Designing a Model for the Establishment of an Empowered Organization in Maskan Bank

Abstract

The present study was conducted with the aim of designing a model for the establishment of an empowered organization in Maskan Bank using a mixed-method approach (qualitative and quantitative). This study is developmental in nature with a thematic analysis approach. In the qualitative stage, a snowball sampling method was employed, and through semi-structured interviews with 14 experts and managers of Maskan Bank, 248 conceptual codes were identified and extracted. The interviews continued until the data became repetitive and reached saturation. Coding was performed at three levels: basic themes, organizing themes, and global themes. Subsequently, for screening and validation, a questionnaire was used with academic experts. Data analysis led to the identification of 120 basic themes, 23 organizing themes, and 5 global themes.

In the quantitative stage, the statistical population included 710 managers and deputies of Maskan Bank, from which 255 were selected using Cochran’s formula. The validity of the questionnaire was confirmed through convergent and divergent validity, and its reliability was verified using Cronbach’s alpha (0.924). Then, the constructs of the model were examined using descriptive and inferential statistics, through SPSS and LISREL software, and by applying fuzzy Delphi analysis, the Kolmogorov-Smirnov test, and structural equation modeling. The constructs of the model were validated based on the performed analyses. In the stage of structural equation modeling, while confirming the identified concepts and classifications, the model of establishing an empowered organization in Maskan Bank was validated in five dimensions and twenty-three components: Innovative organizational culture (organizational adaptability, value orientation, innovation orientation, acceptance of organizational change, risk-taking, transformational leadership); Resource and facility development (employee empowerment, in-service training, employee knowledge enhancement, organizational technology management, financial resource management); Formulation of empowered organizational strategy (environmental recognition, talent management, determination of performance criteria); Organizational professionalism (responsibility, organizational discipline and order, merit-based employee selection, accountability); Flat organizational structure (information sharing, decentralization, organizational communications, organizational integration, implementation of a suggestion system in the bank). The proposed model was confirmed after evaluation.