Explaining and Designing an Entrepreneurial Human Resource Management Model: Grounded Theory Approach (A study power Industry, Iran Transfo Corporation)

Document Type : Research Article (Original Article)

Authors

1 PhD candidate of Human Resource Management, Faculty of Management and Economics, University of Sistan and Baluchestan, Tehran, Iran.

2 Associate Professor, Faculty of Management and Economics, University of Sistan and Baluchestan, Tehran, Iran.

3 Assistant Professor, Faculty of Management and Economics, University of Sistan and Baluchestan, Tehran, Iran.

Abstract

There is general agreement about the role and importance of human resources management system on entrepreneurship, but up to now has not present an comprehensive model in which measure the role and impact of all practices of HRMS on entrepreneurship. According to axial role of human resources on entrepreneurship, this research was performed “to present a human resource management system (HRMS) model with an entrepreneurial approach”. This research was performed with a qualitative approach using the grounded theory method. Data collection tools included semi-structured interviews and for data collection, using purposive sampling, 19 experts familiar with entrepreneurship and HRMSs were interviewed. Data analysis was performed in the three stages of open coding, axial coding and selective coding. Based on that, the qualitative research model was designed. The results of the present research show an extraction of 370 codes or primary concepts from the interviews and 33 concepts and 17 constructs. The final research model was presented in the form of a paradigmatic model, consisting of an axial category (HRM activities) and causal conditions (organizational capabilities, employee resource based view and necessity for senior management supports), contextual factors (competitive environment, entrepreneurial management vision and strategic alignment) and intervening conditions (entrepreneurial elusiveness, non adaptability of HRM system conservative culture) and strategies (process oriented, differentiation of HRM system) and Subsequent outcomes (in individual, group and organizational level).

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History

  • Receive Date: 16 March 2017
  • Accept Date: 16 March 2017

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