Mediating role of gender on the impact of human resource strategies on knowledge-based employees: a study on human strategies affecting organizational health

Background: Rapid growth of the organization depends on capable and efficient human resources that provide the conditions for producing more diverse, better, and more products in global markets by using any technology. Methods: The present study was applied-developmental in terms of purpose and descriptive-correlational method. All 86750 employees of public organizations in Kerman province in 2019 were considered the study's statistical population. Using Cochran's formula, the sample size was estimated at 384 people. The selection was done by the stratified sampling method. Data collection included a 98-item questionnaire of knowledge-based staff with a 0.87 validity and a 0.74 reliability and a 50-item questionnaire of human resources strategies with a 0.85 validity and a 0.87 reliability. Data analysis was performed using Amos and SPSS software. Results: The results revealed a significant difference effect of secondary, a free agent, committed strategies on knowledge-based employees in public organizations in Kerman province considering the mediating role of gender. However, the effect of paternalistic strategy on knowledge-based employees in Kerman public organizations considering the mediating role of gender was not significant. Conclusion: Managers and policymakers could apply the findings of this study in determining the position and level of employees as designers and key actors of the organization and in the appointment, recruitment, retention and evaluation system

Structural Equations Modeling of the Relationship between Human Resource Strategies and Talent Management with the role of Educating Workers in Governmental Organizations of Kerman Province

This study aimed to model the structural equations of the relationship between HR strategies and talent management with respect to the educating workers. The current research is applied and developmental in terms of purpose and with regard to the research method it is a descriptive and correlational one. The statistical population of this study included all employees of government agencies in Kerman province in 2019 (n=8675), and the sample size was 367 using Cochran formula, which were selected by stratified random sampling. Data collection instrument consisted of three researcher-made questionnaires including 50-item queastionaire of HR strategies with validity of 0.82 and reliability of 0.87, 50-item questionaire of talent management with validity of 0.77 and reliability of 0.79 and 98 questionnaires of knowledge worker employees with validity of 0.84 and reliability of 0.74. Structural equation modeling using amos22 software was used for data analysis. The results revealed that the relationship between human resource strategies to educate the foals of this study to the workers in Kerman province government agencies was well-fitted. Strategies Human resources, which involves commitment, free agent, paternalistic, secondary strategies, can have a significant relationship with talent management, including the components of hire, evaluate, develop and maintain, and knowledge workers have mediating role with knowledge and technical reasoning, individual skills and attitudes, professional skills and attitudes, interpersonal skills and attitudes, and system, product, and process development skills in line with HR strategies and talent management, and free agent strategy is the best and most effective HR strategy that affects talent management