Volume 5, Issue 4 (Winter 2022)
Iranian Journal of Educational Sociology 2022, 5(4): 0-0 |
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Yazdani Z, Rahimian H, Abbaspour A, Niknami M. Providing and Validating a Model for Human Resources Empowerment with Emphasis on Training in Construction and Decorative Stone Industry. Iranian Journal of Educational Sociology 2022; 5 (4)
URL: http://iase-idje.ir/article-1-1245-en.html
URL: http://iase-idje.ir/article-1-1245-en.html
1- PhD student, Department of Educational Management, Allameh Tabatabai University, Tehran, Iran.
2- Associate Professor, Department of Management and Educational Planning, Allameh Tabatabai University, Tehran, Iran.
3- Professor of the Department of Management and Educational Planning, Allameh Tabatabai University, Tehran, Iran
2- Associate Professor, Department of Management and Educational Planning, Allameh Tabatabai University, Tehran, Iran.
3- Professor of the Department of Management and Educational Planning, Allameh Tabatabai University, Tehran, Iran
Abstract: (180 Views)
Purpose: The training plays an important role in human resources empowerment. Therefore, the current research was conducted with the aim of presenting and validating the human resource empowerment model with emphasis on training in the construction and decorative stone industry.
Methodology: This study was a descriptive-analytical from type of correlation. The research population consisted of 415 employees of Iran Stone Information and Statistics Center in 50 companies. The sample size was determined based on Cochran's formula 200 people, which these number were selected by stratified random sampling method based on the job unit. The research tools were included a demographic information form including gender, age, education and job history, and a researcher-made questionnaire (50 items), which whose face validity was confirmed by the opinion of experts and its reliability was calculated with using Cronbach's alpha method on 30 employees 0.95. Data were analyzed with exploratory factor analysis and structural equation modeling methods in SPSS-25 and Smart PLS-3 software.
Findings: The findings showed that human resource empowerment has 10 factors of change and innovation, managerial functions, learning, human resource development, behavioral factors, organizational factors, strategic factors of the organization, environmental factors, cultural factors and leadership and knowledge beyond technical knowledge and factor load of all of their items were higher than 0.40, the convergent validity of the factors with using the average variance extracted method was higher than 0.60 and the reliability of all factors with Cronbach's alpha and combined methods was higher than 0.70. Also, the model of human resource empowerment model with an emphasis on training in the construction and decorative stone industry had a suitable and acceptable fit and human resource empowerment with emphasis on training had a direct and significant effect on all 10 factors (P<0.001).
Conclusion: According to the appropriate model of human resource empowerment model with emphasis on training in the construction and decorative stone industry, specialists and planners can take an effective step in the direction of human resource empowerment through the 10 identified factors.
Methodology: This study was a descriptive-analytical from type of correlation. The research population consisted of 415 employees of Iran Stone Information and Statistics Center in 50 companies. The sample size was determined based on Cochran's formula 200 people, which these number were selected by stratified random sampling method based on the job unit. The research tools were included a demographic information form including gender, age, education and job history, and a researcher-made questionnaire (50 items), which whose face validity was confirmed by the opinion of experts and its reliability was calculated with using Cronbach's alpha method on 30 employees 0.95. Data were analyzed with exploratory factor analysis and structural equation modeling methods in SPSS-25 and Smart PLS-3 software.
Findings: The findings showed that human resource empowerment has 10 factors of change and innovation, managerial functions, learning, human resource development, behavioral factors, organizational factors, strategic factors of the organization, environmental factors, cultural factors and leadership and knowledge beyond technical knowledge and factor load of all of their items were higher than 0.40, the convergent validity of the factors with using the average variance extracted method was higher than 0.60 and the reliability of all factors with Cronbach's alpha and combined methods was higher than 0.70. Also, the model of human resource empowerment model with an emphasis on training in the construction and decorative stone industry had a suitable and acceptable fit and human resource empowerment with emphasis on training had a direct and significant effect on all 10 factors (P<0.001).
Conclusion: According to the appropriate model of human resource empowerment model with emphasis on training in the construction and decorative stone industry, specialists and planners can take an effective step in the direction of human resource empowerment through the 10 identified factors.
Type of Study: Research Article |
Subject:
Special
Received: 2022/11/8 | Accepted: 2023/01/8 | Published: 2023/03/19
Received: 2022/11/8 | Accepted: 2023/01/8 | Published: 2023/03/19
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