were selected for the interviews using the purposeful sampling method and based on the rule of theoretical saturation. The criteria for selecting these people was to have expertise and study related to human capital management and administrative system. In the quantitative part, due to the uncertainty of the number of the population, 384 people were selected as research participants, and the sampling procedure was convinience sampling. The data collection instruments in the qualitative part included semi-structured interviews and in the quantitative part, a questionnaire based on the results of the qualitative part.
4.Result
In the qualitative section, after analyzing the interviews and conducting the coding processes and checks related to the three-way validity, reliability between two coders and content validity, the final model was designed, which was introduced as a paradigm model of human capital management in order to improve the administrative system in the universities of Sistan and Baluchistan province.The antecedents of human capital management effective in the improvement of the administrative system include causal conditions, intervening conditions and background conditions that affect the management of human capital in administrative systems. Moreover, the strategies and consequences have also been identified in this area. In the quantitative part, the research measurement model regarding the coefficient estimations showed that the research model is approved in terms of factor loadings. Also, regarding the significance of the coefficients, since all the significant levels were greater than 1.96, the research model was also approved. In the structural model, the causal conditions with the path coefficient of 0.426 and a significance level of 25/732, background conditions with a path coefficient of 0.308 and a significance level of 21/874 and intervening conditions with a path coefficient of 0.343 and a significance level of 19/807 all show a positive significant effect on human capital management in the improvement of the administrative system in the universities of Sistan and Baluchistan province. Also, the effect of human capital management on the improvement of the administrative system regarding strategies with a path coefficient of 0.310 and a significance level of 4.367 and the effect of strategies on the consequences of human capital management with a path coefficient of 0.612 and a significance of 9.363 were both confirmed.
5.Discussion
According to the model presented in this research, the causal conditions include two main factors, macro factors and organizational factors. Macro factors refer to the factors that lead to problems and issues in organizations in a macro way that create inefficiency in all organizations, and organizational factors are those specific to the conditions within each organization, and in fact are the reasons for the formation of human capital management in order to improve the administrative system in organizations. Background factors for human capital management include organizational resources, employee behavior, structural factors, and internal capabilities. Intervening conditions include external, internal and protective environment. The central phenomenon in this research is human capital management in improving the administrative system. The central phenomenon includes the three dimensions of the human resource management process, the skills of managers and the desired administrative system. Also, the findings of the research revealed some strategies in order to take advantage of human capital management in the reform and improvement of the administrative system, including two categories of micro strategies and macro strategies. Micro-strategies include making the organization agile, correct allocation of resources, clarifying affairs and the special place of human resource management in the organizational chart, which emphasizes the importance of human resources and a transparent and agile structure in a micro-organizational way. Also, macro-strategies include smart and strategic management, human and communication skills improvement, creation of learning organization and development of e-government, which can be used at a macro level and with a longer range. According to the paradigm model of the foundation data, the consequences of human capital management in the administrative system are individual consequences, organizational consequences and social consequences. Taking advantage of human capital management in reforming the administrative system can be created individually for each employee, such as responsibility, personal growth, job satisfaction and motivation. Consequences can occur at the organizational level and lead to organizational productivity and growth, gaining competitive advantage, improving organizational structure, organizational justice, etc., which result in the organization benefiting from this change and reform. Finally, the improvement of the administrative system can have achievements for the society as well, which can include improving the quality of life, the growth of the society, the rule of law and the compliance of the organization's actions with the upstream laws, which bring coordination and administrative integrity for the organizations.
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