Employee Separation Management (ESM) Model  For Iranian Public Organizations

Torabipour, Seyed Mohammadreza; Taghvaei, Reza; Hamidi, Kambiz

doi:10.30473/ipom.2022.61169.4469

Document Type : Survey

Authors

¹ Ph.D Candidate, Department of Public Administration, Hamedan Branch, Islamic Azad University, Hamedan, Iran

² Assistant Professor. Department of Public Administration, Tuyserkan Branch, Islamic Azad University, Tuyserkan, Iran.

³ Assistant Professor. Department of Management, Hamedan Branch, Islamic Azad University, Hamedan, Iran.

https://doi.org/10.30473/ipom.2022.61169.4469

Abstract

The separation of efficient and experienced employees may lead to substantial losses for an organization. Regarding direct and indirect costs of employee separation and the importance of employee role on an organization's performance, this research proposes a novel Employee Separation Management (ESM) model with a focus on public organizations by using a mixed approach. Therefore, in this practical-exploratory research, data were collected through interviews and questionnaires. In the qualitative phase, 18 semi-structured interview rounds have been carried out with experts and managers of presidential administration by using the Snowball sampling method and the conceptual framework of the ESM model has been developed based on a thematic analysis. In the quantitative phase, after determining the statistical sample size by using the "Hair" method, 200 questionnaires were distributed among the statistical population and the proposed model has been validated based on the Structural Equation Modeling using the partial least squares approach. Environmental conditions, strategies, organizational, and contextual factors as well as behavioral aspects and human resource functions are found to be the key dimensions of the ESM model that may have individual, organizational, and social impacts. With a GOF value of 0.772, the Structural Equation Modeling indicates validity and strong modeling fit for the outcomes of the proposed model.

Keywords

20.1001.1.2322522.1401.10.2.9.0

References

Abdolhosseinzadeh, M., & Latifi, M. (2018). Understanding the Procedural Pattern of Designing and Establishing Succession System in Government Agencies. Journal of human resource management researches, 30(4), 55-80. (In Persian)

Abedijafari, H., Taslimi, M., Faghihi, A., & Sheikhzadeh, M. (2011). Thematic analysis and thematic networks: a simple and efficient method for exploring patterns embedded in qualitative data municipalities. Strategic management thought (management thought), 5(2), 151-198. (In Persian)

Afsar, B., Shahjehan, A., & Shah, S. (2018). Frontline employees’ high-performance work practices trust in supervisor, job-embeddedness and turnover intentions in hospitality industry. International Journal of Contemporary Hospitality Management, 30(3), 1436-1452.

Ahmadi, A., Fazeli Kebria, H., Faqih, M.B. (2013). Designing General Conceptual Model for Indices and Components of Manpower Planning Based on Merits. Rahbord Journal, 22(66), 149-153. (In Persian)

Aldatmaz, S., Ouimet, P., & DVanWesep, E. (2018). The option to quit: The effect of employee stock options on turnover. Journal of Financial Economics, 127(1), 136-151.

Amiri, Q., & Mahmoudzadeh, S.M. (2015). The Examination Factors Affecting Reduce of Employees Turnover in the Iranian Public Organizations. Case Study: Ministry of Road and Urban Development (Center Staff). Journal of Organizational Culture Management, 13(2), 559-579. (In Persian)

Davari, A., & Reza zadeh, A. (2013). Structural Equation Modeling with PLS Software. Tehran: Jahad-daneshghahi press. (In Persian)

Gao, H., Zhang, H., & Zhang, J. (2018). Employee turnover likelihood and earnings management: evidence from the inevitable disclosure doctrine. Review of Accounting Studies, 23(4), 1424-1470.‏

Gholami, B. (2017). Study on the Role of Strategic Management Tools in Strategic Humans Resource Planning. Human Resource Management Researches, 9(2), 119-141. (In Persian)

Gholipour, A., Esmaeli, N. (2014). Human Resource Management 34000 Standard. Tehran:

Guerra, G., Gutiérrez-Calderón, E., de Snyder, N. S., Borja-Aburto, V. H., Martínez-Valle, A., & González-Block, M. Á. (2018). Loss of job-related right to healthcare associated with employment turnover: challenges for the Mexican health system. BMC Health Services Research, 18(1), 1-11.‏

Hair, J.F., Hult, G.T.M., Ringle, C.M., & Sarstedt, M. (2014). Primer on partial least squares structural equation modeling (PLS-SEM). Thousand Oaks, SAGE Publications, Inc.

