Ethical Pathology of Career Path Planning with a High-Performance Approach & Providing a Suitable Model

Every organization needs planning for progress and career path planning is very important in this field. Therefore, the aim of this study was the ethical pathology of career path planning with a high performance approach and to provide a suitable model in the region of ten gas transmission operations in Iran.

The present study was applied and with a mixed approach (qualitative and quantitative). In the qualitative part, theory-based data was used. The community consisted of experts (managers and experts) in the field of job planning in the region of ten Iranian gas transmission operations, from which 15 people were selected by snowball and saturation fear as a sample. The research tool was a semi-structured interview and the data were evaluated using coding methods and Maxqda software. In a small part, it was a descriptive-correlation method. The statistical population included all managers and experts in the region of ten Iranian gas transmission operations, from which 350 people were randomly selected as a sample. The research tool was a researcher-made qualitative questionnaire and the data were analyzed using equation, structural and LISREL software.

In the qualitative section, 132 indicators were identified in 37 categories and a research model was developed. The results of the quantitative section showed that the factor load on the main category was 0.74 and its t-statistic was 9.75, the underlying factor load on the strategies was 0.56 and its t-statistic was 2.10. The factor load of interfering factors on strategies is 0.59 and its t-statistic is 2.06, the main category factor load on strategies is 0.52 and its t-statistic is 6.07. Finally, the factor load of the strategies on the consequences is 0.87 and the TN statistic is 9.06. Therefore, it can be said that the research model was approved.

If career path planning goes wrong with lack of proper ethical management, dissatisfaction and discouragement of employees and qualified managers, lack of meritocracy, reduced organizational flexibility, etc., and ultimately reduced organizational efficiency are the most predictable results.