Designing the model of human capital engagement development based on the holy Qur'an and Atrat

Document Type : Research Paper

Authors

1 PhD Candidate in Human Resource Management, Faculty of Management, University of Sistan and Baluchestan, Zahedan, Iran.

2 Prof., Associate Professor, Department of Management, School of Management, University of Sistan and Baluchestan, Zahedan, Iran.

3 Professor, Department of Management, School of Management, University of Sistan and Baluchestan, Zahedan, Iran

4 Associate Professor, Department of Management, University of Sistan and Baluchestan, Zahedan, Iran.

Abstract

Objective: Commitment of human capital has been considered as one of the important concepts in the organizational field. Although many studies have tried to analyze this concept, so far this issue has not been considered from the perspective of the Qur'an and Atrat. Accordingly, in this study, considering that the Qur'an and Atrat act as a model and guide for human life, we try to use reason and consensus, their guidelines to provide a model for the development of human capital commitment.
Methods: The method used in this study is exploratory in terms of purpose and developmental-fundamental in terms of orientation. In this study, the grounded theory method was used and thirteen academic and theological experts participated with semi-structured questionnaires and semi-structured interviews. After identifying the relevant themes and during the coding process based on the Strauss and Corbin method, the identified pattern was presented using the Delphi technique.
Results: The findings of this study indicate that 9 causal categories including welfare, empowerment, growth, interpersonal relationships, balance, leadership, health and safety, performance, personal characteristics are effective in the development of human capital commitment in organizations. In addition to the above factors, underlying factors (structural, occupational) and environmental factors (political, economic, social and cultural, extra-organizational, modernization), as well as three strategies (advancement, maintenance and regression), were identified as effective factors in developing human capital commitment. Which will ultimately have consequences at the micro (individual, group, organizational) and macro (civic and social) levels.
Conclusion: In order to increase the commitment of human capital in the organization, causal, contextual and environmental categories and strategies and results of the model obtained by organizational leaders and managers should be used to have employees with higher commitment based on the Quranic model and the tradition of the infallibles Let's be.

Keywords

References

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Journal of Public Administration
Volume 13, Issue 1
2021
Pages 126-154

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