طراحي و اعتباريابي الگوي احترام سازماني (مورد مطالعه: وزارت كشور عراق)

Organizational respect , Natural respect , Earned respect , an‎d organizational support

Designing an organizational respect model (Case study: Iraqi Ministry of Interior in Baghdad)

مديريت

As the cornerstone of constructive workplace interactions, organizational respect plays a vital role in shaping organizational culture, enhancing individual an‎d collective performance, an‎d achieving strategic goals. It is recognized as a key strategy for mitigating conflict, strengthening job commitment, an‎d fostering innovation. This study aims to design a model for organizational respect within the Iraqi Ministry of Interior in Baghdad. It is an applied study utilizing a mixed-methods approach (combining qualitative an‎d quantitative research). In the qualitative phase, interviews were conducted with 20 experts an‎d specialists possessing relevant academic backgrounds an‎d professional experience within the Iraqi Ministry of Interior in Baghdad. Data were collected through semi-structured interviews an‎d analyzed using the Grounded Theory method across three stages: open, axial, an‎d selec‎tive coding. Content Validity Index (CVI) an‎d Content Validity Ratio (CVR) were used to assess validity, while the test-retest method was employed to measure reliability. The qualitative findings, derived from the Grounded Theory analysis, revealed that the studyʹs core phenomenon—institutionalizing organizational respect within the Iraqi Ministry of Interior—encompasses dimensions extending beyond mere verbal interactions. It includes components such as recognizing personnel status an‎d rights, avoiding structural discrimination, fostering an environment for open dialogue, transparently acknowledging work achievements, an‎d respecting the professional boundaries of the workforce. The formation of this phenomenon is directly influenced by three sets of drivers an‎d causal conditions: managerial factors (such as the prevailing leadership style, adherence to ethical behavior, supportive feedback, an‎d the avoidance of micromanagement); job-related factors (including role clarity, a sense of job security an‎d belonging, an‎d work-life balance); an‎d organizational structural contexts (such as an effective code of ethics an‎d procedural justice). However, the manifestation of organizational respect does not occur in a vacuum; rather, the process of its reproduction within the ministry’s micro an‎d macro environments is simultaneously moderated by contextual factors—such as broader socio-economic trends—an‎d individual intervening variables, including demographics, psychological maturity, emotional intelligence, an‎d the personnelʹs level of responsibility. This reality necessitates the adoption of a four-pronged strategy: transforming organizational structure an‎d culture; fundamentally revising merit-based selec‎tion an‎d recruitment models to prioritize ethical an‎d psychological competencies; continuously enhancing managersʹ communication capabilities; an‎d establishing a comprehensive, equitable system of motivation an‎d rewards. The synergistic implementation of these strategies ultimately yields tangible outcomes across three levels: fostering teamwork an‎d refining the workplace communication climate; boosting job satisfaction, motivation, an‎d employee self-esteem; an‎d—on a macro level—enhancing organizational commitment, strengthening administrative integrity, an‎d elevating the symbolic capital of the Iraqi Ministry of Interior in the eyes of the public. In the quantitative phase, a researcher-developed questionnaire was used to test the researchʹs conceptual model; the instrumentʹs validity an‎d reliability were confirmed through Cronbach’s alpha (0.85), factor loadings, an‎d the Content Validity Index. The statistical population consisted of employees from the Iraqi Ministry of Interior; a sample of 350 individuals was selec‎ted, an‎d questionnaires were distributed among them. The proposed model was tested using AMOS software an‎d the structural equation modeling (SEM) method. The quantitatived

5

168008