Designing an Employee Performance Management Model with a Human Resource Development Approach in Research and Technology Organizations (Case Study: Research Institute of Petroleum Industry)

The primary objective of this study is to design an employee performance management model with a human resource development approach in research and technology organizations, with a specific focus on the Research Institute of Petroleum Industry. The research follows a mixed-methods approach (qualitative-quantitative). In addition to a document review, thematic analysis was conducted using MAXQDA۱۴ software to identify the factors influencing employee performance management within the framework of human resource development. The statistical population for the qualitative phase included faculty members specializing in public administration, human resource management, and oil and gas disciplines, as well as managers of the Research Institute of Petroleum Industry. A total of ۱۹ semi-structured interviews were conducted until theoretical saturation was reached. Based on these interviews, four dimensions, ۲۳ components, and ۱۰۸ indicators were identified. For the quantitative phase, a descriptive-survey method was employed. The statistical population comprised all managers, supervisors, and experts working at the Research Institute of Petroleum Industry. Using Cochran’s sampling formula, a total of ۲۳۲ participants were selected. The results indicated that the internal organizational dimension had the highest significance (coefficient = ۰.۹۶۴), while the meta-organizational dimension had the lowest significance (coefficient = ۰.۸۲۷). Additionally, economic factors were identified as the most critical component (coefficient = ۰.۹۱۵), whereas the reward system was deemed the least significant (coefficient = ۰.۶۴۰). Ultimately, the final model was developed and validated, consisting of five main dimensions: philosophy and objectives, theoretical foundations, executive principles, evaluation system, and implementation mechanisms.The primary objective of this study is to design an employee performance management model with a human resource development approach in research and technology organizations, with a specific focus on the Research Institute of Petroleum Industry. The research follows a mixed-methods approach (qualitative-quantitative). In addition to a document review, thematic analysis was conducted using MAXQDA۱۴ software to identify the factors influencing employee performance management within the framework of human resource development. The statistical population for the qualitative phase included faculty members specializing in public administration, human resource management, and oil and gas disciplines, as well as managers of the Research Institute of Petroleum Industry. A total of ۱۹ semi-structured interviews were conducted until theoretical saturation was reached. Based on these interviews, four dimensions, ۲۳ components, and ۱۰۸ indicators were identified. For the quantitative phase, a descriptive-survey method was employed. The statistical population comprised all managers, supervisors, and experts working at the Research Institute of Petroleum Industry. Using Cochran’s sampling formula, a total of ۲۳۲ participants were selected. The results indicated that the internal organizational dimension had the highest significance (coefficient = ۰.۹۶۴), while the meta-organizational dimension had the lowest significance (coefficient = ۰.۸۲۷). Additionally, economic factors were identified as the most critical component (coefficient = ۰.۹۱۵), whereas the reward system was deemed the least significant (coefficient = ۰.۶۴۰). Ultimately, the final model was developed and validated, consisting of five main dimensions: philosophy and objectives, theoretical foundations, executive principles, evaluation system, and implementation mechanisms.

کلیدواژه ها:

employee performance management ، human resource development ، research and technology organizations