Department of Health & Health Services Management, Medical Faculty, Shahrekord Branch, Islamic Azad University, Shahrekord, Iran.
Nursing & Midwifery Faculty, Falavarjan Branch, Islamic Azad University, Isfahan, Iran.
BMC Health Serv Res. 2022 Mar 18;22(1):363. doi: 10.1186/s12913-022-07767-z.
Today, due to the complex environment and rapidly changing of health industry, hospitals should optimize their organizational performance to achieve a competitive advantage. One of the important factors for achieving a competitive advantage is effective human resource management through the application of appropriate human resources strategies. This study investigated the relationship between human resources strategies and organizational performance based on balanced scorecard.
A cross-sectional study was conducted among clinical and administrative staff in a public hospital in Isfahan province, Iran. All eligible staff entered the study (n=200). Data were collected using two self-reported questionnaires during July 2018. The main questionnaire contained 32 items that investigated human resources strategies (including seven types of strategies) and organizational performance based on the balanced scorecard approach. Data were analyzed via Pearson correlation coefficient and multivariate regression using SPSS/21 software (P<0.05).
In this study, 154 questionnaires were completed and returned (return rate=77%). Human resources strategies and organizational performance were evaluated at the intermediate level. There was a significant positive correlation between human resources strategies and organizational performance (r=0.73, p=0.001). The organizational performance in learning & growth perspective had the highest correlation (r=0.669, p=0.001) with human resources strategies while the financial perspective had the lowest (r=0.455, p=0.001). Multivariate regression analysis showed that all human resources strategies were effective on organizational performance (R=0.998, R2=0.997, ADJ.R2=0.997). Staff training and development strategy (Beta=0. 265, p=0.000), staff compensation & reward strategy (Beta =0.212, p= 0.000) and recruitment strategy (Beta = 0.208, B, P=0.000) had the greatest impact on organizational performance, respectively.
To improve hospital performance (especially in non financial perspectives), the development of human resources strategies (especially staff training and development strategy, staff compensation & reward strategy, and compensation strategy) can be considered by hospital managers. The findings of this study can be used for developing hospital performance in a similar context.
如今，由于医疗行业环境的复杂性和快速变化，医院应优化组织绩效以获得竞争优势。实现竞争优势的一个重要因素是通过应用适当的人力资源策略进行有效的人力资源管理。本研究基于平衡计分卡调查了人力资源策略与组织绩效之间的关系。
本横断面研究在伊朗伊斯法罕省的一家公立医院中对临床和行政人员进行。所有符合条件的人员均进入研究（n=200）。2018 年 7 月期间使用两份自填问卷收集数据。主要问卷包含 32 个条目，采用平衡计分卡方法调查人力资源策略（包括七种策略）和组织绩效。采用 SPSS/21 软件进行 Pearson 相关系数和多元回归分析（P<0.05）。
本研究共完成并收回 154 份问卷（回收率=77%）。人力资源策略和组织绩效评估处于中等水平。人力资源策略与组织绩效之间呈显著正相关（r=0.73，p=0.001）。人力资源策略与学习与成长视角的组织绩效相关性最高（r=0.669，p=0.001），而财务视角相关性最低（r=0.455，p=0.001）。多元回归分析显示，所有人力资源策略均对组织绩效有影响（R=0.998，R2=0.997，ADJ.R2=0.997）。员工培训与发展策略（Beta=0.265，p=0.000）、员工薪酬与奖励策略（Beta=0.212，p=0.000）和招聘策略（Beta=0.208，p=0.000）对组织绩效的影响最大。
为提高医院绩效（特别是非财务方面），医院管理者可以考虑制定人力资源策略（特别是员工培训与发展策略、员工薪酬与奖励策略和招聘策略）。本研究的结果可用于在类似背景下提高医院绩效。
