Providing a model of human capital agility in agricultural jihad

Subject Areas : Human Capital Empowerment

leila bahramian ¹ (PhD student at Islamic Azad University)
ahmad vedadi ² (Associate Professor of Management Department of Tehran University Center)
Darush gholamzadeh ³ (Assistant Professor of Management Department of Tehran University Center)

Received: 2022-03-13 Accepted : 2022-11-07 Published : 2023-02-20

Keywords: Human Capital, Agility, Organizational Agility, human capital agility,

Abstract :

Today, the world is facing constant changes in society, laws and the economy. This emphasizes the need to develop employees' work skills and their ability to adapt flexibly to changing circumstances. Paying attention to the agility of human resources, which is the main asset of the organization, can help the manager to make the right decisions in organizational crises. The concept of agility in human capital is the knowledge readiness of employees for fundamental changes in processes, structure and culture that will satisfy domestic and foreign customers. The purpose of this study is to provide a model of human capital agility in government organizations. The research was conducted with a combined approach using content analysis and structural equations. Data collection tools are semi-structured in-depth interviews and questionnaires. The statistical population in the qualitative section includes 14 managers of the organization and in the quantitative section, all employees of the agricultural jihad in the northern provinces. The sample size was 350 people. The results showed that in the qualitative stage 4 comprehensive themes; Individual characteristics, interpersonal characteristics, strategic characteristics, job-related characteristics and 9 main themes were extracted. The reliability of the factors was above 0.7. Standardized factor load coefficients, team characteristics had the highest score (0.836) compared to other themes. It has been suggested that relevant organizations, in order to increase the agility of human capital, pay more attention to team characteristics from the main themes to the comprehensive themes of interpersonal characteristics of employees.

References:

آقاحسینی‌اشکاوندی، مصطفی. رضایی دولت آبادی، حسین و نیلی‌پور طباطبایی، سیداکبر.(1394). تأثیر چابکی منابع انسانی بر مدیریت بحران مطالعه ی موردی: انتقال خون اصفهان و سه استان حادثه خیز دیگر کشور. مدیریت بحران، 5(10)، ص 41-49.

آهنگ, فرحناز, غفاری, حسن, مهدی, محمد, محمد پور, سمانه. (1399). واکاوی پیشران‌های کلیدی مؤثر بر توسعه چابکی منابع انسانی در سازمان‌های نظامی. آینده‌پژوهی دفاعی.5(18)،ص 63-86.

توکلی مقدم ، فرهاد؛ سید نقوی ، میرعلی ؛ اسلامبولچی ، علیرضا و ربیعی مندجین ، محمدرضا (1398) . الگوی چابکی منابع انسانی : تحلیلی برآمده از شرکتهای خدمات پس از فروش خودرو در ایران ، فصلنامه مدیریت کسب و کار، 11(44) ، ص 48-65.

سیدجوادین، سیدرضا، عموزاد مهدیریجی،حنان و زارعی، نسیم( 1396) بررسی عوامل مؤثر بر چابکی نیروی انسانی با رویکرد ترکیبی تحلیل عاملی و روش ویکور (شرکت احداث و توسعه نیروگاههای مپنا)، تحقیقات نوین مدیریت خاتم دانشگاه خاتم، 1(1) ، ص 45-19.

رستگار، عباسعلی. دهقان، احسان و باقری قره بلاغ، هوشمند (1399)، طراحی و تبیین مدل چابکی منابع انسانی در سازمان‌های پروژه محور، پژوهشنامه مدیریت اجرایی دانشگاه مازندران، 12(24)، ص 295-320.

رشیدی، محمد مهدی.، اکبری، ولی و چرابین، مسلم (1397) شناسایی و الویتبندی عوامل مؤثر بر توسعه چابکی سازمان در سازمان آموزش و پرورش خراسان شمالی. رهبری و مدیریت آموزشی، 12(4) ، ص 173-192.

عالی، علی ؛ ضیاالدینی ،محمد ؛ هادوی نژاد، مصطفی(1400)، توسعه و تحول مدل چابکی منابع انسانی ، مجله مدیریت توسعه و تحول (45)، ص 87-101.

علیزاده ، سیاوش و احمدزاده ، سلیمان (1398)، شناسایی عوامل موثر بر چابکی نیروی انسانی (مطالعه موردی :راهنمایی و رانندگی استان آذربایجان غربی) ، فصلنامه علمی دانش انتظامی آذربایجان غربی ، 12(44)، ص50-60.

Aidan,Z. ;  Alibabaei,A ;  Shah Mohammad,H. (2018);   Identify the Relationship between Employer Brand Attractiveness, Job Satisfaction, Organizational Commitment and Workforce Agility in Telecom Industries based on Structural Equation Modeling (SEM) (Case Study: Huawei Technologies Service Iranian);  Journal of Ecophysiology and Occupational Health, Vol 18(1&2),PP:6-11.

Al-Kasasbeh, A., Halim, M. A. S., & Omar, K. (2016). E-Hrm, workforce agility and organizational performance: A review paper toward theoretical framework. International Journal of Applied Business and Economic Research, I J A B E R, 14(15), 10671-10685.

Alavi, S., Abd. Wahab, D., Muhamad, N., & Arbab Shirani, B. (2014). Organic structure and  rganizational learning as the main antecedents of workforce agility. International Journal of Production Research, 52 (21), 6273-6295.

Appelbaum, S. H., Calla, R., Desautels, D., & Hasan, L. (2017). The challenges of organizational agility (part 1). Industrial and Commercial Training, 49(1), 6-14.

