Assessing the role of perceived organizational support on human resource agility by looking at staff serving in coastal cities of Mazandaran Disciplinary Command

Because environmental change affects many aspects of the organization, organizations must dynamically adapt to environmental change in order to survive. One of the best ways to deal with environmental change is to lead the organization toward agility. Accordingly, one of the ways for organizations to be agile is the organizational support perceived by employees. The purpose of this study is to evaluate the role of perceived organizational support on human resource agility by looking at employees working in coastal cities. The research is practical in terms of purpose, because the results of this research can be used to improve organizational effectiveness in the disciplinary command of Mazandaran province, and specifically we want to use the results of this research to improve organizational effectiveness in this command and in the field. It was done by survey method with correlation analysis and its explanation in the statistical population. The statistical population of the study consists of all employees of coastal cities of the Disciplinary Command of Mazandaran Province, which is a statistical sample of 253 people. The standard questionnaire of perceived organizational support of Allen et al. (2008) and the standard questionnaire of human resource agility of Goldman et al. Were used to collect research data. The research is a quantitative type. The validity of the questionnaires was confirmed by respected professors and its reliability was 0.86 and 0.74 using Cronbach's alpha formula, respectively. T-test was used to analyze the data using SPSS software. The results show that perceived organizational support has a positive and significant effect on human resource agility. Also, the dimensions of perceived organizational support (job characteristics, job stress and organizational activities) have a positive and significant effect on human resource agility. According to Friedman test, the highest average was assigned to job stress and then organizational activities and finally job characteristics, respectively.