Volume 24, Issue 2 (9-2025)
jhosp 2025, 24(2): 219-234 |
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Hassanpoor A, Ghorbanizadeh V, Masoud Sinaki S. Validation of a Collaborative Human Resource Management Model in the Healthcare Sector. jhosp 2025; 24 (2) :219-234
URL: http://jhosp.tums.ac.ir/article-1-6787-en.html
URL: http://jhosp.tums.ac.ir/article-1-6787-en.html
1- Associate professor, Department of Human Resource Management, Faculty of Management, University of Kharazmi, Tehran, Iran. , a.hassanpoor@khu.ac.ir
2- Professor, Department of Public Administration, Faculty of Management and Accounting, University of Allameh Tabataba’i, Tehran, Iran.
3- PhD Student in Public Administration , Department of Management, Science and Research Branch, Islamic Azad University, Tehran, Iran
2- Professor, Department of Public Administration, Faculty of Management and Accounting, University of Allameh Tabataba’i, Tehran, Iran.
3- PhD Student in Public Administration , Department of Management, Science and Research Branch, Islamic Azad University, Tehran, Iran
Abstract: (23 Views)
Background and purpose: Collaborative Human Resource Management (CHRM) is pivotal for enhancing organizational synergy. This study aimed to validate a CHRM model in the healthcare sector to demonstrate its capacity to institutionalize collaboration, thereby improving team efficiency, healthcare service quality, and team satisfaction.
Methods: This applied, quantitative study was conducted in early 2025. The statistical population comprised 550 administrative staff members at Tehran University of Medical Sciences. A sample size of 225 was determined using Krejcie and Morgan’s table. Data were collected using a researcher-developed questionnaire based on the CHRM model, encompassing six main dimensions (core components, causal factors, contextual factors, outcomes, intervening conditions, and strategies) and 16 subcategories. The reliability of the instrument was confirmed with Cronbach's alpha coefficients exceeding 0.78. Data analysis involved Exploratory Factor Analysis (EFA) using SPSS software and Confirmatory Factor Analysis (CFA) via Structural Equation Modeling (SEM) in SmartPLS software.
Results: The model indicators were analyzed across six sections. The Goodness of Fit (GOF) index was calculated at 0.506, indicating a strong and favorable fit for the model. Furthermore, significant correlations were observed among all model components, including causal factors, intervening conditions, contextual factors, the core phenomenon, strategies, and outcomes.
Conclusion: The findings confirm the validity of the Collaborative Human Resource Management model. Implementing this framework is anticipated to significantly enhance organizational efficiency and effectiveness within the university context.
Methods: This applied, quantitative study was conducted in early 2025. The statistical population comprised 550 administrative staff members at Tehran University of Medical Sciences. A sample size of 225 was determined using Krejcie and Morgan’s table. Data were collected using a researcher-developed questionnaire based on the CHRM model, encompassing six main dimensions (core components, causal factors, contextual factors, outcomes, intervening conditions, and strategies) and 16 subcategories. The reliability of the instrument was confirmed with Cronbach's alpha coefficients exceeding 0.78. Data analysis involved Exploratory Factor Analysis (EFA) using SPSS software and Confirmatory Factor Analysis (CFA) via Structural Equation Modeling (SEM) in SmartPLS software.
Results: The model indicators were analyzed across six sections. The Goodness of Fit (GOF) index was calculated at 0.506, indicating a strong and favorable fit for the model. Furthermore, significant correlations were observed among all model components, including causal factors, intervening conditions, contextual factors, the core phenomenon, strategies, and outcomes.
Conclusion: The findings confirm the validity of the Collaborative Human Resource Management model. Implementing this framework is anticipated to significantly enhance organizational efficiency and effectiveness within the university context.
Keywords: Collaboration, Collaborative Human Resource Management (CHRM), Model Validation, Healthcare Sector, Tehran University of Medical Sciences
Type of Study: Original Article |
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