The role of behavioral and structural factors in the development of knowledge-based human resources in the University of Medical Sciences of one country

1. Introduction The rapid development of organizations is highly dependent on the development of knowledge, technology and information and one of the basic and important components for the development of any organization is the knowledge and science in the organization [1-4]. In knowledge-based and leading organizations, human resources are the most important asset of the organization and the realization of assigned goals and missions and gaining superiority is closely related to the competence and capability of human resources [6]. On the other hand, today behavioral issues play an important role in various human fields. Behaviors can have desirable functions in organizational areas and lead to improved organizational status in various fields, including knowledge [9]. Structural factors are one of the factors that can analyze organizational phenomena and management and psychology in people based on them. Structural factors are paths, channels and vessels in which organizational processes and operations are ongoing and have been formed and almost fixed during organizational changes and include components such as organizational structure, methods improvement, mechanized information system, payment system, Selection and employment, job appointment and promotion and performance appraisal [12]. In this regard, one of the important issues in today's environment is the development of knowledge-based human resources. Martinez and Meyer (2012) encourage individuals to understand the fact that organizations are different and that organizational and behavioral factors reinforce and hinder knowledge retention [15]. Jazani and Rostami (2011) showed that among the factors affecting strategic empowerment, the structural factor is one of the most important factors affecting employee empowerment [17]. Due to its relationship with community health, the University of Medical Sciences needs to share as much knowledge and use efficient methods in providing quality services, reduce health costs, and meet the needs of clients in a timely manner. New information management and establishment of human resource system is knowledge-based and ultimately knowledge management [19]. Lack of establishment of knowledge-based human resources in the University of Medical Sciences, on the one hand can reduce the motivation and job satisfaction of employees and consequently reduce the efficiency and effectiveness of the health system [14]. On the other hand, the lack of a knowledge-based human resources system can prevent the formation of smart networks and knowledge sharing professions, the departure of experienced and specialized personnel from the university, weak creativity and organizational innovation, and weaken participation and team spirit. Lack of attention to behavioral and structural issues for the development of human resources, especially in the University of Medical Sciences, has caused a great deal of readiness to develop knowledge-based human resources in this university. These ambiguities have led to the lack of operational solutions for the development of knowledge-based human resources in the University of Medical Sciences. Therefore, the aim of this study was to the role of behavioral and structural factors in the development of knowledge-based human resources in the University of Medical Sciences of one country. 2. Methods The research method is descriptive correlation which was applied in terms of purpose. The statistical population of the study included all managers and experts of the University of Medical Sciences in one country (150 people) who were selected as sample. The method of data collection in the present study was field. The instruments of the present study included 3 questionnaires of knowledge-based human resource development, behavioral factors questionnaire and structural factors questionnaire. The face and content validity of the questionnaire was confirmed by 10 professors and the construct validity was examined based on confirmatory factor analysis. The reliability of the questionnaire based on Cronbach's coefficient of score is 0.82, respectively; 0.86 and 0.85 were obtained. To analyze the data, descriptive statistics and inferential statistics (structural equations with partial least squares approach) with PLS and SPSS software have been used.   3. Results The results showed that the model of the effect of behavioral and structural factors on the development of knowledge-based human resources has the necessary and desirable fit. Also, according to the research findings, behavioral factors have an effect on the development of knowledge-based human resources by 0.601 and structural factors have an effect on the development of knowledge-based human resources by 0.304. 4. Discussion and Conclusion The findings of this study were consistent with the results of Previous research [22-26]. Knowledge-based human resources can have the necessary efficiency in forming a competitive advantage in any environment and organization. Organizations are witnessing the arrival of new forces that have different demands and expectations from previous generations of workers. These people try to reach a logical solution to organizational problems and issues with their comprehensive knowledge of the issues around them [20]. There was a fact in the past that knowledge-based people do not fit well with the context of Iranian organizations, and it was observed that the confrontation between the forces of students and other forces that are in the majority, in major organizations cause intellectual conflict and sometimes unpleasant psychological dimensions to knowledge. In most organizations, the effort to stabilize and maintain the status quo prevailed over the effort for dynamism and change, and leadership did not have a high position alongside coaching, which is a basic need of knowledge-based forces [21]. Other issues in organizations were worn-out structures and bureaucracies in them, which combined with the low quality and quantity of information access tools posed many problems for knowledge-based forces. Today, attention to knowledge-based human resources is one of the important pillars of organizations. The results of the present study showed that behavioral factors have significant effect on the development of knowledge-based human resources in the University of Medical Sciences of one country. Improving behavioral factors can provide the basis for the development of knowledge-based human resources in the University of Medical Sciences in one country. The results of the present study also showed that structural factors have a significant impact on the development of knowledge-based human resources in the University of Medical Sciences of a country. So that the improvement of structural factors can provide the basis for the development of knowledge-based human resources in the University of Medical Sciences. In today's turbulent world and complex competitive environment, the existence of knowledge and knowledge-based human resources as a valuable, strategic and assuring resource is a superior strength for organizations. The knowledge of employees about their country's market in terms of language, legal system, international market information and business operations is obvious. Today, organizations are trying to become knowledge-based. They are using their brains more than their hands and the need to use knowledge is increasing. The increasing importance of knowledge in modern organizations has necessitated the need to focus on knowledge management as an organizational asset. In the meantime, knowledge-based employees are of far greater importance; Because they are the bearers of tacit knowledge of organizations. The University of Medical Sciences, as one of the important centers of the country, must always have an experienced human resource in order to succeed. Knowledge-based human resources in this university can meet the needs of this university in the field of expert manpower as well as sufficient knowledge. It seems to Behavioral factors play a greater role than structural factors in the development of knowledge-based human resources in medical universities. Ethical Considerations Compliance with ethical guidelines This study has been approved at Islamic Azad University, Aliabad Katoul Branch, Aliabad Katoul, Iran. Funding This research did not receive any specific grant from funding agencies in the public, commercial, or not-forprofit sectors. Authors contributions Conceptualization and Methodology, Roohallah Samiei: Editing and Review: Zahra Ghorbani Nasrabadi, Roohallah Samiei, Tahmoores Aghajani; Writing and Data analysis: Zahra Ghorbani Nasrabadi Conflicts of interest The authors declared no conflict of interest.