Evaluation of Organizational Capacity Building Components to Improve Human Resource Productivity in Non-Governmental Organizations

Abstract

This study aimed to evaluate and identify the components of organizational capacity building to enhance human resource productivity in non-governmental organizations, with a specific focus on Karaj Municipality. This applied–developmental research employed a mixed-methods (qualitative–quantitative) sequential design. In the qualitative phase, the population included theoretical and practical experts, and 19 participants were selected through purposive sampling based on theoretical saturation. Data were collected through semi-structured interviews and analyzed using thematic analysis and theoretical coding. In the quantitative phase, the statistical population comprised all employees of Karaj Municipality, and 212 respondents were selected through proportional stratified random sampling. Data were collected using an 89-item questionnaire derived from qualitative findings. Content and construct validity were confirmed, and reliability was tested through Cronbach’s alpha, composite reliability, and McDonald’s omega coefficients. Data were analyzed using SPSS-27 and SmartPLS-V3 software. The findings revealed that the organizational capacity building model for improving human resource productivity includes four main dimensions: skills development (technical, managerial, continuous learning, and soft skills), organizational culture (learning culture, teamwork, trust, and creativity), reward systems (performance-based rewards, career advancement, encouragement, and supportive work environment), and technology (technological infrastructure, information access, collaboration tools, and innovation). Confirmatory factor analysis indicated that all factor loadings exceeded 0.7 and were statistically significant. The model demonstrated strong fit indices (GOF=0.547; NFI=0.966), confirming its internal and external validity. Organizational capacity building is a multidimensional process involving the enhancement of employee skills, improvement of organizational culture, establishment of effective reward systems, and integration of technology. These interrelated factors collectively strengthen human resource productivity and organizational performance. Implementing the proposed model can enhance operational efficiency, job satisfaction, and service quality in non-governmental institutions such as municipalities.