Designing a causal model of the organizational factors of human capital management with an entrepreneurial approach (case study: National Oil Products Distribution Company)

Subject Areas : Human Resources Excellence

shadmehr zohdi ¹ , Hassan Amiri ² , Koroush Parsa Moein ³

1 - Department of Public Administration, Kish International Branch, Islamic Azad University, Kish Island, Iran
2 - Department of Public Administration, Tehran South Branch, Islamic Azad University, Tehran, Iran,
3 - Department of Education, Roudehen Branch, Islamic Azad University, Roudehen, Iran,

Received: 2023-01-13 Accepted : 2023-02-09 Published : 2023-03-21

Keywords: Human capital management, resource-oriented perspective, Organizational Factors, Entrepreneurial Approach,

Abstract :

This research was conducted with the aim of designing a causal model of organizational factors of human capital management with an entrepreneurial approach in the NIOPDC. In terms of purpose, the present research was practical and in terms of the method of collecting information, it was part of mixed research (qualitative-quantitative) of exploratory type. The statistical population in the qualitative part included academic and organizational experts, including experts in human capital management with an entrepreneurial approach, and in the quantitative part, it included all the employees of the NIOPDC. The sample size in the qualitative section was estimated by theoretical saturation (20 people) and in the quantitative section, 335 people were estimated based on Cochran's formula. The content validity of the questionnaire was confirmed by several experts, the convergent validity was confirmed by calculating the average variance extracted, and the divergent validity was confirmed by calculating the square root of AVE. The reliability of the questionnaire was obtained through Cronbach's alpha of 0.86. Cronbach's alpha, mean variance extracted, Kolmogorov Smirnov, confirmatory factor analysis and Pearson correlation were used to analyze the data. The results of the research showed that among the 11 extracted organizational factors, 7 components were identified as outcomes: organizational justice (0.903), training (0.870), competitive advantage (0.857), organizational capability (0.772). ), senior management support (0.747), organizational citizenship behavior (0.611) and organizational culture (0.524) were prioritized respectively, and among the 4 components of organizational outcomes, productivity improvement (0.738), innovation (0.607), performance (0.540) and organizational agility (0.506) are priorities, respectively.