Document Type : Original Article
Ph.D. Student of Public Administration, Faculty of Management and Accounting, Islamic Azad University, Rasht branch, Gilan, Rasht, Iran.
Professor, Faculty of Management and Accounting, Islamic Azad University, Rasht branch, Gilan, Rasht, Iran.
Assistant Professor, Faculty of Management and Accounting, Islamic Azad University, Rasht branch, Gilan, Rasht, Iran.
The purpose of this study is to design a model of positive organizational behavior based on human resource management measures in the Ministry of Energy.
The data collection tool in the qualitative section was semi-structured interviews. In order to collect information, snowball technique was performed with 31 experts from the Ministry of Energy. The software used in this section was MAXQDA, which was organized with 319 codes after open classification and coding, the statistical population consisted of 35000 employees of the Ministry of Energy and 410 people were selected as a random sample and analyzed using confirmatory factor analysis using spss pls software. The validity and reliability of the research has been confirmed by the method of internal consistency,peer review and participatory research of members with the convergence validity (correlation<0.5) and divergence. Cronbach was 84% confirmed in the quantitative section.
The results of the present study, which were selected by analyzing the data in three stages of open coding, theoretical coding and coding, can be displayed within a paradigm model and include: causal conditions (structural, managerial, behavioral), contextual conditions (organizational capabilities, Environmental capacity, human resource development), intervening conditions (lack of motivation in employees, environmental barriers, inefficient management), strategies (modeling of leading organizations, training, skills development), results (improving individual and organizational performance) Be. there is a positive and significant relationship between positive-oriented organizational behavior strategies and individual and organizational consequences of the research model (0.509) and (0.533), respectively.