An Examination and Evaluation of the Innovative Human Resources Model in Iraqi Higher Education Institutions

The objective of this study is to examine and evaluate an innovative human resources model tailored to the context of higher education institutions in Iraq, with the aim of enhancing organizational innovation, adaptability, and performance through strategic HR practices. This research adopts a mixed-method exploratory-applied design, combining qualitative and quantitative approaches. The qualitative phase involved thematic analysis of semi-structured interviews with ۱۰ academic experts and senior managers in Iraq’s higher education sector, selected through purposive sampling until theoretical saturation was achieved. The quantitative phase used a researcher-developed questionnaire distributed to ۱۳۷ participants, including managers, deputies, and HR specialists from higher education institutions, identified using Cochran’s formula. Structural equation modeling (SEM) was applied using Smart PLS to assess the relationships between the components and dimensions of the proposed model. Data were collected through both library and field methods. The results of the qualitative phase led to the identification of five primary dimensions: innovation strategy formulation, development of an innovation-based organizational structure, promotion of an innovative organizational culture, development of innovative systems and processes, and enhancement of human capabilities based on innovative behavior. Quantitative analysis confirmed the statistical significance of all relationships, with all t-values exceeding ۱.۹۶ and factor loadings above ۰.۹۴, indicating strong model validity. The overall model fit index (GoF) was calculated at ۰.۶۹, suggesting a robust model capable of explaining the interactions among variables influencing innovative HR practices in higher education. The study concludes that implementing an innovative human resources model significantly contributes to fostering creativity, collaboration, and strategic adaptability within higher education institutions. The integration of innovation-focused HR practices—such as training, empowerment, participatory decision-making, and performance incentives—creates a conducive environment for sustainable institutional development. These findings offer actionable insights for academic administrators aiming to align HR strategies with organizational innovation goals. The objective of this study is to examine and evaluate an innovative human resources model tailored to the context of higher education institutions in Iraq, with the aim of enhancing organizational innovation, adaptability, and performance through strategic HR practices. This research adopts a mixed-method exploratory-applied design, combining qualitative and quantitative approaches. The qualitative phase involved thematic analysis of semi-structured interviews with ۱۰ academic experts and senior managers in Iraq’s higher education sector, selected through purposive sampling until theoretical saturation was achieved. The quantitative phase used a researcher-developed questionnaire distributed to ۱۳۷ participants, including managers, deputies, and HR specialists from higher education institutions, identified using Cochran’s formula. Structural equation modeling (SEM) was applied using Smart PLS to assess the relationships between the components and dimensions of the proposed model. Data were collected through both library and field methods. The results of the qualitative phase led to the identification of five primary dimensions: innovation strategy formulation, development of an innovation-based organizational structure, promotion of an innovative organizational culture, development of innovative systems and processes, and enhancement of human capabilities based on innovative behavior. Quantitative analysis confirmed the statistical significance of all relationships, with all t-values exceeding ۱.۹۶ and factor loadings above ۰.۹۴, indicating strong model validity. The overall model fit index (GoF) was calculated at ۰.۶۹, suggesting a robust model capable of explaining the interactions among variables influencing innovative HR practices in higher education. The study concludes that implementing an innovative human resources model significantly contributes to fostering creativity, collaboration, and strategic adaptability within higher education institutions. The integration of innovation-focused HR practices—such as training, empowerment, participatory decision-making, and performance incentives—creates a conducive environment for sustainable institutional development. These findings offer actionable insights for academic administrators aiming to align HR strategies with organizational innovation goals.

کلیدواژه ها:

Innovative human resource model ، higher education institutions ، organizational innovation