Standardization of Human Resources Management Policies Questionnaire
Poster Presentation XML
Assistant Professor in Department of Physical Education, Zahedan University of Medical Sciences
Introduction: Human resource policies are guidelines for explaining the purposes of the organization in managing the human resources. These policies, determine the philosophy of the organization on how to deal with employees. The principles that managers need to address to employee issues emanates from these policies. Hence, these policies act as a framework for judgment when developing human resource management programs. The purpose of this study was to determine the validity and reliability of Human Resources Management questionnaire.
Methodology: Research method was descriptive and correlation type. The statistical population of this study was 466 experts who were working in Ministry of Sports and Youth. Using krejcie- Morgan table, the sample size was determined 214. However, due to need of Statistical Methods, 320 questionnaires were distributed. 294 questionnaires were returned that considered as sample size. A researcher-made questionnaire was prepared in 30 questions by studying theoretical foundations. The content validity of the questionnaire was confirmed by the professors of sport management and their reliability was calculated by Cronbach's alpha coefficient. An exploratory factor analysis using orthogonal rotation was used to identify factors of the research variables and factor load estimation and structural validity of the tool. In order to achieve the construct validity, a first-order confirmation factor analysis was used. Sampling adequacy tests (KMO) and Bartlett test were also used to evaluate the correlation matrix. Data were analyzed using LISREL software (8.7).
Results: The results of exploratory factor analysis showed that all of the questionnaire items were classified in five factors: Recruitment and Selection, training and promotion, performance evaluation, compensation & incentive and retention. Recruitment and Selection (28.9%), training and promotion (13.11%), performance evaluation (11.47%), compensation and incentive (14.34%), and retention (12.22%), which overall was explained about 61% of the total variance of the questionnaire. Also, the fitting indexes of the confirmatory factor analysis of the dimensions of human resources management policies including CFI, AGFI, GFI, and RMSEA were reported to be 0.94, 0.89, 0.91 and 0.055, respectively. These results indicate that the whole indicator is desirable And alignment with the theoretical construct. The results of the reliability of the final questionnaire also showed that the Cronbach's alpha coefficient for the human resources management policy questionnaire was 0.929.
Discussion: The Persian version of Human Resources Management Policies questionnaire (27-item modified model) can be used as a validated and reliable tool for evaluating the characteristics of human resources management policies in organizations.