Vahid Nasehifar Associate Professor in Business Management, Department of Management and Accounting, Allameh Tabataba'i University, Tehran, IRAN

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1 The integrated pattern of human resources development with focusing on improving organizational culture based on mixed research method (case study: the ministry of justice) Vahid Nasehifar Associate Professor in Business Management, Department of Management and Accounting, Allameh Tabataba'i University, Tehran, IRAN Mohammad Taqi Taqavi Fard Associate Professor in Business Management, Department of Management and Accounting, Allameh Tabataba'i University, Tehran, IRAN Saeid Askari Masouleh PHD Student in Organizational Behavior and Human Resource Management, Department of Management and Accounting, Allameh Tabataba'i University, Tehran, IRAN Corresponding author Abstract This study, using mixed method, investigates the integrated pattern of human resources development with Focusing on the organizational culture improvement in the Ministry of Justice. The aim of the research is to design an integrated pattern of human resources development with a view to improving organizational culture, identify the dimensions and components and prioritize the factors of the model. The main question of the research asks: what does the integrated pattern of human resource development with a view to improving organizational culture in the Governmental Reprimand Organization look like? In this study, two statistic population were defined; the population of experts for qualitative analysis by using interviews and the population of the organization under the study for quantitative analysis by using questionnaire. In the qualitative analysis management factors, personal factors, employee engagement and career development path, the independence of staff in the performance of duties, software requirements in the working environment, values and organizational behavior, organizational justice and being faith-based and content factors and perfectionism were identified. Also in the quantitative dimension each of the selective codes defined in the form of a hypothesis and tested with using inferential statistics. And all codes were appr. Keywords: human resources, organizational culture, ministry of justice). Page 1072

2 1.Statement of the problem The main issue in this study is to provide an integrated pattern of human resources development in the Ministry of Justice and Governmental Reprimand Organization with a view to developing and improving organizational culture in order to identify and prioritize these cultural factors. This study is qualitative and quantitative. In order to submit a model, using the related texts and studies, we attempted to identify factors, approaches and views available in the field of human resource development with a cultural approach. After identifying and extracting the components of human resource development with organizational culture improvement approach, we investigate the presence or absence of each of the components in the Ministry of Justice and Governmental Reprimand Organization. Then using statistical and quantitative methods we will develop the initial pattern. Finally, the proposed model is presented to scholars and experts and by taking advantage of statistical techniques, and considering the experts' comments, the final model will be developed and presented. 1.1.Research objectives A) The overall objective of this study is as follows: Designing an integrated model of human resources development with a view to improving and developing the organizational culture. B) The practical objectives of the research are as follows; 1-To identify the dimensions and components of human resources development with a view to improving and developing organizational culture 2- To prioritize the dimensions of human resource development model focusing on improving organizational culture. 1.2.Research questions This research has one main question, and two sub-questions. The main question and sub questions are defined as follows: A) The main question: What does the integrated pattern of human resource development with a view to improving organizational culture look like in the Governmental Reprimand Organization? B) Sub-questions: What are the components of integrated pattern of human resource development with a view to improving organizational culture? What does prioritizing the components of the integrated pattern of human resource development with a view to improving organizational culture look like? 1.3.Hypotheses In this study, Grounded theory is defined as the research method. In this research method, with regard to the topic of the research, it is not possible to formulate hypothesis and it will be attempted to develop and produce a new theory. Page 1073

3 2.The population in this study The population of the study is consisted of two population. The first population included experts in the development of human resources in governmental organizations who are experts on the topic of Islamic-Iranian model of progress. Due to the limitation in identifying experts sample, Purposive sampling (judgmental) was defined on the basis of Snowball Method and from each introduced expert was referred to another to reach the saturation point. The number of samples in the interview were considered based on the Principle of Saturation in the Sample (Hazhbariyan et al., 1393, 213). The second population in this study consisted of all the deputies and the director generals and heads of departments in the Governmental Reprimand Organization in the county of Tehran who were working in the year ended With reference to the reports of the Office of Administrative Affairs and Human Resources Development Organization and the archive of personnel files, population size of the study was estimated 65 units. The questionnaire was distributed among all statistical units and the census was conducted. 3.Research method Methodology of the research is based on mixed (qualitative-quantitative) inductive grounded theory and exploratory one. The study is a second case kind in which first qualitative data gathered by using the tools for gathering this type of data. Then, quantitative data were collected on the topic and the research model. This research is searching for systematic data and information about providing an integrated pattern of human resource development in the Ministry of Justice-governmental reprimand organization with focusing on the development of organizational culture. The approach of this research is based on grounded theory. In this method, instead of using data to test the theory, it is used to generate the theory. Data analysis is conducted based on three coding method used in the Grounded theory including open coding, axial coding and selective coding (Flick, 1387, p. 329). The nature and methodology of this study is descriptive and basic-exploratory. In these kind of research, the researcher describes the nature of the research problem that is the extracting codes, components and variables of integrated pattern of human resources in the Ministry of Justice according to the data and information obtained from selective statistical units and other means of collecting data and information that describe the current and existing situation of the organization. This study is descriptive because it describes the current situation of the organization under the study. In this research we use studied documents, records, papers, theses, books as well as the field study method, unstructured and semi-structured interviews and questionnaires. And its purpose is to produce the features of the variables of the integrated pattern of human resources; and this goal is pursued by taking advantage of the views of experts, researchers and university professors and experts of the organization under the study. Doing this study was required a survey of both the first and second population, consisting of experts and statistical units working in the studied organization. So Survey Method was chosen. To ensure the normality and equality of the distribution Kolmogorov- Smirnov test is used among the samples of the second population. After collecting and sorting the returned forms of interviews and questionnaires, initially numbering and coding the forms of the interviews and standard questionnaires will be done. Source of data for this study are individuals. If the data define and describe the reality in the form of words it is Page 1074

