Future of Work and Digital Management Journal In Press 2027 01 01 Designing a Compensation Model Based on a Commitment-Oriented Strategy in Iranian Government Organizations (A Qualitative Approach) Designing a Compensation Model Based on a Commitment-Oriented Strategy in Iranian Government Organizations (A Qualitative Approach) 1 15 10.61838/fwdmj.283 EN Journal Article 2026 03 04 <table> <tbody> <tr> <td> <p>The purpose of this study was to design a comprehensive compensation model based on a commitment-oriented strategy for government organizations in Iran. The commitment-oriented strategy emphasizes the establishment of a long-term and reciprocal relationship between employees and the organization, in which compensation is considered not merely as financial remuneration but as a mechanism for fostering employee commitment, motivation, and professional development. In terms of research strategy, this study was categorized as an exploratory mixed-methods investigation. In the qualitative phase, data were collected through a systematic literature review and semi-structured interviews with 16 university scholars and executive experts. The collected data were analyzed using thematic analysis based on the six-phase framework proposed by Braun and Clarke. The qualitative data analysis resulted in the identification of 51 basic themes, which were subsequently organized into 17 organizing themes and ultimately classified into 7 overarching themes (main dimensions). The frequency analysis of themes indicated that indicators such as “alignment of salaries with the Civil Service Management Law,” “creating an atmosphere of mutual respect and trust,” “suggestion systems and dialogue sessions,” and “delegation of honorary responsibilities” achieved complete consensus among all experts (16 out of 16 participants). The final model reflects a holistic perspective on compensation within Iran’s public sector. According to this model, a commitment-oriented compensation system encompasses a coordinated combination of tangible and intangible rewards—including development opportunities, meaningful work, security, trust, technology, and continuous feedback—to promote organizational commitment, intrinsic motivation, and sustainable productivity.</p> </td> </tr> </tbody> </table> https://www.journalfwdmj.com/index.php/fwdmj/article/download/283/355