Haldorai, K., Kim, W. G., Pillai, S. G., Park, T. E., & Balasubramanian, K. (2019). Factors affecting hotel employees’ attrition and turnover: Application of pull-push-mooring framework. International Journal of Hospitality Management, 83, 46-55.‏

Imani, H., Gholipour, A., Azar, A., & Pourezzat, A. (2019). Identifying Components of Staffing System to Develop Administrative Integrity. Journal of Public Administration, 11(2), 251-284. (In Persian)

Karampour, A., Ahmadi, H., Safari-Kahreh, M., & Asadolahi Dehkordi, E. (2013). Investigation and prioritization the causes factors of employee's turnover in the Mobin petrochemical corporation of Southern Pars. Quarterly Journal Public Administration, 5(15), 123-142. (In Persian)

Kollen, T., Koch, A., & Hack, A. (2019). Nationalism at Work: Introducing the “Nationality‑Based Organizational Climate Inventory” and Assessing Its Impact on the Turnover Intention of Foreign Employees. Management International Review, 60, 97-122.

Li, N., Zhang, L., Xiao, G., Chen, J., & Lu, Q. (2019). The relationship between workplace violence, job satisfaction and turnover intention in emergency nurses. International Emergency Nursing, 45, 50-55

Matsumoto, M., & Gopal, B. (2019). Solidarity, job satisfaction, and turnover intent in employees. International Journal of Workplace Health Management, 12(4), 247-257.

Mehraban Press. (In Persian)

Mohammadipour, M. (2011). Look at human resource situation in the oil industry: challenges and solutions. Journal of exploration and produce, 83, 5-7. (In Persian)

Nadi, M., & Shojaee, M. (2019). Relationship between perception of bullying in the workplace, job self-alienation, organizational support with the Intention to Leave Work and the role of mediator of forced citizenship behavior. Journal of Applied Sociology the University of Isfahan, 30(1), 167-188. (In Persian)

Neuendorf, K. A. (2002). The content analysis guidebook. Thousand Oaks: Sage Publications.

Rangriz, H., Ranjbar Kaboutarkhani, M. (2019). Employee Development and Voluntary Turnover with the mediating role of Employability. Organizational Behavior Studies Quarterly, 7(4), 286-308. (In Persian)

Ranjbar, H., Haghdoost, A., Salsali, M., Khoshdel, A., Soleimani, M., & Bahrami, N. (2012). Sampling in qualitative research: A Guide for beginning. Annals of military and health sciences research, 10 (3), 238-250. (In Persian)

Soltani, M., Nejat, S., Khamoie, F., & Pasandidieh, P. (2018). Investigation the Effects of Organizational Identification and Perceived Organizational Support on Turnover through Variables of Job Engagement and Affective Commitment. Organizational Culture Management, 15(45), 551-573. (In Persian)

Taghizadeh Mosen, M., Pahlavani Farahani, A., & Hajar, A. (2019). Investigate job turnover main factors for efficient and experienced employee (case study: oil and gas corporation). Journal of exploration and produce of oil and gas, 152, 29-34. (In Persian)

Taghvaee, R, Shojae sefat, A., & Vaseghi shojae, A. (2018). Human Resource Management (Strategic Approach). Hamedan: Islamic Azad University Press. (In Persian)

Taghvaee, R. (2016). Human Resource Management for Teleworkers at Iranian Public Organizations. Hamedan: Islamic Azad University Press. (In Persian)

Tootian, S., Mehrara, A., & Kalantari, R. (2019). Studying the Barriers of Implementing succession at Central departments Melli bank in Iran. Human Resource Management Researches, 11(1), 75-100. (In Persian)

Urbanaviciute, I., Lazauskaite-Zabielske, J., Vander Elst, T., & De Witte, H. (2018). Qualitative job insecurity and turnover intention: The mediating role of basic psychological needs in public and private sectors. Career Development International, 23(3), 274-290.

Public Organizations Management

Employee Separation Management (ESM) Model For Iranian Public Organizations

References

References

Volume 10, 2(Series 38) - Serial Number 38
May 2022
Pages 155-174

Employee Separation Management (ESM) Model For Iranian Public Organizations

References

References

Volume 10, 2(Series 38) - Serial Number 38May 2022Pages 155-174

Volume 10, 2(Series 38) - Serial Number 38
May 2022
Pages 155-174