Document Type : Research Article (with quantitative approaches)

Authors

• Zakaria Yarmohammadi ¹
• masoud Pourkiani ²
• Sanjar Selajgeh ³
• Ayub Sheikhi ⁴
• Saeed Sayadi ⁵

¹ PhD in Public Administration (Human Resources), Islamic Azad University, Kerman Branch, Kerman, Iran

² Department of Public Administration, Faculty of Literature and Humanities, Islamic Azad University, Kerman, Iran

³ Management Department, Kerman Branch, Islamic Azad University, Kerman, Iran

⁴ Department of Statistics, Faculty of Mathematics and Computer, Shahid Bahonar University of Kerman, Kerman, Iran

⁵ Department of Management, Faculty of Literature and Humanities, Kerman Branch, Islamic Azad University, Kerman

Abstract

Objective: The present study aimed to investigate the relationship between human resource optimization and its relationship with organizational agility and the role of intermediary in organizational justice.Design / Methodology / Approach: This research is applied in terms of purpose, and in terms of method and descriptive nature of survey type. The statistical population in this study is the managers, employees and supervisors of different units in different organizational levels in Khash health network. The total volume of the statistical population is 803 people (N = 803). The statistical sample size was 259 using Cochran's formula. In this study, three questionnaires were used to collect data. Prior to causal analysis, the Kaiser, Meyer, and Alkin (KMO) criteria were used to verify the validity of the data and to check the accuracy of the sampling. In order to investigate the subject, a main hypothesis and seventeen sub-hypotheses were developed. IBM Amos 24 software has been used to prepare data (data entry) and draw some descriptive charts from the Microsoft Excel 2013 software and to analyze the data and statistical inferences.Findings: The results showed a positive and significant relationship between human resource optimization components (organizational culture, employee training, performance appraisal, reward system, discipline, specialization and career guidance) and organizational agility in the health care network. There is Khash city. Also, the optimization of human resources and organizational justice has a direct and significant relationship between the components (performance appraisal, reward system, specialization, career path and organizational culture) and there is an inverse relationship between the two components of discipline and education with organizational justice. Among the three components of organizational justice and their relationship with organizational agility, it was found that there is a direct relationship between distributive justice and interactive justice with organizational agility and there is an inverse relationship between interactive justice and organizational agility.Limitations and Consequences: Due to the multiplicity of research variables and the specific complexities of the research, as well as the lack of sufficient resources for some components, in future research, these components should be addressed more and more clearly.Practical Consequences: By increasing the amount of each component of employee optimization, it increased organizational agility and organizational justice.Initiative or Value of the Article: In this study, the effect of human resource optimization on organizational agility and the role of organizational justice intermediary is examined. For the first time, organizational justice was used as an intermediary role between these two variables.

Keywords

• Human Resource Optimization
• Human Resource Optimization Components
• Organizational Agility
• Organizational Justice