Payame Noor University Public Organizations Management 2322-522X 11 1 2022 12 22 Designing a Human Resource Flexibility Model for Government Organizations with a Meta-Synthesis Approach Designing a Human Resource Flexibility Model for Government Organizations with a Meta-Synthesis Approach 1 22 9348 10.30473/ipom.2023.65425.4694 FA Fatemeh Goodarzi Ph.D. Candidate, Department of Public Administration, Borujerd Branch, Islamic Azad University, Borujerd, Iran. Karamolah Daneshfard Professor, Department of Public Administration, Science & Research Branch, Islamic Azad University, Tehran. Iran. Hojjat Taheri Goodarzi Assistant Professor, Department of Public Administration, Borujerd Branch, Islamic Azad University, Borujerd, Iran Yadollah Abbaszadeh Sahroun Assistant Professor, Department of Management, Khoy Branch, Islamic Azad University, Khoy, Iran. Journal Article 2022 09 12 Today, due to the ever-increasing changes in the environment, the flexibility of human resources is considered a factor in the survival and development of organizations. In this regard, the purpose of this study was to design a Human Resource Flexibility Model for governmental organizations in Lorestan province. The current research is survey research in terms of method, applied research in terms of purpose, descriptive-field research in terms of data collection, and inductive in terms of strategy. Using the meta-synthesis approach, resources related to the topic were selected and after the seven steps of this method, the dimensions and indicators of human resource flexibility were obtained. Then, to confirm, complete, and localize the obtained model in-depth and semi-structured interviews were conducted with 14 academic and executive experts. Sampling was done by targeted snowball method to select experts. The results of the interviews were analyzed and coded by the thematic analysis method. The validity and reliability of both stages were calculated by the agreement method of the two coders. Its value was 0.83. After integrating the results of meta-synthesis and theme analysis, the human resources flexibility model includes 8 dimensions of functional flexibility (with 6 indicators), skill flexibility (6 indicators), behavioral flexibility (3 indicators), flexibility of professional competencies (10 indicators), ethical flexibility (6 indicators), communicational flexibility (6 indicators), knowledge flexibility (8 indicators), and technological flexibility (12 indicators). Managers should use a different combination of models and their dimensions to achieve optimal conditions of flexibility. Today, due to the ever-increasing changes in the environment, the flexibility of human resources is considered a factor in the survival and development of organizations. In this regard, the purpose of this study was to design a Human Resource Flexibility Model for governmental organizations in Lorestan province. The current research is survey research in terms of method, applied research in terms of purpose, descriptive-field research in terms of data collection, and inductive in terms of strategy. Using the meta-synthesis approach, resources related to the topic were selected and after the seven steps of this method, the dimensions and indicators of human resource flexibility were obtained. Then, to confirm, complete, and localize the obtained model in-depth and semi-structured interviews were conducted with 14 academic and executive experts. Sampling was done by targeted snowball method to select experts. The results of the interviews were analyzed and coded by the thematic analysis method. The validity and reliability of both stages were calculated by the agreement method of the two coders. Its value was 0.83. After integrating the results of meta-synthesis and theme analysis, the human resources flexibility model includes 8 dimensions of functional flexibility (with 6 indicators), skill flexibility (6 indicators), behavioral flexibility (3 indicators), flexibility of professional competencies (10 indicators), ethical flexibility (6 indicators), communicational flexibility (6 indicators), knowledge flexibility (8 indicators), and technological flexibility (12 indicators). Managers should use a different combination of models and their dimensions to achieve optimal conditions of flexibility. https://ipom.journals.pnu.ac.ir/article_9348_ebefe3f601bf41219498fb1830d8571f.pdf