Human Resources Productivity with a Structural Equation Modeling Approach in the Organization

Subject Areas : Urban Management Studies

Ali Javadian ¹ ( Student of Management Ph.D Islamic Azad University, Ghaemshahr branch, Management Group, Qaemshahr, Iran )
Asadollah Mehrara ² ( Qaemshahr Branch, Islamic Azad University, Qaemshahr, Mazandaran, Iran )
Mohammadreza Bagerzadeh ³ ( Department of Management, Assistant Professor, Qaemshahr Branch, Islamic Azad University, Qaemshahr, Iran )

Received: 2020-06-24 Accepted : 2020-08-25 Published : 2020-08-22

Keywords: Productivity, human resource productivity, Modeling, structural equations, Organization,

Abstract :

Introduction and Objective: One of the main priorities of managers is the efficiency and improvement of services provided in the health sector to increase satisfaction and meet the level of people's expectations; Therefore, the goal of any organizations is to achieve productivity or efficiency and effectiveness. The purpose of the research is to develop a human resource productivity model. Method: In this study, 27 people of the decision-making team (participants) which included experts and university professors were involved in the qualitative phase. In order to collect data in a quantitative stage, all middle and basic managers of organizations with a bachelor's degree or higher were selected as a sample size equal to 384 people according to Krejcie Morgan table. The statistical community was Gorgan Province. Both field and library methods and questionnaire tools have been used to collect data. To analyze the data, statistical methods and tests were applied at both descriptive and inferential levels such as single-variable t-test, the Kolmogorov-Smirnov test, quantitative technique of Analytical Hierarchy process (AHP), and confirmatory factor analysis as well as software such as Excel, SPSS, LISREL, and Expert Choice. Results: Human resource productivity indicators extracted from previous research was presented as a model with the help of structural equivalence include seven main indicators (Structural-Managerial factors, Cultural factors, Individual factors, Ave Mel economic, environmental factors, risk factors intimacy and cooperation, socio-psychological factors) and 56 sub-indices. Conclusion: The research findings show that the proposed model can be used in all government organizations such as the Ministry of Science, Ministry of Health, etc. and public non-governmental organizations such as municipalities, housing foundation, social security organization, etc. For better performance of the proposed model, it is necessary to prioritize and localize the components and indicators for each organization separately.  

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