Causal Analysis of the Challenges in Attracting and Retaining Talented Elites in Iran's Executive Organizations Using the Fuzzy DEMATEL Technique

Objective: This study aims to analyze the causal relationships among the challenges associated with attracting talented elites to Iran's executive organizations by employing the Fuzzy DEMATEL technique. The research seeks to identify the most significant barriers to talent attraction, determine the degree of influence and susceptibility of each challenge, and prioritize the key factors affecting the improvement of the recruitment and retention system for elite human capital in the public sector. Research Methodology: This research is applied in terms of purpose and descriptive-survey in terms of methodology. The statistical population consists of experts in human resource management, managers of executive organizations, and university faculty members who were selected through purposive sampling. Data were collected using a pairwise comparison questionnaire based on a fuzzy linguistic scale and analyzed using the Fuzzy DEMATEL technique to determine the intensity of interrelationships and the causal structure among the challenges of attracting talented elites. Findings: The findings indicate that factors such as weaknesses in the merit-based system, inefficiency of the compensation system, complexity and lengthy recruitment procedures, limited managerial authority, and the absence of an effective motivational system are classified as causal and influential factors, playing the most significant role in generating other challenges. In contrast, factors including reduced motivation among talented individuals to join the public sector, increased tendency toward migration, and diminished effectiveness of human capital are primarily categorized as effect factors and are largely influenced by other variables. Originality and Scientific Contribution: The novelty of this study lies in the application of the Fuzzy DEMATEL technique to explain the causal structure of the challenges associated with attracting talented elites to Iran's executive organizations. In addition to prioritizing the key influencing factors, the findings provide a basis for formulating effective policies aimed at reforming the recruitment system, strengthening meritocracy, and enhancing the competitive capacity of executive organizations in attracting and retaining talented elites.

کلیدواژه ها:

Talent Attraction ، Talent Retention ، Executive Organizations ، Human Resource Management ، Fuzzy DEMATEL ، Multi-Criteria Decision Making (MCDM)