Identifying and Categorizing the Mental Model of Human Resource Experts Regarding the Drivers of Human Capital Engagement Development Using the Q Methodology

Subject Areas : Business Management

Ehsan  Namdar joyami ¹ (Postdoctoral Researcher, Department of Management, University of Tehran, Tehran, Iran)
Seyed Aligholi  Roshan ² (Associate Professor, Department of Public Administration, University of Sistan and Baluchistan, Zahedan, Iran)
Nour Mohammad  Yaghoubi ³ (Professor of Public Administration Department, University of Sistan and Baluchistan, Zahedan, Iran)
Badredin  Orai Yazdani ⁴ (Associate Professor, Department of Public Administration, University of Sistan and Baluchistan,Zahedan, Iran)

Received: 2022-07-09 Accepted : 2022-12-03 Published : 2023-03-21

Keywords: Q methodology, : mindset model, human resource experts, proponents, human capital engagement,

Abstract :

The drivers of human capital engagement development are the factors influencing the processes, events, actions, and images that produce distinct results and consequences for the concept of engagement. The purpose of this study was to identify and categorize the drivers of development of human capital commitment and the views of human resource experts about the drivers of human capital commitment. To this end, the Q methodology was employed. First, the related literature and research background were reviewed and then, based on the documents, interviews and questionnaires from 12 experts, the phrase Q (49 phrases) was formed. In the next step, human resources and academic experts were asked to categorize the Q statements on the agreed-upon, opposite, and abstracted axes in the form of a six-choice spectrum of 6+ to -6. Then, based on the inferential statistics (factor analysis) using SPSS software, the data were analyzed and categorized into different mental patterns, and finally, three mental patterns were identified. Based on the results, it can be stated that the Q statements obtained are capable and comprehensive. Therefore, it has an accepted and approved narrative. In this study, re-test was used to confirm the reliability. In this way, at least 20% of the sample subjects, that is, three people (12 experts in total) were tested twice, and the correlation coefficient obtained was 82% (0.82), which indicates a high level of reliability. The mentalities obtained based on the order of importance are: first pattern: leadership and personal and identity development; third pattern: structural, process and procedural; and second pattern: management and organizational resources.

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