Designing a Committed Human Resources Management Model in Governmental Organizations Using the Interpretive Structural Modeling Method

In the process of strategic human resources management, one of the most important activities and actions of human resources specialists is to increase performance by creating commitment. The process that conducts a set of focused human resource practices to increase performance by creating commitment and developing human resource activities is known as committed human resource management in today's management world. Therefore, this research was conducted with the aim of designing a model of committed human resource management in governmental organizations.
In terms of its objectives, this study is of an applied research type and in terms of nature and method it is considered a descriptive survey. The statistical population of the research is senior managers and human resource managers of governmental organizations, 20 of whom were selected using the purposeful sampling method in both qualitative and quantitative phases. In the qualitative phase, with the content analysis method, using interviews and with the help of MAXQDA software, the factors affecting the committed human resources management were identified. Then, in the quantitative phase, the results were analyzed using interpretive structural modeling and the final model was designed. The validity and reliability of the interview and questionnaire were confirmed using the content method and the theoretical validity and intra-coder and inter-coder reliability.
The findings of the research include the identification of the dimensions and components affecting committed human resources management in the four axes of the implementation of committed human resources management, interrelated and intervening factors of committed human resources management along with its dimensions and consequences.
The conclusion of the research shows that the implementation of committed human resources management will lead to the reduction of displacement and absenteeism of employees, improvement in citizenship and trans-role behaviors in the organization, reduction of individual-organization conflicts and strategic alignment of the individual in the organization and the creation of the role of loyal organizational soldiers.