The Relationship between Perceived High Performance Human Resource Management and Evidence-Based Practices with Perceived Service Orientation Climate (Case of Study: Isfahan's Health Centers)

Recently, the gap between academic theories of health management and human resource management as well as their organizational consequences has been appraised. `In response, some theories claiming they have achieved the best practice (bridging theory and practice) have been presented. The present study aimed to investigate the relationship between evidence-based practice (EBP) and high performance human resource management practice (HPHRMP) with the perception service orientation climate (SOC) as their organizational outcome. This applied study, conducted in 2013 was descriptive and analytical in nature. Considering data collection, the study was based on a causative and correlation relationship. For data collection, 161 physicians were asked to fill out a questionnaire. The collected data were analyzed by SPSS for descriptive statistics using Cronbach’s alpha and Pearson correlation. LISREL software, using causative relationships and Structural equation modeling, was used for inferential analysis. Accuracy of hypotheses was confirmed, suggesting that HPHRMP and EBP separately can improve CuO through moderating EO and ClO. On the basis of the proposed research model, theoretical rhetoric include physician perceptions from HPHRMP and EBP can be good predictors for perceived outcome of SOC (including EO, ClO and CuO dimensions); thus, application of these practices in organizations especially in health sector is recommended. Key words: Theory-Practice Relation, High Performance Human Resource Management Practices, Evidence-Based Practices, Service Orientation Climate, Customer Orientation