Structural design HRM models for achieving organizational loyalty

Document Type : Research Paper


1 Ph.D. Candidate, Business Administration, Allameh Tabataba'i University, Tehran, Iran

2 Assistant Professor, Educational Sciences, Islamic Azad University, Kermanshah, Iran

3 Associate Professor, Business Management, Islamic Azad University, Kermanshah, Iran


This study designed a structural model taking into account the views of staff on human resource management systems, human resources, job satisfaction and organizational loyalty pays Yeast Industry in Iran. This study used structural equation modeling (SEM). By using cluster sampling and Cochran's formula, 288 patients were selected. The structural equation analysis and factor analysis were used. The results indicate that there is significant positive correlation between job satisfaction and organizational loyalty. Job satisfaction is a mediating factor between human resource management and organizational role. Therefore, it is recommended to administrators in designing strategic objectives, promote excellence the role of human capital, and employee's share of decision-making and tend to increase employee involvement in organizational activities. Finally, they create loyalty to the organization.


Main Subjects

Ansari, M., Rahmany Youshanlouei, H., Oskuei, V., Hosseini, A. (2013). Identifying the Factors and Developing the Human Resource Empowerment Conceptual Model in ICT Ministry (Case Study). Journal of Public Administration, 5(13): 65-68. (in Persian)
Arthur, J.B., Boyles, T. (2007). Validating the human resource system structure: A levels-based strategic HRM approach. Human Resource Management Review, 17: 77-92.
Baron, R.M., Kenny, D.A. (1986). The moderator-mediator variable distinction in social psychological research: Conceptual, strategic and statistical considerations. Journal of Personality and Social Psychology, 51(6): 1173-1182.
Bolon, D.S. (1997). Organizational citizenship behavior among hospital employees: A multidimensional analysis involving job satisfaction and organizational commitment. International Journal of Contemporary Hospitality Management, 42(2): 221-241.
Chang, C. (1994). Psychology. 2nd Edition. Taipei: Tunghua.
Hair, J.F, Anderson, R.E., Tatham, R.L., Black, W.C. (1995). Multivariate data analysis with readings. 4th Edition. NJ: Prentice-Hall.
Hiltrop, J. (1996). The impact of human resource management on organizational performance: Theory and research. Eur. Management Journal, 14(6): 628-637.
Hooman, H. (2005). Structural equation modeling using Lisrel. Tehran: Samt Press. (in Persian)
Horng, L.W. (2005). Discussion of the influence of doctors work attitudes in global budget, salary justice and pay satisfaction. Human Resource Management Journal, 5(15): 135-161.
Hosseini Hashemzade, D. (2010). The Study of Factors Influencing Job Satisfaction among Employees of Bank of Industry & Mine. Journal of Public Administration, 2(5): 1-20. (in Persian)
Judge T.A., Ferris, G.R. (1993). Social context of performance evaluation decisions. The Academy of Management Journal, 36 (1): 80-105.
Koch, M.J., McGrath, R.G. (1996). Improving labor productivity: Human resource management policies do matter. Strategic Management Journal, 17(2): 335-354.
Kubal, D., Baker, M., Coleman, K. (2006). Doing the right thing: How today‘s leading companies are becoming more ethical. Performance Improvement Journal, 45(3): 5-8.
Law, T., Zhang, H.Q. (2003). Job satisfaction and organizational commitment in the Hong Kong fast food industry. International Journal of Contemporary Hospitality Management, 15(4): 214-220.
MacDuffie, J.P. (1995). Human resource bundles and manufacturing performance: Organizational logic and flexible production systems in the world auto industry. Industrial and Labor Relations Review, 48(2):197-221.
Miller, M.J., Woehr, D.J., Hudspeth, N. (2002). The meaning and measure of work ethic: construction and initial validation of a multidimensional inventory. Journal of Vocational Behavior, 60 (3): 451-489.
Money, R.B., Graham, J.L. (1999). Salesperson performance, pay and job satisfaction: Tests of a model using data collected in the United States and Japan. Journal of International Business Studies, 30(1): 149-172.
O‘Reilly, C.A., Chatman, J. (1986). Organizational commitment and psychological attachment: The effects of compliance, identification, and internalization on prosocial behavior. Journal of Applied Psychology, 71(3):492-499.
Podsakoff, P.M., MacKenzie, S.B., Moorman, R.H., Fetter, R. (1990). Transformational leader behaviors and their effects of followers trust in leader, satisfaction, and organizational citizenship behavior. The Leadership Quarterly, 1(1):107-142.
Pourezzat, A., Ehsanimoghadam, N., Yazdani, H., Faez, K. (2011). Comparative Analyze of the Impact of Several Dimensions of Organizational Justice on Organizational Climate and Organizational Loyalty: (A Research on an IT Based Organization). Journal of Public Administration, 3(7): 23-40.
(in Persian)
Purcell, J., Hutchinson, S. (2007). Front-line managers as agents in the HRM-performance causal chain: Theory, analysis and evidence. Human Resource Management Journal, 17(1):3-20.
Riketta, M. (2002). Attitudinal organizational loyalty and job performance: A meta-analysis. Journal of Organizational Behavior, 23(3): 257-266.
Robbins, S.P. (2001). Organizational behavior. 9th Edition. NJ: Prentice-Hall.
Steers, R.M., Porter, L.W. (1979). Motivation and work behavior. 2nd Edition. NY: McGraw-Hill.