Identifying and Validating the Drivers of Labor Relations Anabatic Digital Human Resources (Case Study: Government Organizations)

Subject Areas : Organizations

Fatemeh  Laali ¹ (Ph.D. Candidate, Department of Management, Science and Research Branch, Islamic Azad University, Tehran, Iran.)
Karamollah  Daneshfard ² (Professor, Department of Management, Islamic Azad University Science and Research Branch, Islamic Azad University, Tehran, Iran.)
Shahrzad  Tayyaran ³ (Assistant Professor, Department of Management, Islamic Azad University E-Campus, Tehran, Iran.)

Received: 2023-03-19 Accepted : 2023-05-24 Published : 2023-10-01

Keywords: and organizational factors, employee retention, Legal factors, Labor relations, Digital human resources, Theme Analysis,

Abstract :

Labor relations are a solution for solving organizational problems in order to solve the gaps in government organizations based on the macro policies of the administrative system. The purpose of the research is to identify and validate the drivers of labor relations for digital human resources in government organizations. The current research method is mixed (qualitative-quantitative) in terms of philosophical presuppositions of pragmatism (pragmatism), in terms of cross-sectional data collection, and in terms of exploratory nature, researchers use purposeful sampling in the qualitative phase to collect data using From the method of theme analysis (topic) to interviews with human resource experts in the executive field in the administrative and employment organization with 15 people, they reached theoretical saturation and in the quantitative stage by using G-power specialized software using the sampling method. A simple random sampling of 155 people with the position of executive expert was selected as a sample. The tool of data collection in the qualitative stage was an interview and in the quantitative part, a questionnaire. Validity and reliability were confirmed in the qualitative phase by experts and in the quantitative phase by using composite, Cronbach, and shared reliability in Pls software. The findings of the article showed that digital communication, structural innovation, organizational factors, digital culture, employee retention, and legal factors were introduced as drivers of labor relations.

References:

1. Abashidze, N., Clarck, R., & Craig, L. (2023). Quantifying and explaining the decline in public schoolteacher retirement benefits. Journal of Economy and Society, 62(2), 152-178. https://doi.org/10.1111/irel.12329


2. Aminrad, A., Miehosseini, M., Ehsanifar, M., & Zeighami, E. (2023). An Integrated Approach for Evaluation Applications of Building Information Modeling Based on Rough Number. Journal of System Management, 9(1), 53-66. https://doi:10.30495/jsm.2022.1967274.1686


3. Anamul Haque, M., & Sharmin Nishat, S. (2022). The Impact of HRM Digitalization on Employee Performance in the RMG Industry of Bangladesh. Europen Journal of Business & Management Research, 7(4), 260-276. https://doi.org/10.24018/ejbmr.2022.7.4.1540


4. Baykal, E. (2022). Digitalization of Human Resources: e-HR. Research Anthology on Human Resource, 18(1), 41-53. https://doi:10.4018/978-1-6684-3873-2.ch012


5. Caldwell, T. R. (2022). Changes at the National Labor Relations Board could lead to more organized labor on campus. Campus Security Report, 18(11), 4-5.‏ https://doi.org/10.1002/casr.30913


6. Charlwood, A., & Guenole, N. (2022). Can HR adapt to the paradoxes of artificial intelligence? Human Resource Management Journal, 32(4), 729-742. https://doi.org/10.1111/1748-8583.12433


7. Da Silva, L., Soltovski, R., Pontes, J., Treinta, F., & Yoshino, T. (2022). Human resources management 4.0: Literature review and trends. Computers & Industrial Engineering, (168), 318- 334. https://doi.org/10.1016/j.cie.2022.108111


8. Dehghani Soltani, M., Mesbahi, M., & Darvish, M. (2021). The Impact of Transformational Leadership and Transparent Communication on Employees' Openness to Change by Explaining the Mediating Role of Organizational Trust. Organizational Behaviour Studies Quarterly, 10(2), 77-104. http://obs.sinaweb.net/article_244954.html?lang=en


9. Habibitabar, H. (2018). Office Health in the Light of Islamic Supervision and Control, with Comparison to Iranian Office System. Journal of Ethical Research, 8(4), 116-97. http://akhlagh.saminatech.ir/en/Article/17051


10. Hensel, S. (2023). Labor Management Relations in the Public Sector. NewYork: Springer.


11. Inshyn, M., Svitovenko, D., Telestakova, A., Druchek, O., & Sukhareva, A. (2022). Gender policy within social and labor relations: international and legal aspect. Cuestiones Políticas, 40(74).‏ 425-439. https://web.p.ebscohost.com/abstract?direct=true&profile06%26AN%3d160061407


