تدوین الگوی خط‌مشی‌های جبران خدمات کارکنان دولت متناسب با اقتضائات حکمرانی خوب

صلاح  هادی حسن; مهرداد صادقی; هادي  عبد الوهاب الابرو; مهدی  محمدخانی

Authors

Salah Hadi Hassan Department of Management, Isf.C., Islamic Azad University, Isfahan, Iran. Author https://orcid.org/0009-0005-1794-6497
Mehrdad Sadeghi Department of Management, Isf.C., Islamic Azad University, Isfahan, Iran. https://orcid.org/0000-0002-0763-2436
Hadi Abdul Wahab Al- Abrrow Professor in Business Administration University of Basrah, Iraq Author https://orcid.org/0009-0005-6209-9434
Mehdi Mohammadkhani Department of Islamic Education, Isf.C., Islamic Azad University, Isfahan, Iran. Author https://orcid.org/0000-0003-3703-2770

Keywords:

Compensation, Good Governance, Human Resource Management, Government Organizations

Abstract

This study aimed to develop and validate a model of government employee compensation policies based on the principles and requirements of good governance. This applied study employed an exploratory mixed-methods design. In the qualitative phase, the contents of 40 credible articles and books on compensation, human resource management, and good governance were analyzed to identify and classify the preliminary components of the model. In the quantitative phase, a researcher-developed questionnaire comprising 25 items across eight dimensions was administered to 95 human resource managers and experts working in governmental organizations in Isfahan, Iran. Face and content validity were assessed through expert evaluation, while composite reliability and convergent and discriminant validity were examined to evaluate the measurement model. The data were analyzed using partial least squares structural equation modeling in SmartPLS. All identified dimensions, including sustainable development, stability, transparency, justice, rule of law, employee participation, accountability, and efficiency and effectiveness, had positive and statistically significant effects on the government employee compensation model. Employee participation produced the strongest path coefficient (β = 0.91, t = 39.43), followed by sustainable development (β = 0.90, t = 39.21) and rule of law (β = 0.87, t = 27.59). The model’s overall goodness-of-fit index was 0.63, indicating an acceptable and strong fit for the proposed structural model. The proposed model demonstrates that an effective government compensation system should extend beyond financial efficiency and incorporate employee participation, sustainable development, rule of law, justice, transparency, accountability, stability, and effectiveness. Institutionalizing these principles can strengthen employee trust and motivation, improve administrative legitimacy, promote the equitable allocation of public resources, and enhance the quality and sustainability of public services.

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