Developing a human resource productivity model grounded in personnel material benefits

Subject Areas : human resource management

Husam Adnan Ahmed Ahmed ¹ , Sayyed Mohammadreza Davoodi ² , Ahmed Abdullah Amanah Alshammari ³ , mehraban hadi paykani ⁴

1 - PhD student in Public Administration - Human Resources, Isfahan(Khorasgan) Branch, Islamic Azad University, Isfahan, Iran.
2 - Department of Management, Deh.c, Islamic Azad University ,Isfahan, Iran
3 - 3Assistant Professor, Department of Business Administration, Faculty of Management and Economics, Karbala University, Karbala, Iraq.
4 - Department of Management ,Isf.c, Islamic Azad University, Isfahan, Iran

Received: 2025-04-02 Accepted : 2025-06-07 Published : 2025-08-06

Keywords: Productivity, Human Resources Productivity, Material Benefits,

Abstract :

Background and Objective: Employee productivity refers to the contribution of personnel to the organization and serves as a comparative measure that assesses the efficiency and effectiveness of the organization. The objective of the current study is to develop a human resource productivity model grounded in the material benefits derived from personnel, utilizing thematic and structural-interpretive methodologies.

Research Method: This study is applied in nature regarding its purpose and employs a survey approach in terms of methodology, utilizing a mixed qualitative-quantitative research design. The statistical population comprised managers of the Iraqi Civil Defense Organization, with a focus on quantitative data. The sampling techniques included purposive and snowball sampling methods, through which ten experts were interviewed until theoretical saturation was achieved. The research instruments consisted of a semi-structured interview and a researcher-developed questionnaire. Data analysis was conducted qualitatively utilizing thematic analysis, while quantitative data were analyzed employing the fuzzy Delphi method and the Interpretive Structural Modeling (ISM) technique.

Findings: The research findings delineate five principal dimensions, namely: equitable and competitive compensation and wages; bonuses and fringe benefits; job security and financial stability; opportunities for financial growth through performance; and support for work-life balance accompanied by economic advantages. In the quantitative section, specifically within the fuzzy Delphi method, the components were ultimately validated through a two-stage process. In the interpretive structural analysis, the components were organized into three hierarchical levels, with equitable and competitive salaries identified as the most influential element.

Conclusion: The influence of payment systems on employee motivation and performance constitutes a significant metric within organizations. In other words, this study proposes that financial incentives serve to enhance operational productivity.

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