Explanation of Human Resource Development Model Based on Islamic- Iranian Model of Progress Confirmatory Structured Analysis Approach

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1 Explanation of Human Resource Development Model Based on Islamic- Iranian Model of Progress Confirmatory Structured Analysis Approach 1 Vahid Nasehifar, 2Mohammad Taqi Taqavi Fard, 3* Saeid Askari Masouleh 1,2Associate Professor in Business Management, Department of Management and Accounting, Allameh Tabataba'i University, Tehran, IRAN 3PHD Student in Organizational Behavior and Human Resource Management, Department of Management and Accounting, Allameh Tabataba'i University, Tehran, IRAN Corresponding author saeidaskari1972@yahoo.com Abstract This study seeks to explain human resource development models based on Islamic-Iranian model of progress in line with a generalized model in the selective ministries of Iran. The research method is descriptive-survey and is based on cross-sectional data. The questions are descriptive and hypotheses are relational. The main question of the research involves how the integrated model of development of human resources based on Islamic-Iranian model of progress in the ministries of Iran is. The population mean test was used to test the hypotheses and Friedman test was used to prioritize variables. Thirteen hypotheses were defined based on the models of previous studies. The population of the study includes all vice presidents and directors of human resources development who are at service for the year ended in 1395 in the selected governmental ministries. The findings of the hypotheses testing indicate the confirmation of all the variables influencing the research model. According to the results of the confirmatory factor analysis, from the organizational perspective factors like organizational justice, crossorganizational factors, training, hardware factors of the working environment, indigenousness of the model, knowledge management, national factors and software factors of the working environment and from individual perspective factors like faith-centeredness and engagement of the employees are effective on the development of human resources based on Islamic-Iranian approach of progress. Finally, the final version of the research model extracted by using confirmatory factor analysis and its fitting was approved. Keywords: Human resource development, Islamic-Iranian model of progress, confirmatory factor analysis. Page 1014

2 Statement of the problem The main issue in this study is to present a model of integrated human resource development in the ministries of the Islamic Republic of Iran in order to develop the competencies and capabilities of human resources. The lack of human resource development model based on Islamic-Iranian approach of progress is one of the important issues of the research. It can be reached higher human resources efficiency by designing and implementing of the model. The study is quantitative and factor analysis research. In order to present the final model, first we identify indices and factors through studying of scientific literature and related researches in the field of human resources development based on the approach of Islamic-Iranian model of progress. Then, we identified and extracted these factors and investigated the presence or absence of each of the factors in the ministries of IRI and using quantitative statistical methods we tested the factors. Finally, the final model was developed and presented by taking advantage of statistical techniques and factor analysis. Literature review Table 1. Confirmatory variables in the model of human resource development Research resource Variables (human resource development model) (Zhu Ying, 2004) Changes in human resource development is a response to (Zhao, Shuming, 2012) globalization changes. )Lynham, 2000( Human capital, organizational structure, organizational culture, technology, strategy and the environment are effective in human resource development The conclusion of human resource development is to solve the (Lopez, 2006) current performance problems, avoid the problems and challenges of future performance and develop knowledge of employees. (Noe and Hollenbeck, Approaches to human resource development are including Gerhart, Wright, training, performance evaluation, work experiences and 2009, 249) personal relationships. (Farrahi, 2009) (Allameh, 2012) Human Resources Development is influenced by four dimensions including opportunity, composition, needs and capabilities, and inherent perception influencing the behavior of the population under the study. Table 2. Confirmation of variables in Islamic Iranian model of progress Research resource Variables (Islamic-Iranian model of progress) (Afjeh, 1391, 9) Justice and faith-centeredness are at the center of Islamic-Iranian (Salimifar, 1389, model of progress 37) )Azad, 1391, 149( Shabani, 1391, ( )121 Emphasis on using three elements of science, love and freedom from the perspective of religion in Islamic Iranian model of Rank Rank Page 1015

3 Nasrollahi, 1389, ( )75 and 76 (Naderi,1389,227) Nobakht, 1389, ( )237 progress. Conventional progress models in the world cannot meet the needs of Iran and it is confirmed the necessity of developing a new model with Islamic characteristics. Methodology of the development of Islamic-Iranian model of progress includes knowledge production. The desired model of Islamic Iranian progress has "economical", "scientific and technological", "social", "political", "defense and security" and "Cultural and religious dimensions Page 1016

4 Modeling the Research In previous researches, human resource development model based on Islamic-Iranian model of progress at the Ministry of Justice extracted and approved (Askari Masule, 1395). The fundamental purpose of the Research is to generalize the pattern to other ministries of the Islamic Republic of Iran and test it. According to the model, hypotheses were formulated..1 Human resource development model with the approach of Islamic- Iranian model of progress Individual factors of the model Organizational Factors of the Model Faith-based factors Commitment and career progress path Perfectionism Management factors; national and cross organizational factors, organizational justice Factors of service compensation system and performance evaluation Content and local factors Planning and staff directing Factors Factors of The independence of staff in doing duties Factors of Hardware and software condition of the environment Factors of training and knowledge management in the organization Staff empowerment factors Factors of Culture and values and organizational behavior Page 1017

