Document Type : Research Article
Farabi Campus University of Tehran, Qom, Iran
Faculty of Islamic Studies and Management, Imam Sadiq University, Tehran, Iran
The purpose of this research is to understand the institutional action of human resource management.20 semi-structured interviews were conducted based on purposive sampling and theoretical saturation and through thematic analysis,68 basic themes,14 organizing themes, and 4 global themes were selected after recoding. The global themes are the institutional context, actions, conflicts, and practices;Organizing themes of the institutional context of HRM include institutional complexity, institutional change, and HRM actors.HRM actors conceptulize the dimensions of the institutional context through institutional intelligence and give meaning to their actions with HRM logic, through two categories of proactive and reactive actions; In other words, the implementation of practices is based on the way of giving meaning to the institutional logic in HRM logic.Proactive actions include institutional work and institutional entrepreneurship,customization, bricolage, combination, leveraging, updating, recreating, and integrating institutional logics in HRM logic and structural actions include action-oriented organizing networking and making agile. Reactive actions include the legitimization of HRM logic in the context, loose coupling, prioritization, standardization, and proportionate of institutional logics in HRM logic, downsizing and outsourcing the structure. These actions are in response to three categories of conflicts, including the conflict of HRM logic with institutional logics, the conflict of HRM logic with contradictory institutional logics, as well as the conflicts of HRM logic (including the conflict of HRM logic with the organization logic, the conflict between the logic of HRM practices and the conflict within the HRM practices logic). Based on the findings, the conceptual model of the research was presented.