1- PhD Student, Department of Public Administration, Ha.C., Islamic Azad University, Hamedan, Iran
2- Department of Management, Tu.C., Islamic Azad University, Tuyserkan, Iran ,Reza.taghvaei@iau.ac.ir
3- Department of Public Administration, Mi.C., Islamic Azad University, Mianeh, Iran
4- Department of knowledge and information science, Ha.C., Islamic Azad University, Hamedan, Iran
2- Department of Management, Tu.C., Islamic Azad University, Tuyserkan, Iran ,
3- Department of Public Administration, Mi.C., Islamic Azad University, Mianeh, Iran
4- Department of knowledge and information science, Ha.C., Islamic Azad University, Hamedan, Iran
Abstract: (90 Views)
Objective: One of the important issues in organizations is human resource management and ethical considerations. Therefore, the aim of this study was to validate the model of ethical policies of human resource managers in the processes of employee separation and placement in universities of medical sciences in the western region of the country.
Methods: This research was applied in terms of purpose and descriptive–survey in terms of method. The statistical population included all experts working in universities of medical sciences in the western region of the country, totaling 38,780 individuals. The sample size was 384 participants, selected through simple random sampling. Data were collected using a researcher-made questionnaire. To assess discriminant validity, the Fornell–Larcker criterion and cross-loadings were used. The reliability of the instrument was confirmed using Cronbach’s alpha, with values above 0.7. Data analysis was conducted using SmartPLS software.
Results: Based on the research results, an ethics-oriented approach to human resource management is observed at a desirable level in the studied universities. In addition, the results of testing the research model showed that all five dimensions identified in the qualitative phase—empowerment, selection and recruitment, motivation and communication, compensation, and performance management—have a positive and significant effect on the ethical policies of human resource managers.
Conclusions: The findings indicate that adherence to an ethics-oriented approach in human resource management at the universities of medical sciences in the western region of the country is at a satisfactory level, and all main dimensions of human resource management have a positive and significant impact on the ethical policies of managers.
Methods: This research was applied in terms of purpose and descriptive–survey in terms of method. The statistical population included all experts working in universities of medical sciences in the western region of the country, totaling 38,780 individuals. The sample size was 384 participants, selected through simple random sampling. Data were collected using a researcher-made questionnaire. To assess discriminant validity, the Fornell–Larcker criterion and cross-loadings were used. The reliability of the instrument was confirmed using Cronbach’s alpha, with values above 0.7. Data analysis was conducted using SmartPLS software.
Results: Based on the research results, an ethics-oriented approach to human resource management is observed at a desirable level in the studied universities. In addition, the results of testing the research model showed that all five dimensions identified in the qualitative phase—empowerment, selection and recruitment, motivation and communication, compensation, and performance management—have a positive and significant effect on the ethical policies of human resource managers.
Conclusions: The findings indicate that adherence to an ethics-oriented approach in human resource management at the universities of medical sciences in the western region of the country is at a satisfactory level, and all main dimensions of human resource management have a positive and significant impact on the ethical policies of managers.
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