Presenting an Interpretive Structural Model of Employees' Compensation System toward Administrative Integrity in the Public Sector

Objective:Administrative factors and especially those which are relevant to human resource management are considered as threatening factors of administrative integrity in Iran and employees' compensation system is one of them; so if there is no ideal employees' compensation system, they wo...

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Autores principales:	Hossein Imani, Adel Azar, Aryan Gholipour, Ali Asghar Pourezzat
Formato:	article
Lenguaje:	FA
Publicado:	University of Tehran 2020
Materias:	compensation system human resource management administrative integrity interpretive structural modelling public sector Political institutions and public administration (General) JF20-2112
Acceso en línea:	https://doaj.org/article/e3a86a7d57514d02bf276f7c5d1333a8
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spelling	oai:doaj.org-article:e3a86a7d57514d02bf276f7c5d1333a82021-11-14T05:56:24ZPresenting an Interpretive Structural Model of Employees' Compensation System toward Administrative Integrity in the Public Sector2008-58772423-534210.22059/jipa.2020.300130.2727https://doaj.org/article/e3a86a7d57514d02bf276f7c5d1333a82020-09-01T00:00:00Zhttps://jipa.ut.ac.ir/article_81608_fce411ac5e5d2e6d6f45d678e7a0562e.pdfhttps://doaj.org/toc/2008-5877https://doaj.org/toc/2423-5342Objective:Administrative factors and especially those which are relevant to human resource management are considered as threatening factors of administrative integrity in Iran and employees' compensation system is one of them; so if there is no ideal employees' compensation system, they would probably commit corruption in order to reach their self-interests or confront economical problems. Accordingly, we are going to present a model of employees’ compensation system toward administrative integrity. Methods: This research is based on Interpretive Paradigm and Interpretive Structural Modelling (ISM). The research is an applied one and the way of extracting data is an interview. The statistical population of the research is experts of the administrative and recruitment organization and the method of sampling is Purposive sampling method. Results: compensation system of employees results in administrative integrity on condition that concludes seven components which are "internal controls", "justice procedures", "performance-based compensation", "legal procedures", "transparent procedures", "documentary procedures", and and "motivational compensation". Results show that four components of the model are embedded in the linkage cluster, concluding "internal controls", "documentary procedures", "transparent procedures" and "justice procedures". These components are dynamic; hence any change of them would affect all the system. Components which are embedded in Autonomous cluster conclude "legal procedures" and "performance-based compensation" which imply influence and direction power of them in the model. Also, the component "motivational compensation" is embedded independent cluster which means high dependency of this component in contrast with the other components of the model. Conclusion: The compensation system of employees toward administrative integrity should have transparent and documentary procedures and also give priority to justice. Likewise, the effectiveness of the compensation system of employees to develop administrative integrity depends on the existence of legal procedures and regulations, settlement of internal controls, motivational compensation and performance-based compensation.Hossein ImaniAdel AzarAryan GholipourAli Asghar PourezzatUniversity of Tehranarticlecompensation systemhuman resource managementadministrative integrityinterpretive structural modellingpublic sectorPolitical institutions and public administration (General)JF20-2112FAمدیریت دولتی, Vol 12, Iss 3, Pp 427-460 (2020)
institution	DOAJ
collection	DOAJ
language	FA
topic	compensation system human resource management administrative integrity interpretive structural modelling public sector Political institutions and public administration (General) JF20-2112
spellingShingle	compensation system human resource management administrative integrity interpretive structural modelling public sector Political institutions and public administration (General) JF20-2112 Hossein Imani Adel Azar Aryan Gholipour Ali Asghar Pourezzat Presenting an Interpretive Structural Model of Employees' Compensation System toward Administrative Integrity in the Public Sector
description	Objective:Administrative factors and especially those which are relevant to human resource management are considered as threatening factors of administrative integrity in Iran and employees' compensation system is one of them; so if there is no ideal employees' compensation system, they would probably commit corruption in order to reach their self-interests or confront economical problems. Accordingly, we are going to present a model of employees’ compensation system toward administrative integrity. Methods: This research is based on Interpretive Paradigm and Interpretive Structural Modelling (ISM). The research is an applied one and the way of extracting data is an interview. The statistical population of the research is experts of the administrative and recruitment organization and the method of sampling is Purposive sampling method. Results: compensation system of employees results in administrative integrity on condition that concludes seven components which are "internal controls", "justice procedures", "performance-based compensation", "legal procedures", "transparent procedures", "documentary procedures", and and "motivational compensation". Results show that four components of the model are embedded in the linkage cluster, concluding "internal controls", "documentary procedures", "transparent procedures" and "justice procedures". These components are dynamic; hence any change of them would affect all the system. Components which are embedded in Autonomous cluster conclude "legal procedures" and "performance-based compensation" which imply influence and direction power of them in the model. Also, the component "motivational compensation" is embedded independent cluster which means high dependency of this component in contrast with the other components of the model. Conclusion: The compensation system of employees toward administrative integrity should have transparent and documentary procedures and also give priority to justice. Likewise, the effectiveness of the compensation system of employees to develop administrative integrity depends on the existence of legal procedures and regulations, settlement of internal controls, motivational compensation and performance-based compensation.
format	article
author	Hossein Imani Adel Azar Aryan Gholipour Ali Asghar Pourezzat
author_facet	Hossein Imani Adel Azar Aryan Gholipour Ali Asghar Pourezzat
author_sort	Hossein Imani
title	Presenting an Interpretive Structural Model of Employees' Compensation System toward Administrative Integrity in the Public Sector
title_short	Presenting an Interpretive Structural Model of Employees' Compensation System toward Administrative Integrity in the Public Sector
title_full	Presenting an Interpretive Structural Model of Employees' Compensation System toward Administrative Integrity in the Public Sector
title_fullStr	Presenting an Interpretive Structural Model of Employees' Compensation System toward Administrative Integrity in the Public Sector
title_full_unstemmed	Presenting an Interpretive Structural Model of Employees' Compensation System toward Administrative Integrity in the Public Sector
title_sort	presenting an interpretive structural model of employees' compensation system toward administrative integrity in the public sector
publisher	University of Tehran
publishDate	2020
url	https://doaj.org/article/e3a86a7d57514d02bf276f7c5d1333a8
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Presenting an Interpretive Structural Model of Employees' Compensation System toward Administrative Integrity in the Public Sector

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