Design and validation of the human resources development model in the social security organization with a three-loop learning approach

This article was done with the aim of designing and validating the human resources improvement model in the social security organization with a three-loop learning approach. The current study is applied-developmental in terms of its purpose, and survey-cross-sectional in terms of the data collection method. Also, an exploratory mixed research design was used. The community of participants of the qualitative part includes professors of human resource management and managers of the social security organization. Sampling was done in a targeted way and theoretical saturation was achieved with 11 people. The statistical population of the quantitative part also includes 200 managers and experts of the social security organization, which was estimated by Cohen's effect size method. Sampling was done by stratified-random method. A semi-structured interview and a researcher-made questionnaire were used to collect data. Qualitative interviews were analyzed with thematic analysis method in Maxqda software. The data of the quantitative part were also analyzed by structural equation modeling method in LISREL software. The research findings showed that the organization's support policies, commitment-making culture and transformational ethical leadership affect the standardization of education and individual empowerment. Education standardization and individual empowerment have an effect on group-organizational learning management and lead to cognitive, action and behavioral learning. Through the improvement of cognitive, action and behavioral learning, the improvement of human resources is finally possible.