Investigating the Effect of High Performance Work Systems on Individual and Organizational Effectiveness through Mediating Role of Human Resource Flexibility (Case Study: An Military Organization)

Document Type : Original Article

Authors

1 Corresponding Author, Ph.D. in Industrial Engineering, Imam Hussein University, Tehran, Iran

2 Ph.D. Candidate, Department of Industrial Engineering, Tarbiat Modarres University, Tehran, Iran

3 Assistant Professor, Department of Financial Management, Faculty of Management and Strategic Planning, Imam Hussein University, Tehran, Iran

Abstract

Organizations need effective human resource management to achieve the best results. Human resource management measures can affect the performance of the organization and create a sustainable competitive advantage and survival in the dynamic environment. High -performance work system is a coherent set of relevant human resource management measures that, while selecting and developing effective work forces to achieve the goals and purposes of the organization. The purpose of the research is to investigate the impact of high -performance work systems on individual and organizational effectiveness with mediation of the flexibility of human resources in a military organization. In this regard, based on a cross-sectional survey research in a Military organization with a sample sampling of 21 managers and experts, the selection to validate the model, the impact of high-performance work systems on individual and organizational effectiveness through the resilience of human resources flexibility Structural Equation Modeling Method. The results of the final modeling showed that the human resource flexibility variable had the highest possible effect size of 60% in the research model. Considering the significance of the whole model paths, the most effective path of the model with regard to the high value of the path coefficient, the pathway of the impact of the working system the high performance is on the flexibility of human resources with a value of 78%. Also, considering the values of the coefficient of model determination, all the measures in the power model explain 65 percent of the individual effectiveness changes and 70 percent of organizational effectiveness, while the flexibility of human resources in the role of mediator is 35 percent of the impact of high performance work systems on individual effectiveness and by 34 percent, the effect of high performance work systems on the effectiveness of the organization is moderated. If high-performance work systems can be designed and constructed correctly, it can be possible to consider the components of it, such as job design, bonus system, organizational structure, information system, people (selection, training and empowerment). A great impact on the flexibility of the organization's human resources can be created and consequently enhances the effectiveness of individual and organizational effectiveness..

Keywords

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References

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Defensive Researches and Management
Volume 21, Issue 95
Spring 2022
September 2022
Pages 77-114

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History

  • Receive Date: 18 November 2021
  • Revise Date: 31 December 2021
  • Accept Date: 08 March 2022

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