Designing a Human Resource Flexibility Model for Government Organizations with a Meta-Synthesis Approach

Today, due to the ever-increasing changes in the environment, the flexibility of human resources is considered as a factor in the survival and development of organizations. In this regard, the purpose of this study is to design a Human Resource Flexibility Model for governmental organizations in Lorestan province. The current research is a survey research in terms of method, an applied research in terms of purpose, a descriptive-field research in terms of data collection, and inductive in terms of strategy. Using the meta-synthesis approach, resources related to the topic were selected; and after the seven steps of this method, the dimensions and indicators of human resource flexibility were obtained. Then in order to confirm, complete and localize the obtained model in-depth and semi-structured interviews were conducted with 14 academic and executive experts. Sampling was done by targeted snowball method to select experts. The findings of the interview were analyzed and also coded by thematic analysis method. The validity and reliability of both stages were calculated by the agreement method of the two coders. Its value was 0.83. After integrating the results of meta-synthesis and theme analysis, the human resources flexibility model includes 8 dimensions of functional flexibility (with 6 indicators), skill flexibility (6 indicators), behavioral flexibility (3 indicators) Flexibility of professional competencies (10 indicators), ethical flexibility (6 indicators), communicational flexibility (6 indicators), knowledge flexibility (8 indicators) and technological flexibility (12 indicators). Managers should use a different combination of models and their dimensions to achieve optimal condition of flexibility.