نوع مقاله : پژوهشی
1 استادیار گروه مدیریت، دانشکده مدیریت و حسابداری، دانشگاه بوعلی سینا، همدان، ایران
2 دانشیار گروه مدیریت، دانشکده علوم اجتماعی، داتشگاه بینالمللی امام خمینی (ره) قزوین، قزوین، ایران
3 کارشناس ارشد مدیریت کسب و کار، دانشکده علوم اجتماعی، داتشگاه بینالمللی امام خمینی (ره) قزوین، قزوین، ایران
عنوان مقاله [English]
Aim and introduction: Today, the human resources of any organization are the basic factor of the growth and productivity of the organization and the most important competitive advantage or its originator. With the help of its human resources, the organization can achieve competitive strategies, such as cost leadership, differentiation and quality improvement. Therefore, the organization and above all the management should try to combine human resource management strategies with business strategies in such a way as to create a competitive advantage from these resources in front of competitors. Human resource strategy is a young knowledge both in the theoretical and practical fields, the emergence of the first theory and related models for its formulation goes back to less than two decades ago. The theorists of management science, recognizing human as a complex element in the organization, introduce the human factor as the most important element to maintain the existence and survival of the organization, and increasing attention to human resources not only in traditional roles Rather, they have focused on its modern role even in the age of information technology. All public and private organizations need strategic management of human resources and organizational innovation for development, growth and sustainability in today's competitive arena so that they can respond to the needs and demands of their customers.. The main purpose of this research is to investigate the effect of strategic human resources management on innovation performance with the mediating role of innovation capability in Shahid Sattari Air University.
Methodology: The present study is descriptive and survey-type in terms of method, and the content validity of the questionnaires confirmed using the opinions of experts in this field and the opinions of respected professors. The reliability of the questionnaire also confirmed on a sample of 30 people using Cronbach's alpha with a coefficient value of 0.907 became. The statistical population included all the employees of Shahid Sattari Air University, numbering 350 people, and using Cochran's restricted population formula, 183 people selected as a statistical sample using simple random sampling method. In order to analyze the data, confirmatory factor analysis and path analysis performed using the structural equation approach by SPLS software and the Kolmogorov and Smirnov test. It noted that the value of the fit index is equal to 0.637.
Findings: The findings indicate that the strategic management of human resources on innovation performance through the mediating role of innovation capability; strategic management of human resources on innovation capability; Strategic management of human resources has a positive and significant effect on innovation performance, and innovation capability on innovation performance.
Discussion and Conclusion: Human resource management in its policies and actions should leave aside the side of caution and carry out daring initiatives such as merit-based recruitment, compensation for innovative services and encouragement, result-oriented performance management and empowering human capital, so that the background Provide for creativity and innovation and pay attention to programs for developing innovation capabilities in order to develop new services and provide programs to create new knowledge based on existing knowledge. Due to recent developments in universities, investigating the relationship between strategic human resources management, innovation performance and innovation capability becomes more important