Ranking the Factors Affecting the Organization of Employee Leave and Missions with a Human Resource Responsibility Approach in the Foundation of Martyrs and Veterans Affairs of Iran
Keywords:
Leave management, work assignments, human resources responsibilityAbstract
The present study aimed to identify and rank the driving and restraining factors affecting the organization of employee leave and missions with an emphasis on human resource responsibility in the Foundation of Martyrs and Veterans Affairs of Iran. This study was applied in terms of purpose and employed a mixed-methods (qualitative–quantitative) design. In the qualitative phase, data were collected through semi-structured interviews with 13 theoretical and executive experts in the field of human resource management and were analyzed using Braun and Clarke’s thematic analysis method. In the quantitative phase, the Analytic Hierarchy Process (AHP) and pairwise comparisons were used to prioritize the identified factors. Participants were selected through purposive sampling, and the collected data were analyzed based on Saaty’s nine-point scale. The inconsistency ratio was calculated to assess the validity and consistency of expert judgments. The findings indicated that the factors influencing the organization of employee leave and missions could be categorized into driving and restraining factors. Among the main criteria, “laws and regulations” obtained the highest priority weight (0.134), whereas “organizational inconsistency” received the lowest weight (0.019). Within the laws and regulations dimension, “clear leave and mission guidelines” was identified as the most important subcriterion. In the organizational culture dimension, “responsibility and commitment spirit” achieved the highest priority. The results further demonstrated that electronic systems, managerial support, responsibility training, motivational policies, and workforce planning were among the most influential driving factors. In contrast, workforce shortages, heavy workload, bureaucratic complexity, weak technological infrastructure, and employee resistance to change were identified as the major restraining factors. The inconsistency ratio for all pairwise comparisons was below 0.1, confirming the reliability of the findings. The findings suggest that the effective organization of employee leave and missions requires a comprehensive human resource management approach focused simultaneously on transparent regulations, development of a responsibility-oriented organizational culture, strengthening technological infrastructures, employee training, and managerial support. Furthermore, reducing structural barriers and improving organizational coordination can significantly enhance organizational justice, reduce employees’ psychological pressure, and improve organizational productivity within the Foundation of Martyrs and Veterans Affairs.
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Copyright (c) 2025 Manizheh Sedaghat (Author); Musa Rezvani Chaman Zamin; Forogh Rudgarnezhad, Seyedeh Fataneh Moghimi (Author)
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