4 qualitative, and if data are in the form of numbers it is quantitative (Sarmad, 1381, p. 207). Data for this study are quantitative and qualitative (mixed). 4. Grounded theory methodology This study was performed using qualitative approach and grounded theory. Grounded theory is an inductive research method which allows researchers in various areas to develop a theory through comparative analysis of their observations rather than relying on existing theories (Hazhbariyan et al., 1393, 212). To analyze the findings of this research a qualitative research method i.e. grounded theory was used. Grounded Theory is the process of building a documented theory that is conducted through organized data collecting and deductive analysis of the data. This method is applied to respond to new questions in areas where there are not sufficient theoretical basis for formulating any hypotheses and tests. Grounded theory is applicable on topics that our knowledge in that area is small and a comprehensive study has already not been done on the subject of the research. Data collection and knowledge production in Grounded theory depend on three steps: open coding, axial coding, and selective coding. Using this method, there can be achieved a native theory about the studied phenomenon (Keramati and others, 1392, p. 89). 5.Funding Results To ensure authenticity and accuracy of data and verifiability of ongoing conflict with data, the supporting of data was done by participants, the research team colleagues and two experts out of the research team. To determine the dependency, two people of the research team will code interviews separately so that there should be many agreements between the views. 5.1.Information and data collection tools Questionnaires: the questionnaires of the study are included 59 questions. The questionnaires before the main distribution were limitedly distributed between ten subjects (statistical unit) to reduce its ambiguities to a minimum and to increase its reliability and validity. In order to increase the validity of the questionnaire face validity and the experts views were used and to determine the reliability of the questionnaire, Cronbach's alpha was used to assess the reliability of each component. Alpha output from the statistical software for all of the questionnaire was 0/769. Interview: In this study, the main tool for collecting information and data with a qualitative approach is interview. The method works as follows: before the interview the topic and the objective of the study are described to individuals, through a phone call or a face to face meeting, and then their consent is obtained and the date of the interview is determined. Comments of interviewed individuals in the study reached saturation from the ninth interview on and the interview process was completed. 5.2.Qualitative and theoretical analysis In this study, data collection was done through structured and semi-structured interviews and collecting traditions and other managerial experiences related to the topic. In every interview, in addition to covering general questions, we tried to ask and analyze the quite specialized Page 1075

5 question about participant management domain and human resource development problems and to record their points of view with regard to the process of responding of the participants. To analyze the data, Corbin and Strauss analysis method in the form of constant comparative method was used. In this method, data collection and analysis is done at the same time. After each interview or receiving interviews form and before proceeding to the next interview data were coded. At first data were read line-by-line and open codes that are the participants words were extracted. The results were compared with previous codes and codes that were conceptually similar fell in a class. And the classes gradually shaped. Classes were compared with each other and if needed they were combined or in some cases a class was divided into two or more other classes or the code was changed from one class to another. Finally axial class was formed. 59 open codes were extracted from interviews and classified in 8 selective codes according to table test for distribution of statistical units opinions (normality test) To ensure the normality and equal distribution among the samples, Kolmogorov-Smirnov test was used in the second population. According to the output of statistical software it was identified that there are not consensus in distribution of comments in statistical units (each of the vice president and general manager, heads of departments of the Governmental Reprimand Organization in Tehran who were working for the year ended 1394). In other words, the frequency of observations in the hypotheses are not distributed uniformly and it is normal. result Table?, the results of Kolmogorov-Smirnov test statistic Critical value variables 692/1 006/0 Managerial factors 178/2 573/1 806/1 563/1 669/1 814/1 799/1 014/0 003/0 015/0 008/0 003/0 003/0 Individual factors Employees engagement Path of career progress Software factors of working environment Values and organizational behaviors Faith-based, organizational justice and perfectionism Content factors 3.6.Sampling adequacy test KMO It is an index of sampling adequacy that examines the smallness of partial correlation between the variables. And thereby makes it clear that the variance of the study variables is Page 1076

