Designing a Human Resource Development Model with a Principled Problem-Solving Approach in Iranian Government Organizations

Abstract

Objective: This study aimed to design and validate a human resource development model based on a principled problem-solving approach in Iranian government organizations, with emphasis on the Ministry of Health and Medical Education.

Methodology: A sequential exploratory mixed-methods design was employed in three stages, including systematic review and bibliometric analysis, qualitative exploration, and quantitative validation. In the qualitative phase, eight academic experts and senior executive managers from the Ministry of Health were selected through purposive and snowball sampling. Data were collected through semi-structured interviews until conceptual saturation and analyzed using thematic analysis. Based on the qualitative findings, a researcher-developed questionnaire was constructed and administered to 92 managers, deputies, unit supervisors, and executive specialists. Face and content validity were assessed by experts, while construct validity, convergent validity, and reliability were evaluated through the measurement model. Quantitative data were analyzed using partial least squares structural equation modeling in SmartPLS 3.

Findings: Qualitative analysis identified two overarching dimensions, 12 components, and 53 indicators. Cronbach’s alpha coefficients ranged from 0.846 to 0.956, composite reliability values ranged from 0.906 to 0.964, and average variance extracted values ranged from 0.631 to 0.828, confirming satisfactory reliability and convergent validity. All structural paths were positive and statistically significant. The organizational dimension showed a path coefficient of β=0.903 with t=24.18, while the individual dimension showed β=0.876 with t=21.37. Within the individual dimension, problem-solving training and skill development had the strongest coefficient (β=0.824), whereas transformational leadership was the strongest organizational component (β=0.851). All paths were significant at p<0.001.

Conclusion: Human resource development based on principled problem-solving is a multidimensional process requiring simultaneous enhancement of individual capabilities and organizational conditions. Strengthening problem-solving training, continuous learning, individual competencies, critical thinking, transformational leadership, organizational learning culture, and participative mechanisms can improve the capacity of government organizations to address complex challenges systematically and enhance the effectiveness of human resource development.