رابطه نوآوری در روش‌های منابع انسانی و عملکرد سازمانی با نقش میانجی مزیت رقابتی کارکنان آموزش‌وپرورش

بهمن  غلامی; رضا غفاری‌نیا; شکوه  محمدی

Authors

Bahman Gholami Assistant Professor, Department of Public Administration, Payame Noor University, Tehran, Iran Author https://orcid.org/0000-0003-0324-5559
Reza Ghafarinia Assistant Professor, Department of Educational Sciences, Bakhtar University, Ilam, Iran. https://orcid.org/0009-0001-3037-2943
Shokouh Mohamadi M.A. in Educational Management, Department of Educational Sciences, Bakhtar University, Ilam, Iran Author https://orcid.org/0009-0001-3037-2943

Keywords:

innovation, human resources, innovation in human resources methods, organizational performance, competitive advantage

Abstract

This study aimed to explain the relationship between innovation in human resource methods and organizational performance, considering the mediating role of competitive advantage among employees of the Education Department in Ilam. This applied study employed a descriptive-correlational design based on structural equation modeling. The statistical population consisted of 376 employees of the Education Department in Ilam, of whom 251 were selected through simple random sampling. Data were collected using the Wang and Wang Organizational Performance Questionnaire, the Hill and Jones Competitive Advantage Questionnaire, and the Innovation in Human Resource Methods Questionnaire. Face and content validity were confirmed by experts, construct validity was assessed through confirmatory factor analysis, and reliability was established using Cronbach’s alpha. Pearson correlation analysis and structural equation modeling were conducted using SPSS and LISREL. Inferential results indicated that innovation in human resource methods was positively correlated with organizational performance (r=.54, p<.01) and competitive advantage (r=.53, p<.01), while competitive advantage was also positively correlated with organizational performance (r=.48, p<.01). Structural equation modeling showed significant positive effects of human resource innovation on competitive advantage (β=.56, t=6.17) and organizational performance (β=.39, t=3.71), as well as a significant effect of competitive advantage on organizational performance (β=.50, t=4.32). The indirect effect of human resource innovation on organizational performance through competitive advantage was also significant (β=.28). The model explained 44% of the variance in organizational performance and 32% of the variance in competitive advantage and demonstrated acceptable fit (χ²/df=1.33, RMSEA=.052, GFI=.94, AGFI=.92, CFI=.98, NFI=.96). Innovation in human resource methods can improve organizational performance both directly and indirectly by strengthening employees’ competitive advantage; therefore, adopting innovative recruitment, training, evaluation, participation, and employee-management practices may enhance competitiveness and organizational effectiveness in educational organizations.

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