Designing an Institutionalism Model of Human Resource Management System in Education Administration

In order to gain social legitimacy and long-term survival of the goals of Education Administration, any change in human resource management practices, must be adapted to the existing institutional context. Therefore, in this research, an attempt has been made to identify and prioritize the institutional pressures of the Ministry of Education and the related components, and to design a human resource management model appropriate to these institutional pressures.

The present research enjoys a mixed-method design (qualitative-quantitative) with the purpose of being applied study. First, by systematically reviewing the literature and content analysis of the objectives of the Fundamental Reform Document, the initial research model was formed and then explained by using the opinions of experts and evaluating the content validity. In order to use and measure the model, 219 questionnaires were distributed among senior managers, policy makers and experts of the Ministry of Education in a stratified random method and data analysis was performed using confirmatory factor analysis. Finally, a fuzzy expert system was used to achieve the most appropriate combination of pattern dimensions.

The Institutionalism model of human resource management in Education Administration was identified in the form of 7 main categories, 24 components and 68 indicators. The prioritization of institutional requirements showed that normative pressures, coercive pressures and imitation pressures have the greatest impact on the human resource management model of education, respectively.

To achieve the optimal combination and alignment of human resource practices, it is necessary to pay attention to different combinations of institutional pressures in each of the dimensions of human resource management.