5 Research objectives The purpose of this study that is in line with the title is the explanation of human resource development model based on Islamic-Iranian model of progress. The following practical purposes are defined to achieve the purpose: Practical objectives of the research are as follows: Investigate and analyze the dimensions and components of human resource development based on Islamic Iranian model of progress. Prioritize the dimensions of human resource development model based on the Islamic Iranian model of progress. Extract the final model of human resource development model based on the Islamic Iranian model of progress using confirmatory factor analysis (CFA) and evaluate its fitting. Research questions The main question: What is the integrated pattern of human resource development based on Islamic Iranian model of progress in the ministries of Islamic Republic of Iran? Sub-questions: Which is the integrated pattern of human resource development based on Islamic Iranian model of progress in the ministries of Islamic Republic of Iran? What is the prioritizing the components of the integrated pattern of human resource development based on Islamic Iranian model of progress in the ministries of Islamic Republic of Iran? Research Hypotheses 1. Management factors are effective in the human resource development based on Islamic Iranian model of progress in the ministries of Islamic Republic of Iran 2. National and cross organizational factors are effective in the human resource development based on Islamic Iranian model of progress in the ministries of Islamic Republic of Iran 3. Individual factors are effective in the human resource development based on Islamic Iranian model of progress in the ministries of Islamic Republic of Iran. 4. Service compensation system and performance evaluation are effective in the human resource development based on Islamic Iranian model of progress in the ministries of Islamic Republic of Iran. 5. Employee engagement and career progress path are effective in the human resource development based on Islamic Iranian model of progress in the ministries of Islamic Republic of Iran. 6. Planning and directing staff are effective in the human resource development based on Islamic Iranian model of progress in the ministries of Islamic Republic of Iran. 7. Independence of the staff on performing their duty are effective in the human resource development based on Islamic Iranian model of progress in the ministries of Islamic Republic of Iran. 8. Hardware and software condition of the working environment are effective in the human resource development based on Islamic Iranian model of progress in the ministries of Islamic Republic of Iran. Page 1018

6 9. Training and knowledge management in the organization are effective in the human resource development based on Islamic Iranian model of progress in the ministries of Islamic Republic of Iran. 10. Empowerment of the staff are effective in the human resource development based on Islamic Iranian model of progress in the ministries of Islamic Republic of Iran. 11. Culture, values and organizational behavior are effective in the human resource development based on Islamic Iranian model of progress in the ministries of Islamic Republic of Iran. 12. Faith-centeredness, organizational justice and perfectionism are effective in the human resource development based on Islamic Iranian model of progress in the ministries of Islamic Republic of Iran. 13. Content and local factors are effective in the human resource development based on Islamic Iranian model of progress in the ministries of Islamic Republic of Iran. Research Methodology The nature and method of the research is cross-sectional survey. In this study, researcher examined the nature of the research by collecting field data and operational analyzes. The validity of scholars and experts is used to determine the validity. To determine the reliability of the questionnaire, Cronbach's alpha was used. Research questions are descriptive and hypotheses are relational and descriptive. To test the hypothesis, the statistical hypothesis testing stages for the mean of the population is used and the Friedman test is used to rank the components. Confirmatory factor analysis (CFA) A model is designed and evaluated by defining the dependent variable (apparent variable) in the form of questionnaires and independent variables (latent variables) in the form of individual and organizational factors affecting human resource development model based on Islamic-Iranian model of progress. A concept is characterized by this model so that we can know how the hidden variables related to the apparent ones. The conceptual model is tested and analyzed by the structural equation modeling. Data is collected through the questionnaire and closed Likert scale collected and the strength of visible and latent variables markers measured in the first model and fitting of the model is verified by using obtained data. Population and sample The population in this study includes all vice presidents and directors of human resources development who are at service in the ministries of the Islamic Republic of Iran for the year ended According to the infinity of the population, sample size formula of unlimited population was used and statistical sample size was calculated 150. Stratified random sampling method was used. n Z 2 a 2 2 d pq 2 (1/ 96) (0 / 5)(0 / 5) 2 (0 / 08) 150 KMO sampling adequacy test It is an index of sampling adequacy that examines the smallness of partial correlation between the variables. And thereby makes it clear that the variance of the study variables is under the Page 1019

