Document Type : Original Article
Authors
1 Ph.D. student in Public Administration, Department of Public administration, Kerman Branch, Islamic Azad University, Kerman, Iran.
2 Assistant Professor, Department of Public administration, Kerman Branch, Islamic Azad University, Kerman, Iran.
3 Associate Professor, Department of Public administration, Kerman Branch, Islamic Azad University, Kerman, Iran.
4 Assistant Professor, Department of Industrial Management, Kerman Branch, Islamic Azad University, Kerman, Iran.
Abstract
Introduction: Human resources play a vital role in delivering quality services within the health system, and evaluating their analytical status impacts performance and productivity and Human resource analytics, through the collection and analysis of employee data, assists managers in making better decisions. The aim of this research is to construct and validate an scale for assessing human resources analytics in the health system.
Methods: This research has an applied purpose and utilizes a descriptive-survey method to examine the validity of the scale through confirmatory factor analysis (CFA). The statistical population comprised 206 managers and experts from the Pole Eight Universities of Medical Sciences, with 132 individuals selected through stratified random sampling and available for the study. Questionnaire items were developed based on a qualitative study, achieving a reliability score of 0.976 using Cronbach's alpha. Hypotheses were tested using SPSS24 and AMOS24, evaluating both the reliability and validity of constructs through CFA.
Results: The structural model of human resources analytics comprises 24 sub-components organized into three main components: information system redesign, cultural change, and systemic thinking. The confirmatory factor analysis confirmed the strong fit of the proposed model with the data and the significance of all factor loadings and construct validity was established.
Conclusion: The results demonstrate that the human resources analytics scale possesses good validity and reliability, making it an effective tool for enhancing management and decision-making processes in the health system. This scale can be utilized alongside other tools to assess the state of human resources analytics.
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