Document Type : Original Article
Authors
1
Master of Public Administration, Faculty of Management and Accounting, Allameh Tabatabai University, Tehran, Iran,.
2
Associate Professor, Department of Public Administration, Faculty of Management and Accounting, Allameh Tabatabai University, Tehran, Iran.
3
Master of Business Administration, School of Management, University of Tehran, Tehran, Iran.
10.22098/cpa.2025.16313.1054
Abstract
Background and Objective: Today, sustainability in government organizations has faced many challenges due to the general conditions of economic development, increasing living standards of individuals, increasing environmental degradation, and lack of proper attention to social justice in government policies; therefore, the purpose of this research is to investigate the effect of strategic human resource management measures on the sustainable performance of government organizations with the role of intellectual capital as a mediator.
Methodology: The current research is an applied research in terms of its purpose and is of a descriptive-survey type. The statistical population of the research is all managers and senior human resource management employees of government organizations in Bushehr city, 542 people, and the statistical sample size is 225 people based on the Cochran statistical sample estimation formula. The sampling method in this research is also a non-probability sampling method, specifically the availability sampling method. A questionnaire consisting of 32 questions was used to collect data. The structural equation modeling method was used to analyze the data using SPSS version 22 and LISREL version 8 software.
Findings: The research findings show that strategic human resource management measures have a significant effect on the sustainable performance of government organizations with the mediating role of intellectual capital with a t coefficient of 9.44.
Conclusion: Strategic human resource management can help improve the sustainable performance of government organizations through the dimensions of human resource training and development, equal job opportunities, effective communication with employees, management development, careful hiring, and flexible work schedules through intellectual capital with human, structural, and relational capital dimensions.
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