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:: year 12, Issue 48 (6-2021) ::
2021, 12(48): 252-267 Back to browse issues page
Provide a model of human resource management legitimacy
Shima Haghi , Saeid Saeida Ardekani 1, Mehdi Sabokro2
1- Professor of Faculty of Economic, Management, and Accounting, Yazd University, Yazd, Iran , dr.saeida@yazd.ac.ir
2- Assistant Professor of Faculty of Economics, Management & Accounting, Yazd University, Yazd, Iran
Abstract:   (1301 Views)
The purpose of this study is to model the legitimacy of human resource management. The present research is applied in terms of purpose and in terms of nature and qualitative method of data theory. The study population includes academic experts and human resource managers of the National Iranian Oil Company. Data collection tool is semi-structured interview. The sample required for structured interviews was collected to the extent of theoretical saturation through snowball sampling. MAXQDA software was used to facilitate coding. Finally, the model of human resource legitimacy was drawn based on the identification of 8 components. Components of human resource management legitimacy include structural, cognitive, communicative components, human resource processes, individual characteristics, social system compliance, professional human resource, and subjective components
Keywords: legitimacy, organizational legitimacy, human resource management legitimacy.
Full-Text [PDF 518 kb]   (1208 Downloads)    
Type of Study: Research | Subject: Management
Received: 2020/12/27 | Accepted: 2021/06/8 | Published: 2021/06/21
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Haghi S, Saeida Ardekani S, Sabokro M. Provide a model of human resource management legitimacy. Strategic studies in the oil and energy industry 2021; 12 (48) :252-267
URL: http://iieshrm.ir/article-1-1184-en.html


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Creative Commons License This work is licensed under a Creative Commons Attribution-NonCommercial 4.0 International License.
year 12, Issue 48 (6-2021) Back to browse issues page
فصلنامه مطالعات راهبردي در صنعت نفت و انرژي Strategic Studies in Petroleum and energy Industry
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