Identifying the Dimensions of Human Resource-Oriented Organizational Culture Assessment in the Iraqi Ministry of Communications

Abstract

The present study aims to identify the dimensions of human resource-oriented organizational culture assessment in the Iraqi Ministry of Communications and to validate the resulting model through a grounded theory approach. This study is qualitative in nature and was conducted using an emergent grounded theory strategy. The statistical population consisted of all experts related to the research topic, possessing relevant academic backgrounds and experience. Through theoretical sampling, 15 individuals participated in the study. For data collection, in-depth semi-structured interviews were employed, and interviews continued until theoretical saturation was achieved. Data analysis was performed concurrently with the interviews using content analysis techniques, including open, axial, and selective coding via ATLAS.ti8 software. The findings were subsequently validated. Data analysis resulted in the identification of 264 initial conceptual codes, 4 main conceptual codes, and 19 sub-conceptual codes used to clarify the core concepts. The findings indicated that the mean impact of all components of human resource-oriented organizational culture assessment in the Iraqi Ministry of Communications was higher than the hypothetical mean of 3. The cultural principles component had a mean of 3.5 with a t-value of 5.0, the process management and improvement component had a mean of 3.7 with a t-value of 6.0, the interactions and collaboration component had a mean of 3.6 with a t-value of 5.5, and the innovation and development component had a mean of 3.8 with a t-value of 6.5. All these results indicate significant positive effects above the assumed mean of 3. The significance level for all components was 0.001, confirming the high statistical significance of the results. Based on the obtained findings, expert opinion dispersion remained relatively stable across both rounds, and the level of consensus among experts did not change significantly. This information can assist researchers in prioritizing more significant components during planning and decision-making while also considering less significant elements. Furthermore, the validity of the factor model confirmed its reliability and utility as a tool for understanding the human resource-oriented organizational culture in the Iraqi Ministry of Communications. The good model fit and optimal evaluation indicators provide a robust foundation for theoretical development, hypothesis testing, and policy-making in this field.