Modeling Effects of Human Resource Management Policies and their Outcomes on Organizational Performance in Ministry of Sport and Youth

The purpose of this work was modeling the effects of human resource management policies and their outcomes on the organizational performance.
The research method was of descriptive-correlation type. The statistical population was 466 experts in the Ministry of Sports and Youth. Using the krejcie-Morgan table, the sample size was determined to be 214. However, 320 questionnaires were distributed. From the 312 cases returned, 294 questionnaires were suitable, which were considered as the sample size. The research instrument included the basic demographic information, standardized by the researchers. The content validity of the questionnaires was confirmed by the sport management professors, and their reliability was calculated using the Cronbach's alpha coefficient. In order to identify the dimensions of the variables and construct their validity, the confirmatory and exploratory factor analysis was used. The data analysis was performed by the Pearson correlation, multiple regression, factor analysis, path analysis, and structural equation modeling techniques with the SPSS and LISREL softwares.
The results of the exploratory factor analysis showed five dimensions for the human resource management policies, four dimensions for the human resource management outcomes, and two dimensions for the organizational performance. The confirmatory factor analysis results indicated that the items had alignment with the theoretical construction. The results of testing model indicated that it had good fit in target population. Path analysis showed that organizational performance was influenced by the human resource management policies, directly and indirectly. The human resource management policies had a greater coefficient effect on the organizational performance compared with the human resource management outcomes.
It is suggested that the organizations providie those requirements that affect favorable attitudes promoting organizational performance and adopt human resource management policies that are fit together and support each other based on the dimentions of the proposed research model.