Designing and validating a comparative model of the impact of human resource management development on organizational performance from the perspective of managers and employees

The aim of this study was to design and validate a comparative model of the impact of human resource management development on organizational performance from the perspective of managers and employees with the mediating role of organizational culture, organizational commitment and staff retention in Islamic Azad universities of Fars province.

In terms of purpose, the research method was applied and in terms of data collection, it was an exploratory mixed method. Participants in this study in the qualitative section included managers and staff of Islamic Azad universities in Fars province, from which 10 people were selected using purposive sampling. Also, in the quantitative part, the statistical population of the study included all managers and staff of Islamic Azad universities in Fars province who were selected as the sample size using Morgan table and stratified random sampling method with proportional allocation of 357 people. . The information required in the qualitative section to design the research model was collected through a semi-structured open interview and in the quantitative section using a researcher-made questionnaire that included 5 constructs (variables), 21 dimensions and 72 questions in a 5-point Likert scale. . Convergent validity, Cronbach's alpha and combined reliability methods were used to determine the validity and reliability of the questionnaire.

The results of structural equation testing from the perspective of managers showed that the two variables of organizational culture and organizational commitment have a mediating and significant effect on the relationship between human resource management and organizational performance, but employee retention has no mediating effect on this relationship. Also, it was found that from the perspective of employees, all three variables of organizational culture, organizational commitment and employee retention have a mediating and significant effect on the relationship between human resource management and organizational performance from the perspective of employees.

Applying the two models from two perspectives suggests that both managers and employees believe that organizational culture and organizational commitment mediate the relationship between human resource management and organizational performance, from the perspective of employees. Mediate between human resource management and organizational performance.