Volume 36, Issue 4 (Winter 2024)
JMDP 2024, 36(4): 35-66 |
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Mohamadpour Y, Rahnavard F, Alipour Darvish Z, Chegin M. (2024). A Model for the Justice-based Recruitment of Human Resources at a Maco Level in Iran’s Public Sector Iran. JMDP. 36(4), 35-66. doi:10.61186/jmdp.36.4.35
URL: http://jmdp.ir/article-1-4717-en.html
URL: http://jmdp.ir/article-1-4717-en.html
1- Department of Public Administration, Tehran North Branch, Islamic Azad University, Tehran, Iran.
2- Department of Public Administration, The Institute for Management and Planning Studies, Tehran, Iran. ,frahnavard@imps.ac.ir
2- Department of Public Administration, The Institute for Management and Planning Studies, Tehran, Iran. ,
Abstract: (1260 Views)
Purpose: This study aimed to develop a model emphasizing justice in the recruitment of human resources at a macro level in Iran. The objective was identified after examining the current needs in human resource recruitment, considering the broader context.
Methodology: Employing a qualitative method based on Grounded Theory approach, this research engaged experts with significant knowledge and practical experience in human resource recruitment. Semi-structured interviews were conducted for data collection and ATLAS.ti software was applied to facilitate a more structured analysis of the data gathered.
Findings: Through the examination of interview transcripts, we identified such key elements as justice-oriented recruitment assessment factors, causal variables, contextual conditions, mediating variables, and outcomes. Results underscore the impact of institutional oversight, employment discrimination, quality of tests, and quality of employment policies on justice-oriented human resource recruitment within government organizations.
Originality: No other study has so far focused on the macro level aspect of justice-oriented recruitment in Iran. Regarding justice-oriented perspective on human resource recruitment, this research contributes a macro-level framework from a policy making viewpoint. Through this vision, it identifies influential factors, contextual conditions, mediating variables, and outcomes.
Methodology: Employing a qualitative method based on Grounded Theory approach, this research engaged experts with significant knowledge and practical experience in human resource recruitment. Semi-structured interviews were conducted for data collection and ATLAS.ti software was applied to facilitate a more structured analysis of the data gathered.
Findings: Through the examination of interview transcripts, we identified such key elements as justice-oriented recruitment assessment factors, causal variables, contextual conditions, mediating variables, and outcomes. Results underscore the impact of institutional oversight, employment discrimination, quality of tests, and quality of employment policies on justice-oriented human resource recruitment within government organizations.
Originality: No other study has so far focused on the macro level aspect of justice-oriented recruitment in Iran. Regarding justice-oriented perspective on human resource recruitment, this research contributes a macro-level framework from a policy making viewpoint. Through this vision, it identifies influential factors, contextual conditions, mediating variables, and outcomes.
Keywords: Recruitment, Procedural Justice, Distributive Justice, Interactional Justice, Grounded Theory.
Type of Study: Research |
Subject:
Public Administration Approches
Received: Dec 02 2023 | Accepted: Jan 15 2024 | ePublished: May 06 2024
Received: Dec 02 2023 | Accepted: Jan 15 2024 | ePublished: May 06 2024
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