Developing a Human Resource Management Decision-Support Framework Based on Job Satisfaction Assessment and Factor Prioritization Using the Fuzzy Best-Worst Method (Fuzzy BWM) in the Islamic Republic of Iran Airline Company

Job satisfaction is an important determinant of employee well-being, organizational performance, and the effectiveness of human resource management. However, measuring employees’ satisfaction alone does not provide sufficient information for determining managerial priorities and selecting appropriate intervention areas. Therefore, the present study aims to assess job satisfaction among employees of the Islamic Republic of Iran Airline Company (Iran Air), examine the factor structure of the measurement instrument, and prioritize job satisfaction dimensions using the Fuzzy Best-Worst Method (Fuzzy BWM) as a multi-criteria decision-making approach.The study is applied in terms of purpose and descriptive-survey in terms of data collection method. Data were collected from Iran Air employees using a standard job satisfaction questionnaire based on a five-point Likert scale, covering six dimensions: nature of the job, salary and benefits, opportunities for advancement, supervisory style, co-worker relationships, and working conditions. The reliability of the instrument was assessed using Cronbach’s alpha, while construct validity was examined through KMO, Bartlett’s test of sphericity, and Exploratory Factor Analysis (EFA). Subsequently, the Fuzzy BWM method was applied to determine the relative importance of the six dimensions based on the judgments of managers and experts.The findings showed that the overall mean of job satisfaction was ۳.۳۱ out of ۵. Among the dimensions, co-worker relationships had the highest satisfaction mean (۳.۸۰), whereas salary and benefits had the lowest mean (۲.۸۵). The overall Cronbach’s alpha coefficient was ۰.۹۱۸, indicating high reliability of the questionnaire. The EFA results confirmed the six-factor structure, explaining ۸۷.۱۲% of the total variance. The Fuzzy BWM results indicated that nature of the job had the highest managerial priority with a weight of ۰.۳۷, followed by salary and benefits (۰.۲۱) and opportunities for advancement (۰.۱۷), while working conditions received the lowest priority with a weight of ۰.۰۵.The findings indicate that employees’ perceived satisfaction levels and managerial priorities may differ, emphasizing the importance of integrating analytical assessment and expert-based prioritization. Accordingly, the proposed framework transforms human resource data into prioritized managerial information and provides a conceptual basis for developing a decision-support framework for evidence-based human resource management.

کلیدواژه ها:

Job Satisfaction ، Human Resources ، Fuzzy Best-Worst Method ، Fuzzy BWM ، Multi-Criteria Decision-Making ، Human Resource Analytics