Designing and Description a Justice-based Active Human Resource Persistence Model Case study : Power Distribution Companies

Most Management Scientists believes that “Human Resource” is considered to be an organization’s most important and challenging resource. One of the most critical and complicated duties of the top management is to establish justice in order to retain the required human resources within the organization. Thus the present research was conducted to design and determine a justice-based active human resource persistence model. This Study is an exploratory research using a combination of sequential exploratory (qualitative - quantitative) method. In the qualitative phase Delphi method and in quantitative phase survey-based research method was put into use. In order to collect dada, open questionnaires were utilized in the qualitative phase and closed questionnaires were utilized in quantitative phase respectively. The analysis method was data encoding in qualitative phase and structural equations method in quantitative phase using AMOS software. In the first phase (qualitative phase) the statistical population included 20 experts totally familiar with the research subject and in the second phase (quantitative phase) 377 of Alborz Power distribution company employees. The result indicated that Alborz Power Distribution Company’s justice-based human resources persistence factors are: individual factors, intra-organizational factors, extra-organizational factors, environmental factors, commitment and sense of justice. Moreover, the intra-organizational, extra-organizational, and individual factors influence the sense of justice so that it impacts the organizational commitment. Sense of justice and commitment both affect the persistence of human resources. The environmental factor also plays a moderating role between the human resources persistence and the perceived sense of justice.