Abstract:
Understanding management theories – especially in the human resource management arena – is not possible without taking into account the cultural contexts that have affected their formation. Since making the human resource management system effective is possible through the creation and development of the optimal organizational culture (which is derived from the environmental conditions and organizational missions), the attainment of effective human resource functions is in need of strategies that bridge the organizational culture and the human resource functions. To this end, we used Denison’s organizational culture model and Bamberger and Meshoulam’s human resource strategies model that aim at organizational effectiveness. Accordingly, this study adapted the input, maintenance, and output human resource systems to a certain organizational culture in line with the consideration of the existing policies and rules in the Iranian official system. The written data and expert opinion were obtained using the questionnaire and interview instruments and were then analyzed. After the identification of the existing legal backgrounds, the executive model of the effective human resource management based on organizational culture was developed. Moreover, the obstacles against it were disclosed. In order to enhance the organizational effectiveness in the three layers of the different organizational cultures in Denison’s model, different human resource management strategies have been examined and the related challenges in the public sector have been discussed.
Machine summary:
The collected data and expert opinions were analyzed through two tools, questionnaire and interview, and after identifying the existing legal frameworks, an executive version of effective human resource management based on organizational culture in the Iranian public sector was prepared, and its executive obstacles were identified.
Also, to strengthen organizational effectiveness in the field of the three layers of different organizational cultures, Denison’s model was examined in the field of different human resource management strategies, and its challenges in the public sector were presented.
Research Objectives The objective of this research is to identify and extract a pattern of effective human resource management in Iranian public organizations in accordance with diverse organizational cultures in a situation where common models, designed uniformly and comprehensively by the Administrative and Employment Organization of the country, face difficulties in explanation and implementation due to their incompatibility with the specific cultural context in different organizations and are often ineffective.
According to research conducted, a commitment strategy in human resource management (based on the Bamberger and Meshoulm model) can help establish this culture in the direction of organizational effectiveness.
According to research conducted, a paternalistic strategy in human resource management (based on the Bamberger and Meshoulm model) can help establish this culture in the direction of organizational effectiveness.
According to research conducted, a secondary strategy in human resource management (based on the Bamberger and Meshoulm model) can help establish this culture in the direction of organizational effectiveness.
(
, 
, 
)
