Investigating the Impact of Organizational Learning and Innovation on Sustainable Human Resource Development in Hospitals of Kermanshah

Objective: The objective of this study was to examine the impact of organizational learning and organizational innovation on sustainable human resource development in hospitals of Kermanshah using a structural equation modeling approach.Methods and Materials: This applied study employed a descriptive–correlational design using structural equation modeling to investigate the relationships among organizational learning, innovation, and sustainable human resource development. The statistical population consisted of all employees working in hospitals affiliated with Kermanshah University of Medical Sciences and the Social Security Organization in ۲۰۲۳ (N = ۲,۵۶۰). Using Cochran’s formula and stratified random sampling with proportional allocation, ۳۲۸ valid questionnaires were collected and analyzed. Data were gathered using a researcher-developed questionnaire consisting of measures for empowerment and skill development, workforce diversity and equity, social development participation, sustainable quality of work life improvement, sustainable human resource development, environmental commitment and training, sustainable learning and innovation, and green human resource governance and leadership. The questionnaire used a five-point Likert scale and demonstrated acceptable validity and reliability. Data were analyzed using SPSS version ۲۶ and SmartPLS version ۴, including confirmatory factor analysis and structural equation modeling to evaluate the measurement and structural models.Findings: The results of structural equation modeling indicated that all components of organizational learning and innovation had significant positive effects on sustainable human resource development (p = ۰.۰۰۱). Sustainable human resource development showed the strongest effect (β = ۰.۸۸۸, t = ۸.۴۹۰), followed by sustainable learning and innovation (β = ۰.۶۸۵, t = ۶.۸۵۴), green human resource governance and leadership (β = ۰.۶۵۵, t = ۷.۴۰۳), and sustainable quality of work life improvement (β = ۰.۶۳۸, t = ۶.۴۹۷). Social development participation (β = ۰.۵۹۷, t = ۷.۰۰۸), environmental commitment and training (β = ۰.۴۶۷, t = ۵.۸۰۱), workforce diversity and equity (β = ۰.۴۴۴, t = ۵.۶۸۴), and empowerment and skill development (β = ۰.۴۲۱, t = ۵.۶۴۷) also demonstrated significant positive effects. The model explained meaningful variance in sustainable human resource development, confirming the validity of the proposed structural model.Conclusion: The findings demonstrate that organizational learning and innovation play critical roles in enhancing sustainable human resource development in hospital settings. Learning-oriented practices, innovation-driven initiatives, sustainability-focused leadership, and workforce empowerment contribute significantly to the development of sustainable human resource systems. Hospitals that invest in organizational learning, promote innovation, and implement sustainability-oriented human resource strategies are better positioned to enhance workforce capabilities, improve organizational performance, and ensure long-term sustainability. Objective: The objective of this study was to examine the impact of organizational learning and organizational innovation on sustainable human resource development in hospitals of Kermanshah using a structural equation modeling approach. Methods and Materials: This applied study employed a descriptive–correlational design using structural equation modeling to investigate the relationships among organizational learning, innovation, and sustainable human resource development. The statistical population consisted of all employees working in hospitals affiliated with Kermanshah University of Medical Sciences and the Social Security Organization in ۲۰۲۳ (N = ۲,۵۶۰). Using Cochran’s formula and stratified random sampling with proportional allocation, ۳۲۸ valid questionnaires were collected and analyzed. Data were gathered using a researcher-developed questionnaire consisting of measures for empowerment and skill development, workforce diversity and equity, social development participation, sustainable quality of work life improvement, sustainable human resource development, environmental commitment and training, sustainable learning and innovation, and green human resource governance and leadership. The questionnaire used a five-point Likert scale and demonstrated acceptable validity and reliability. Data were analyzed using SPSS version ۲۶ and SmartPLS version ۴, including confirmatory factor analysis and structural equation modeling to evaluate the measurement and structural models. Findings: The results of structural equation modeling indicated that all components of organizational learning and innovation had significant positive effects on sustainable human resource development (p = ۰.۰۰۱). Sustainable human resource development showed the strongest effect (β = ۰.۸۸۸, t = ۸.۴۹۰), followed by sustainable learning and innovation (β = ۰.۶۸۵, t = ۶.۸۵۴), green human resource governance and leadership (β = ۰.۶۵۵, t = ۷.۴۰۳), and sustainable quality of work life improvement (β = ۰.۶۳۸, t = ۶.۴۹۷). Social development participation (β = ۰.۵۹۷, t = ۷.۰۰۸), environmental commitment and training (β = ۰.۴۶۷, t = ۵.۸۰۱), workforce diversity and equity (β = ۰.۴۴۴, t = ۵.۶۸۴), and empowerment and skill development (β = ۰.۴۲۱, t = ۵.۶۴۷) also demonstrated significant positive effects. The model explained meaningful variance in sustainable human resource development, confirming the validity of the proposed structural model. Conclusion: The findings demonstrate that organizational learning and innovation play critical roles in enhancing sustainable human resource development in hospital settings. Learning-oriented practices, innovation-driven initiatives, sustainability-focused leadership, and workforce empowerment contribute significantly to the development of sustainable human resource systems. Hospitals that invest in organizational learning, promote innovation, and implement sustainability-oriented human resource strategies are better positioned to enhance workforce capabilities, improve organizational performance, and ensure long-term sustainability.

کلیدواژه ها:

Organizational Learning ، Organizational Innovation ، Sustainable Human Resource Development ، Healthcare Organizations ، Structural Equation Modeling ، Sustainability-Oriented Leadership