جستجوی مقالات مرتبط با کلیدواژه « flexibility of human resources » در نشریات گروه « مدیریت »

Flexibility means versatile and multi-purpose employees; In other words, this model means the versatility of employees and their ability to perform various tasks and move in jobs, the purpose of this research is to investigate the impact of flexibility of human resources on knowledge management with the role of moderator of leader and follower exchange, the statistical population of this research is all The employees of the oil company in the central regions, the sample size was obtained using the Cochran formula. The main data collection tool included three questionnaires of knowledge management, flexibility of human resources and leader-follower exchange, which were randomly distributed among the sample size. The validity of the questionnaire was confirmed by the professors and the reliability was confirmed using Cronbach's alpha coefficient. The results of the research showed that the flexibility of human resources an effect on knowledge management on the employees of the oil company in the central regions, and the effect of leader-follower exchange on knowledge management is positive and significant. Statistical analysis based on structural equations showed that the flexibility of human resources with the moderator role of leader-follower exchange an effect on knowledge management.

In terms of purpose, the present research is applied and in terms of research method, it is included in descriptive survey research. The information was collected by library and field method. The research data using a standard integrated questionnaire to measure the variable of reliable leadership from the standard questionnaire of Walomba et al. (2008), to measure the variable of job transformation from the standard questionnaire of Timms et al. It was collected from the standard questionnaire of Bhattacharya (2005) and finally to measure the organizational performance variable of Hersey and Goldsmith (2003), in the form of a Likert scale. The statistical population in this research is all the employees of Sepeh Bank in Houzestan province. According to the statistical population of 1800 people, 317 people formed the sample size of the research based on Morgan's table. In order to measure the reliability of the variables, McDonald's Omega test was used, and the numerical value of this coefficient for the standard questionnaire was equal to 0.863 in general. SPSS and pls version 3 statistical software were used for the inferential analysis of the research data. The findings showed that reliable leadership has a positive and significant effect on organizational performance and job transformation with T-statistics of 8.029 and 7.131, respectively, and job transformation on organizational performance with T-statistics of 5.580. On the other hand, the VAF index to determine the mediator variable showed that there is complete mediation, and the role of human resources flexibility modifier was also confirmed with the t-statistic of 8.631. The results of the research indicated the positive and significant impact of reliable leadership on the performance of the organization with the mediating role of job transformation and flexibility of human resources

Today, flexibility has become one of the important subjects in management theories and policies, and flexible human resource is the most important factor in responding to changes in the external environment. Human resource flexibility patterns are one of the most important aspects of organizational flexibility, which focuses on the adaptation of employees in characteristics such as knowledge, skills, and behavior to changing environmental conditions. In this regard, this research seeks to re-identify the effective factors and results of the flexibility of human resources based on quantitative studies.

The current research is developmental in terms of purpose, applied regarding type of use, and quantitative in terms of the type of data. The research population included scientific-research articles and theses in internal and external databases in the field of human resource flexibility from 2011 to 2021, during which 38 cases were included in the meta-analysis using a non-random sampling method. The selected studies were analyzed using comprehensive meta-analysis software.

According to the findings of the research, two types of factors are effective in creating the flexibility of human resources: organizational and individual factors, and among the antecedents of human resource flexibility, leadership style variables, meaningful approach training, and commitment-oriented human resource management measures have the greatest effect size respectively, and among the outcomes of human resource flexibility, human resource development variables, employee well-being, and organizational ambidexterity have the largest effect size.

Based on the results of this research, a suitable framework of antecedents and approaches to the flexibility of human resources has been presented. Identifying and creating the flexibility of human resources, as the ability to respond appropriately to environmental changes, are effective in gaining competitive advantage and organizational success. Flexible human resources are realized through the tools available to managers, such as leadership style, training, and commitment-oriented actions, and it entails creative, innovative, perfectionist, and flexible employees.

Flexibility means versatile and multi-purpose employees; In other words, this model means the versatility of employees and their ability to perform various tasks and move in jobs, the purpose of this research is to investigate the impact of flexibility of human resources on knowledge management with the role of moderator of leader and follower exchange, the statistical population of this research is all The employees of the oil company in the central regions, the sample size was obtained using the Cochran formula. The main data collection tool included three questionnaires of knowledge management, flexibility of human resources and leader-follower exchange, which were randomly distributed among the sample size. The validity of the questionnaire was confirmed by the professors and the reliability was confirmed using Cronbach's alpha coefficient. The results of the research showed that the flexibility of human resources has an effect on knowledge management in the Central Regions Oil Company (R2 = 0.44, T = 10.19), and the effect of leader-follower exchange on knowledge management is positive and significant (R2 = 0.50, T = 14.14). . Statistical analysis based on structural equations showed that the flexibility of human resources with the moderator role of leader-follower exchange has an effect on knowledge management (R2=0.56, T=11.90).

The main purpose of this research is investigation of human resource flexibility effect on organizational innovation with the mediating role of adaptability culture in the Iranian blood transfusion organization. The hypotheses of the research examine effect of staff skill flexibility, staff behavior flexibility, and the flexibility of human resources activities on adaptability culture as well as the effect of adaptability culture on service innovation and process innovation. The type of the research, in terms of purpose is practical and descriptive in term of usage. The statistical population of this research is 242 people of managers and employees of Tehran Blood Transfusion Organization and its statistical sample is based on Cochran formula. For this purpose, 242 questionnaires were distributed among the sample members that were selected by simple random method from among the statistical population. The data gathering tool of present research is the questionnaire that its reliability was evaluated and validated by calculation of Cronbach's alpha, compilation (duplication) and composite reliability. The validity of the research tool has been confirmed by nominal, content, and convergent validity methods. Structural equations modeling method and smart PLS software were used to analyze the information. The results of present study show the effect of staff skill flexibility and staff behavior flexibility on adaptability culture as well as the effect of adaptability culture on service innovation and process innovation. The results also show the mediating role of adaptability culture in the relationship between the staff skills flexibility and the staff behavior flexibility with service innovation and process innovation.

In recent years, the subject of high performance work systems and their effect on other organizational variables like organization's performance and human resource's flexibility has been the special concern to researchers. With regard to the fact that no research has been done in this kind of work systems in our country, whether at individual level or organizational level; the present paper tries to study the effect of applying high performance work systems on the promotion of organizational performance and review the intermediary role of human resource's flexibility in this regard. The research uses a descriptive and correlational method. The statistical population includes a number of the businesses of Tehran, zone six, which were selected randomly. The research findings show that there is a significant positive relationship between high performance work systems and human resource's flexibility, and this flexibility has an intermediary role in the relation between high performance work systems and organizational performance. The last part offers, some suggestions which are useful for later research.