7 influence of shared variance of some hidden and basic factors or not. The index is in a range from zero to one. If the index is close to one the given data (sample size) are suitable for factor analysis. Bartlett's test It is another method for detecting properness of data. Bartlett test tests the hypothesis: if the observed correlation matrix belongs to a population of uncorrelated variables. For a factor model to be useful and meaningful variables need to be correlated (Momeni and Faal Qeyumi 194). Table3. The software output for testing the sampling adequacy. KMO and Bartlett's Test Kaiser-Meyer-Olkin Measure of Sampling.619 Adequacy. Bartlett's Test of Sphericity Approx. Chi-Square df 78 Sig..000 According to the output of the software for sampling adequacy test KMO and Bartlett's test it is determined that KMO index is 0/619 and is more than 0/6 and is close to one. The data collected from the second population and the sample size is suitable for factor analysis. According to the output of the software for Bartlett's test it is determined that the significance level and the validity of the test is not greater than 0.05(sig=0/000) so factor analysis is appropriate to identify the model. Hypotheses testing and ranking the factors Table 4. Results of the hypotheses testing Results The test statistic Critical value Hypotheses Effect confirmed 4 / 829 Hypothesis 1 Effect confirmed 6 / 948 Hypothesis 2 Effect confirmed 5 / 532 Hypothesis 3 Effect confirmed 5 / 395 Hypothesis 4 Effect confirmed 9 / 591 Hypothesis 5 Effect confirmed 9 / 195 Hypothesis 6 Effect confirmed 9 / 988 Hypothesis 7 Effect confirmed 5 / 891 Hypothesis 8 Effect confirmed 5 / 564 Hypothesis 9 Effect confirmed 4 / 719 Hypothesis 10 Effect confirmed 5 / 322 Hypothesis 11 Effect confirmed 9 / 916 Hypothesis 12 Effect confirmed 5 / 255 Hypothesis 13 Friedman test was used to determine the ranking of the thirteen factors. Page 1020

8 Table 5. Output of Friedman test for ranking Number Square k Freedom degree Validity The validity of the test is greater than 0.05 (sig =0/000). As a result, there are differences and significant priority between the thirteen components of the research, which means that the importance of this codes is different and not the same. Table 6. Priorities and the mean of the variables Rank Mean Variables 11 5/ 36 Management factors / hardware and software conditions of the working environment 5 9/ 74 National and cross-organization factors 4 9/ 15 Individual factors 9 5/ 89 Factors of the service compensation system and performance evaluation 2 9/ 95 Factors of employee engagement and career progress path 8 5/ 51 Factors of planning and directing staff 17 5/ 65 Factors of the independence of staff in performing the duties 3 9/ 25 Factors of training and knowledge management in the organization 13 5/ 74 Factors of the empowerment of stuff 6 9/ 12 Cultural factors and values and organizational behavior 1 9/ 54 Faith-based factors and organizational justice and perfectionism 9 9/ 73 Local and content factors of the progress model Page 1021

9 The results of the Confirmatory factor analysis and fitting of the model Table. Maximum trueness estimation of the effects of factors in the research model Factor and direction Direction Effects of the model Rank of the effects in the model O > --F1 Effects of management factor on 71.- O > -- F2 Effects of national factor on O> --F3 Effects of cross-organizational factor on O> --F4 organizational Effects of value factor on dimension I > -- F5 system Effects of service compensation factor on O> --F6 factor Effects of performance evaluation on I> --F7 Effects of staff engagement on individual dimension I> --F8 on Effects of perfectionism factor individual dimension O> --F9 directing Effects of planning and staff factor on O> --F10 on Effects of staff independence factor O> --F11 Effects of hardware condition of the working environment factor on O> --F12 Effects of software condition of the working environment factor on O> --F13 Effects of training factor on O> --F14 Effects of knowledge management factor on O> --F15 on Effects of staff empowerment factor O> --F16 culture Effects of organizational O> --F17 Effects of organizational justice factor on O> --F18 Effects of organizational behavior factor on Page 1022

10 I> --F19 Effects of career progress path factor on individual dimension O> --F20 Effects of individual factor on I> --F21 Effects of faith based factor on individual dimension O> --F22 Effects of content factor on O> --F23 Effects of local factor on organizational dimension Figure 1. Confirmatory factor analysis diagram Page 1023

11 Figure1. Fitted Confirmatory factor analysis diagram Page 1024

12 Page 1025

13 Discussion and conclusion The thirteen variables of human resources development based on Islamic Iranian progress approach were confirmed including: management factors T= 4/928; national and cross organizational factors t= 5/749, individual factors t=6/632, service compensation system and performance evaluation with T=6 /386, employee engagement and career progress path t=8/681; planning and directing staff t=7 /176, the independence of staff on tasks t= 8/899, hardware and software conditions of the working environment t= 6/971. Training and knowledge management in the organization t=6/654, staff empowering t =4/017, culture and values and organizational behavior t=6 /322, faith-centeredness and organizational justice and perfectionism t=8/715. Local and content factors t=6/266. Three factors including faith-centeredness and organizational justice and perfectionism, employee engagement and career progress path and training and knowledge management have priority in human resource development based on Islamic Iranian progress. According to the results of confirmatory factor analysis from organizational point of view: organizational justice with the effect of 4/78, cross organizational factor with the effect of 4/02, training=1/43, hardware condition=1/16, local factor of the model=1, the impact of knowledge management with 0/34, national factors=0/27 and software factors=0/26 influenced the development of human resource based on Islamic Iranian model of progress. From individual point of view: faith-centeredness with the effect of 1 and employee engagement with the effect of 0/34 are effective on human resource development based on Islamic Iranian model of progress. Based on the maximum value of the statistic MI, one-way communication and covariance was done to fit the model and after creating 59 communication the model was fitted. Page 1026

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