A Paradigmatic Model for the Implementation of Strategic Human Resource Management Policies Based on Empowerment (Case Study: Water and Wastewater Company)

Elham  Eslami; Abdolghader Tekei; Zahra  Moghimi; Maryam   Bayani

Authors

Elham Eslami Department of Management, Go.C., Islamic Azad University, Gorgan, Iran Author https://orcid.org/0009-0007-2025-1711
Abdolghader Tekei Department of Management, GKM.C., Islamic Azad University, Gonbad Kavoos, Iran Author https://orcid.org/0000-0003-3544-3189
Zahra Moghimi Department of Public Administration, Se.C., Islamic Azad University, Semnan, Iran Author https://orcid.org/0000-0002-3797-6192
Maryam Bayani Department of Management, Go.C., Islamic Azad University, Gorgan, Iran Author https://orcid.org/0009-0002-8138-7050

Keywords:

Policy Implementation, Strategic Human Resource Management, Employee Empowerment

Abstract

This study was conducted with the aim of developing a paradigmatic model for the implementation of Strategic Human Resource Management (SHRM) policies in the Water and Wastewater Company. In terms of purpose, the study is applied-developmental, and in terms of data collection, it is a descriptive research project. To achieve the research objective, a qualitative research design with an exploratory approach was employed. The research participants consisted of marketing professors and managers of the Water and Wastewater Company, of whom 20 individuals were selected through theoretical sampling. Interviews continued until theoretical saturation was achieved. Data were collected using semi-structured interviews and the Delphi questionnaire. The validity of the interviews was confirmed based on four criteria: credibility, transferability, confirmability, and dependability. The reliability of the qualitative analysis was found to be satisfactory, with a Holsti coefficient of 0.676 and a Kappa coefficient of 0.639. Data analysis was conducted using Grounded Theory in the qualitative phase and the Fuzzy Delphi method in the quantitative phase. The findings indicate that organizational factors, job-related factors, the organizational culture of the Water and Wastewater Company, innovation, and creativity influence the implementation of Strategic Human Resource Management policies. Human resource empowerment provides the necessary contextual conditions, while bureaucratic systems, organizational conflicts, and contradictions serve as intervening factors. The strategy for the development of Strategic Human Resource Management plays a pivotal role, and ultimately, development strategies affect individual empowerment, organizational empowerment, and social outcomes.

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A Paradigmatic Model for the Implementation of Strategic Human Resource Management Policies Based on Empowerment (Case Study: Water and Wastewater Company)

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