6 under the influence of shared variance of some hidden and basic factors or not. The index is in a range from zero to one. If the index is close to one the given data (sample size) are suitable for factor analysis. Otherwise, (usually less than 0/6) results of Factor analysis for given data are not appropriate. 3.7.Bartlett's test It is another method for detecting properness of data. Bartlett test tests the hypothesis that if the observed correlation matrix belongs to a population of uncorrelated variables. For a factor model to be useful and meaningful variables need to be correlated. Therefore, Bartlett's test hypotheses are as follows: H0: data are uncorrelated H1: data are correlated So, it is desirable that the null hypothesis to be rejected. If the null hypothesis is not rejected, the modeling utility of the research is questionable and its performing should be reconsidered. If the significance level of Bartlett s Test is smaller than 5% the factor analysis is appropriate to identify structures (factor model), because the assumption that the correlation matrix is unitary is rejected (Momeni and Faal Ghaiyoomi, year, 194). Table 5, the output of the software for sampling adequacy test KMO and Bartlett's Test: Kaiser-Meyer-Olkin Measure of Sampling Adequacy..897 Bartlett's Test of Sphericity ox. Chi-Square df 58 Sig..000 According to the output of the software for sampling adequacy test KMO and Bartlett's test it is determined that KMO index is 0/897 and is more than 0/6 and is close to one. The data collected from the second population and the sample size is suitable for factor analysis. According to the output of the software for Bartlett's test it is determined that the significance level and the validity of the test is not greater than 0.05(sig=0/000) so factor analysis is appropriate to identify the model and the assumption that the correlation matrix is unitary is rejected. Page 1077

7 resul t t-test 897/3 Table of converting selective codes to the hypothesis and the results Signific Selective factors ance level Management factors are effective in designing the integrated pattern of human resources development with a view to improving organizational culture in the organization under the study. # 1 511/4 Individual factors are effective in designing the integrated pattern of human resources development with a view to improving organizational culture in the organization under the study /4 Employee engagement is effective in designing the integrated pattern of human resources development with a view to improving organizational culture in the organization under the study /3 The path of career progress is effective in designing the integrated pattern of human resources development with a view to improving organizational culture in the organization under the study /3 Software factors in working environment are effective in designing the integrated pattern of human resources development with a view to improving organizational culture in the organization under the study /3 Values and organizational behavior are effective in designing the integrated pattern of human resources development with a view to improving organizational culture in the organization under the study /3 Being faith-based, organizational justice and perfectionism are effective in designing the integrated pattern of human resources development with a view to improving organizational culture in the organization under the study /4 Content factors are effective in designing the integrated pattern of human resources development with a view to improving organizational culture in the organization under the study. 8 Page 1078

8 Table 6, the mean of thirteen selective codes rating Rating of each code Mean Selective factors Priority is the same 27/4 Management factors Priority is the same 42/4 Individual factors Priority is the same 94/4 Employee engagement Priority is the same 33/4 Path of career progress Priority is the same 02/4 Software factors of working environment Priority is the same 57/4 Values and organizational behavior Priority is the same 61/4 Being faith-based, organizational justice and perfectionism Priority is the same 85/4 Content factors Table7, output of Friedman test for rating / /0 number Square k Freedom degree Test validity The validity of the test is greater than 0.05 (sig=0/000). As a result, there is not a difference and significant priority between eight selective codes which means that the importance of these codes is not different and is the same. Another objective of this research was defined to design an integrated pattern of human resources development with an approach to improve organizational culture in the organization under the study. This model is offered in both the individual and the organizational dimensions. Page 1079

9 Model of human resources development with culture improvement approach Individual dimension Organizational dimension Being faith based, organizational justice and perfectionism Individual factors Management factors Employee engagement and the path of career progress Content factors Employees independence in performing their duties Software condition of the working place Values and organizational behaviors Page 1080

10 4.Conclusion In the qualitative analysis of the study, after examining the contents of the interview forms, 59 open codes were extracted and classified in 8 selective codes. These 8 selective codes are: managerial factors, individual factors, employee engagement, the path of career progress, the independence of staff in the performance of duties, software condition of working environment, values and organizational behavior, organizational justice, being faith-based, perfectionism and content factors. In the quantitative dimension of the research, each of the selective codes defined in the form of a hypothesis and they were tested by using inferential statistics and all codes were appr. Page 1081

11 References Sarmad, Zohreh & Abbas Bazargan & Elaheh Hejazi ;( 1381) Research Methods in the Behavioral Sciences, Tehran: Agah publication, Sixth edition. Flick, Uwe (1387) Introduction to qualitative research, translator Hadi Jalili, Tehran: Nashre Ney Publication, first edition. Keramati Ency, Behrooz Mahram, Bakhtiar Shabani Varaki and Mahmoud Mehrmohammadi (1392) The game of knowing the grounded theory of Hidden Curriculum in Higher Education System of Iran, Journal of Higher Education Curriculum Studies, Year 4. Hazhbariyan Haniyeh, Imanolaah Bigdeli, Mahmoud Najafi and Ali Mohammad Rezaei (1393) Presenting psychological model of human development based on grounded theory: A Qualitative Study, Journal of Educational Psychology number thirty-fourth, tenth year. Momeni, Mansour and Ali Faal Ghaiyoomi (1387) statistical analysis using S.P.S.S, Tehran: Ketabno Publication, Second Edition. Page 1082