Baškarada, S., & Koronios, A. (2018). The 5S organizational agility framework: A dynamic capabilities perspective. International Journal of Organizational Analysis, 26(2), 331-342.

Bathaei, A., Mardani, A., Baležentis, T., Awang, S. R., Streimikiene,D., Fei, . C., & Zakuan, N. (2019). Application of Fuzzy Analytical Network Process (ANP) and VIKOR for the assessment of green agility critical success factors in dairy companies.Symmetry, 11(2), 250.

Burns,N. & Grove, S. (2009). The Practice of mursing research, appraisal synthesis and generaton of evidence. 6th ed, Killington: Saunders Elsevier.

Carvalho, A. M., Sampaio, P., Rebentisch, E., Carvalho, J. Á., & Saraiva, P. (2019). Operational excellence, organisational culture and agility: The missing link?, Total Quality Management and Business Excellence, 30(13-14), 1495-1514.

Das, K.P., Mukhopadhyay, S. & Suar ,D. (2022), Enablers ofworkforce agility, firm performance, and corporate reputation, Asia.ELSEVIIER, Pacific Management Review.

Dehghani,H. ; Rezghi Rostami,A.;Mashali B.(2020), The model of workforce agility dependent on drivers, strategies, practices and results, AD-minister Nº. 37 julio - diciembre 2020 pp. 109 - 130 · ISSN 1692-0279 · eISSN 2256-4322

Felipe, C. M., Leidner, D. E., Roldán, J. L., & Leal-Rodríguez, A. L. (2020). Impact of IS capabilities on firm performance: The roles of organizational agility and industry technology intensity. Decision Sciences, 51(3), 575-619.          

Gren, L. & Lenberg, P. (2020), agiity is responsive to change: an essential definition ,conference :EASE,20: Evaluation and Assessment in software   Engineering. Pages:348-353.

Holbeche, L. S. (2018). Organisational effectiveness and agility. Journal of Organizational Effectiveness: People and Performance, 5(4), 302-313.

Khodabandeh, N. & Mohammdi N. Doroudi H. Mansouri, A. (2018). Designing a Human Resource Agility Model based on Grounded Theory Approach (Study Case: Social Security Organization). Iranian journal of educational Sociology, 1(7), 163-179.

Lai,h.,Pitafi,A.,Hasany,N. and Islam,T.(2021),Enhancing employee agility through information technology competency :An empirial study of china, SAGE Open,1-18.

Mooghali, A.& Ghorbani, E. & Emami, M. (2016). The impact of HRM practices on agility of Kosar hospital staff in Shiraz. International Journal of Humanities and Cultural Studies (IJHCS), 2442-2457.

Muduli , Ashutosh and Ganes M Pandya (2018).Psychologica Empowerment and workforce Agility , psychological studies,63(21):1-10.

Muduli, Ashutosh (2017),Workforce agility: Examining the role of organizational practices and psychological empowerment, Global Business and Organizational Excellence. 2017;36(5): 46–56.

Munteanu, A. I., Bibu, N., Nastase, M., Cristache, N., & Matis, C. (2020). Analysis of practices to increase the workforce agility and to develop a sustainable and competitive business. Sustainability, 12(9), 35-45.

Nafei, W.A. (2016). The role of organizational agility in enhancing organizational excellence: A study on telecommunications sector in Egypt. International Journal of Business & Management, 11(4), 121–135.

Nouri, B. A., & Mousavi, M. M. (2020). Effect of cooperative management on organizational agility with the mediating role of employee empowerment in public transportation sector. Cuadernos de Gestion, 20(2), 15-46.

Petermann, M. K. H., and Zacher, H. (2021). Development of a behavioral taxonomy of agility in the workplace. Int. J. Manag. Proj. Bus. 14, 1383–1405. doi: 10.1108/IJMPB-02-2021-0051

Petermann MKH and Zacher H (2022) Workforce Agility: Development and Validation of a Multidimensional Measure.Front. Psychol. 13:841862.doi: 10.3389/fpsyg.2022.841862

Pitafi AH, Kanwal S and Pitafi A (2019) Effect of enterprise social media and psychological safety on employee's agility: Mediating role of communication quality. International Journal of Agile Systems and Management 12(1): 1–26.

Pitafi, A. H.& Liu, H. Cai, Z. (2018). Investigating the relationship between workplace conflict and employee agility: The role of enterprise social media. Telematics and Informatics, 35(8), 2157-2172.

Storme, M., Suleyman, O., Gotlib, M., & Lubart, T. (2020). Who is agile ? An investigation of the psychological antecedents of workforce agility. Global Business and Organizational Excellence, 39(6), 28-38.

Tamtam, F., & Tourabi, A. (2020). A framework for measuring workforce agility: Fuzzy logic approach applied in a Moroccan manufacturing company. Advances in Science, Technology and Engineering Systems Journal, 5(3), 411-418.

Tessarini, G. & Saltorato, P. (2021) Workforce Agility: A systematic Literature Review and a Research Agenda Proposal. Innovar, 31(81). In press.

Varshney, D., & Varshney, N. K. (2020). Workforce agility and its links to emotional intelligence and workforce performance: A study of small entrepreneurial firms in India. Global Business and Organizational Excellence, 39(5), 35-45.

Walter, A. T. (2020). Organizational agility: Ill-defined and somewhat confusing? A systematic literature review and conceptualization. Management Review Quarterly, 71, 343-391.

Wei, C., Pitafi, A. H., Kanwal, S., Ali, A., & Ren, M. (2020).Improving employee agility using enterprise social media and digital fluency:Moderated mediation model. IEEE Access.68799-68810.