12. Jabbari, S., Nikbakhsh, R., Afarinesh, A., Sharififar, F. (2023). Structural relationships of high-performance work systems and unethical pro-organizational behaviors and the multiple mediating role of moral identity and psychological ownership. Journal of Psychological Science, 21(120), 2417-2431. https://org/10.52547/JPS.21.120.2417


13. Kuzior, A., Kettler, K., & Rab, L. (2022). Digitalization of Work and Human Resources Processes as a Way to Create a Sustainable and Ethical Organization. Journal of Energies, 15(1), 172- 192. https://doi.org/10.3390/en15010172


14. Mgbemena, G., Peter, A., Collins, O., Arinze, M. (2022). Strategic Management and Organizational Performance Study Manufacturing Firms in Anambra State, Nigeria. International Journal of Innovative Social Sciences & Humanities Research, 10(4), 45-61. https://org/10.9790/487X-0712432


15. Murphy, C., Turner, C. (2023). Employment stability and decent work: Trends, characteristics and determinants in a liberal market economy. Journal of Industrial Relations, 16(2), 1-21. https://doi.org/10.1177/002218562311519


16. Sadeghi Amroabadi, B., & Kazemi, E. (2022). The Effects of Good Governance and Political Cycles on the Changes of Liquidity and Budget Deficit in Iranian Economy. Iranian Journal of Economic Research, 27(90), 171-207. https://doi:10.22054/ijer.2022.56081.913


17. Samadpouri Javid, M., Soltani, H., Kazemi, A., & Jafarpour, H. (2023). Proposing a GT-Based Optimal Policy Model for Cultural Organisations with Structural Analysis at Ministry of Cultural Heritage, Handicrafts, and Tourism in Dimensions of Flexibility, Ethical Appropriateness, and Organisational Benefit. Journal of System Management, 9(1), 145-157. https://doi:10.30495/jsm.2023.1971578.1701


18. Schmid, A. (2022). Group Decision and Negotiation: Behavior, Models, and Support. London: SAGE.


19. Shirbagi, N., Nazri, S., sadeghi, S., & Nasiriniya, S. (2021). Evaluating Human Resource Development Strategies in the Architecture of Change Space. Journal of New Approaches in Educational Administration, 12(2), 138-121. https://doi:10.30495/jedu.2021.23827.4791


20. Shirvani, A. R., Tavalaei, H. R., & Delvi, M. R. (2021). Design and Testing Human Capital Strategies Model Based on Digital Technology Vision and Transformation: Recognition of Cognitive, Behavioral and Performance Consequences. Research in Cognitive and Behavioral Sciences, 11(1), 55-70. https://doi:10.22108/cbs.2021.127513.1499


21. Tabatabayei, S. M., Solimani, N., & Shafie Zadeh, H. (2022). Designing and Validating the High School Management Model and Improving the Organizational Structure in Line with the General Policies and the Document of Fundamental Change in Education. Quarterly Journal of the Macro and Strategic Policies, 10(39), 586-608. https://doi:10.30507/jmsp.2022.328506.2375


22. Tourani, N. (2022). Thriving in a shifting landscape: Role of social media in support of business strategy. Asia Pacific Management Review, 27(4), 276-281. https://doi.org/10.1016/j.apmrv.2021.11.001


23. Verhoef, P. C., Broekhuizen, T., Bart, Y., Bhattacharya, A., Dong, J. Q., Fabian, N., & Haenlein, M. (2021). Digital transformation: A multidisciplinary reflection and research agenda. Journal of business research, (122), 889-901.‏ https://doi.org/10.1016/j.jbusres.2019.09.022


24. Wan, J., Wang, L., Saade, R., Guan, H., & Liu, H. (2022). Empirical Analysis of Strategic Management in Inter-Governmental Organization. Administrative Sciences, 12(3), 178-191. https://doi.org/10.3390/admsci12030083


25. Xi, M., Zhou, L., Zhang, X., & Zhao, S. (2021). Labor relations conflict in China: An analysis of conflict measure, conflict solution and conflict outcomes. International Journal of Human Resource Management, 33(1), 1-37. ‏ https://doi.org/10.1080/09585192.2021.1903966


26. Zengyi, X. (2018). The Changing Mode of Legal Regulation of Labor Relations in China. Social Sciences in China, 39(4), 96-113. ‏ https://doi.org/10.1080/02529203.2018.1483103


27. Zhu, Q., Wang, J., Fu, F., Liu, B., & Guan, J. (2022). Digital Transformation: A Reflection from HRM Perspective. Mental Health & Human Resilience International Journal, 6(1), 23-30.  https://doi.org/10.23880/mhrij-16000167