Provide and Explain the Compensation Model for the Faculty Members of Public Universities in Lorestan Province with Mix Method

Document Type : Research Article

Authors

Department of Management, Faculty of Management and Economic Sciences, University of Lorestan, Khorramabad, Iran

Abstract

Purpose: The present research was conducted to provide a compensation model for faculty members in public universities of Lorestan province using a mixed approach.
Methodology: The present research is a combination of qualitative and quantitative researches from the perspective of philosophical assumptions in the field of pragmatism paradigm and in terms of purpose it is applied- developmental researchers. The statistical population of the research includes public universities of Lorestan provinces. Based on the principle of theoretical adequacy, the research sample consists of 30 experts from the public universities of Lorestan province, who were selected using the purposeful sampling method. In the qualitative part of the research, data was collected and extracted using the thematic analysis method and then through coding. Then, in the quantitative part of the research, the data is presented using the distribution of the questionnaire and using the method of structural-interpretive modeling, aggregation, and the final model.
Finding: The research findings in the qualitative section include identifying the themes of compensation such as situational characteristics of compensation, dimensions of compensation, indicators of compensation, and consequences of compensation. Also, the findings of the research in the quantitative part show the leveling of the themes and the presentation of the compensation model. 
Conclusion: Based on the discovered model of job satisfaction, organizational justice, job belonging and organizational commitment with high effectiveness, individual and environmental indicators with high impact, talent attraction and retention, job environment, geographic factors, job sensitivity, outstanding performance, competent performance, organizational index, job index, basic pay, performance pay, and indirect pay are highly effective. Also, the result of the research can be theoreticallytheoretically added to the existing knowledge in the field of compensation.

Keywords

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References

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Organizational Culture Management
Volume 22, Issue 1
April 2024
Pages 69-85

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