Causation
Esmaell Omranzadeh; Elmira Shakeri
Abstract
In the last two decades, attention to the sustainable management of human resources as a new paradigm has grown significantly in the advanced and industrialized countries of the world. Accordingly, the current research aimed to provide a conceptual model to explain the obstacles to the implementation ...
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In the last two decades, attention to the sustainable management of human resources as a new paradigm has grown significantly in the advanced and industrialized countries of the world. Accordingly, the current research aimed to provide a conceptual model to explain the obstacles to the implementation of sustainable human resource management in the National Company of Petrochemical Industries. In this qualitative research, Atlas T exploratory analysis software, database analysis method, and coding based on the inductive approach were used. The results were obtained from 19 semi-structured field interviews and documents. A combination of purposive, snowball, convenience, and theoretical sampling methods were used to select the samples. The results indicated that causal conditions of “inability to attract skillful and talented human resources", "inability to maintain skillful and talented human resources and inability to direct skillful and talented human resources", and "legal responsibility and value system” along with intervener conditions of “labor conditions, customer conditions, management factors, and macro-environment conditions” shape the phenomenon of instability of human resource management, the instability of work systems, the absence of cybernetic management, the lack of systemic thinking, and imbalance in a context of environmental complexities and managers as well as cultural perspectives. These factors construct illegality of management actions, lack of legitimacy of management actions, lack of attention to creating common mental models, lack of awareness strategy, and consequence of individual, organizational, social, economic, and environmental.
