Volume 14, Issue 54 (Spring 2026)
IUESA 2026, 14(54): 1-27 |
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sedaghat M, rezvani M, Rudgarnezhad F, Moghimi S F. Drivers and drivers of organizing employee leave and missions with a human resources responsibility approach in the Iranian Martyrs and Veterans Affairs Foundation. IUESA 2026; 14 (54) :1-27
URL: http://iueam.ir/article-1-2272-en.html
URL: http://iueam.ir/article-1-2272-en.html
1- , mo.rezvani@iau.ac.ir
Abstract: (33 Views)
In today's organizations, effective management of employee leave and assignment is recognized as a key tool for achieving organizational goals and promoting human resource accountability. This qualitative research aimed to identify the facilitating (drivers) and inhibiting (reverse) factors in organizing employee leave and assignment processes at the Iranian Martyrs and Veterans' Affairs Foundation, focusing on human resource accountability. The research method was exploratory and descriptive. The statistical population included theoretical and empirical experts (human resource specialists and managers with at least 5 years of experience) at the national level. A statistical sample of 13 of these experts was selected using purposive sampling (non-random sample). The data collection tool was a semi-structured interview that was conducted during 13 sessions. The data were analyzed using thematic analysis (Brown and Clark). The results revealed two major categories of drivers and reverse drivers. The drivers included 10 key areas, including updating regulations, strengthening a culture of accountability, implementing relevant incentive systems, deploying efficient technologies (such as electronic leave systems), and developing effective leadership and communication. For example, implementing electronic systems was identified as facilitating transparency and speed in processes. In contrast, the re-drivers were grouped into four main categories: human resource constraints (shortage of personnel and workload), structural problems (complex administrative bureaucracy and lack of system integration), employee attitudes and behavior (leaving stockpiles due to incorrect work culture), and organizational incoherence. Delays in approving assignments due to multiple signatures and the lack of suitable replacements for employees on leave were among the most important implementation challenges reported. These findings emphasize the need to review policies and invest in technological infrastructure and human resource development to improve the level of accountability in managing employee attendance and absence in this organization.
Type of Study: Research |
Subject:
Special
Received: 2026/02/23 | Accepted: 2026/03/29 | Published: 2026/03/30 | ePublished: 2026/03/30
Received: 2026/02/23 | Accepted: 2026/03/29 | Published: 2026/03/30 | ePublished: 2026/03/30
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