Investigating the relationship between organizational intelligence and human resource flexibility in knowledge based organizations

Document Type : Research Paper

Authors

1 Assistant Prof., Commercial Management, Faculty of Economics and Administrative Sciences, University of Lorestan, Khoram Abad, Iran

2 PhD. Student in Human Resource Management, Faculty of Economics and Administrative Sciences, University of Lorestan, Khoram Abad, Iran

Abstract

The current study aims to explain the scientific foundation of and offer practical solutions to University of Tabriz human resources flexibility based on organizational intelligence. The research is applied in terms of purpose and descriptive in terms of data collection and it is casual according to relationship among variables .The data were collected by Albrecht organizational questionnaire and human resources flexibility questionnaire based on the Batachariya, Snell and Wright studies. The statistical population consists of scientific members of University of Tabriz in four knowledge groups; where 235 individuals were selected as statistical sample by Cochran formula in confidence level of %95 and finally 210 questionnaires were analyzed using simple random and cluster sampling method. The results of structural equations modeling showed that organizational intelligence by recognition coefficient of %79 is the strong predictor of human resources flexibility. Also, the results of Pearson correlation showed that all organizational intelligence variable dimensions have a positive and significant relationship with human resources flexibility.

Keywords

References

Abbasi, R., Bandabashahi, J., Afkhami Ardakani, M. & Farahani, D. (2013). Examining the effect of human resource inflexibility on organizational entrepreneurship explanation of mediating role of conformation culture, journal of organizational culture, 11 (1):87-106. (in Persian)
Abdoli, K., kafche, P. & khaksar, M. (2013). Investigation of Relationship between Organizational Intelligence and Competitive Strategy in Banks, Journal of Basic and Applied Scientific Research, 3 (2): 37-43.
Albrecht, K. (2003). The power of minds at work: organizational intelligence in action, American Management Association (amacom).
Ansari, M., Rahmani Yoshanloyi, H., Oskoyi, V. & Hosseini, A. (2011). Recognizing factors and designing a conceptual map for empowering human resource in the ministry of communication and technologic information, governmental management, 3 (7): 40-23. (in Persian)
Beltran-Martin, I., Roca-Puig, V., Escrig-Tena, A. & Bou-Llusar, J.C. (2008). Human Resource flexibility as a Mediating Variable between High Performance Work Systems and Performance. Journal of Management, 34(5): 1009-1044.
Bhattacharya, M., Gibson, D. E. & Doty, D. H. (2005). The Effects of Flexibility in Employee Skills, Employee Behaviors, and Human Resource Practices on Firm Performance. Journal of Management, 31(4): 622–640.
Claretha, H. (2010). "People as Technology" Conceptual Model: Toward a New Value Creation Paradigm for Strategic Human Resource Development. Human Resource Development Review, 9(1): 48-71.
Fraser, K. & Hvolby, H.H. (2010). Effective team working: can functional flexibility act as an enhancing factor? Team Performance Management, 16 (1/2): 74-94.
Gasemi, V. (2013). Modeling structural equation in social researches using Amos graphic, Tehran: Jameeshenasan publication. (in Persian)
Haji Karimi, A. & Farajiyan, M. (2008).  Management of human, social and emotional resources by effective trend to job success: case study: Melli Bank, governmental management, 1 (1): 51-66. (in Persian)
Hosseini, S.Y. & Chalisaril, N. (2013). The effect of organizational intelligence on learning in the organization. management studies (improvement and evolution), 22 (71): 131-159. (in Persian)
Ketkar, S. & Sett, P. (2010). Environmental dynamism, human resource flexibility, and firm performance: analysis of a multi-level causal model. The International Journal of Human Resource Management, 21 (8): 1173-1206.
Khodadadi, M. R., Kashef, M., Seyed Ameri, M. & Aalami Kashki, M. (2013). The relationship between the components of organizational intelligence and organizational culture in the general department of exercise of east Azerbayjan. exercise management, 5 (3): 175-189. (in Persian)
Khosravi, A. (2011). The necessity of using organizational intelligence in the research organizations. Journal of technological information age, 6 (64): 84-89. (in Persian)
Libowitz, J. (1999). Building organizational intelligence knowledge Management primer. CRC press. Boca Paton London New York Washington. D.C.
Molleman, E. & Slomp, J. (1999). Functional flexibility and team performance. International Journal of Production Research, 37 (8): 1837–1858.
Ngoa, H.Y. & Loi, R. (2008). Human resource flexibility, organizational culture and firm performance: an investigation of multinational firms in Hung Kong. The Journal of Human Resource Management, 19 (9): 1654-1666.
Sanchez, R. (1995). Strategic Flexibility in Product Competition. Strategic Management Journal, 16 (1): 135 –159.
Seyednagavi, M., Hagigi Kaffash, M. & Najafi Kalyani, V. (2012). Inflexibility of human resources and organizational performance in the insurance industry. Journal of management studies (improvement and evolution), 22 (67): 129-153. (in Persian)
Simic, I. (2005). Organizational Learning as a Component of Organizational Intelligence. Management, Information and Marketing Aspects of the Economic Development of the Balkan Countries,  http://EconPapers.repec. org/RePEc:nwe:confer:y:2005:p:189-196.
Tabarsa, G., Hatami, S. & Ebdali, R. (2012). Explanation of the relationship between organizational intelligence and knowledge creation (case study: staffs of an industrial company). Journal of evolution management, 4(7): 110-132. (in Persian)
Tabarsa, G., Rezaeian, A. & Nazarpouri, A.H. (2012). Designing and explaining model of competitive advantage based on organizational intelligence in knowledge based organizations, novel marketing researches, 2(4): 47-72.
(in Persian)
Wright, P. & Snell, S. (1998). Toward a Unifying Framework for Exploring Fit and Flexibility in Strategic Human Resource Management. Academy of Management Review, 23 (4): 756 - 772.
Young-Ybarra, C. & Wiersema M. (1999). Strategic flexibility in information technology alliances: the influence of transaction cost economics and social exchange theory. Organization Science, 10 (4): 439 – 459.

Files

Share

How to cite

Statistics