Analysis of the Dimensions and Components of Performance-Based Management in the Ministry of Interior

Abstract

Objective: This study was conducted with the aim of analyzing the dimensions and components of performance-based management in the Ministry of Interior.   Methodology: The study was conducted qualitatively using the grounded theory approach. Data collection and extraction of relevant themes were carried out through semi-structured interviews with key informants in this field. Participants were selected using purposive sampling and theoretical saturation criteria, based on which 10 experts with knowledge and experience in performance management at the Ministry of Interior were interviewed. Each interview lasted between 40 and 90 minutes. The data collection tool was a semi-focused interview, and the data were analyzed using open coding, axial coding, and selective coding through the software MAXQDA. To ensure data validity and reliability, two methods were used: participant review and expert review from non-participating specialists. Additionally, one of the professors familiar with grounded theory techniques was asked to participate as a secondary coder in the research. Subsequently, the researcher, along with the supervisor, coded three interviews, and the percentage of intersubjective agreement, which is used as an index of reliability in analysis, was calculated. The data were analyzed using thematic analysis.   Findings: The results showed that the concept of performance-based management includes 13 categories and is influenced by causal conditions (human resource performance management, internal identity, empowerment, job-based identity), intervening factors (management factors, financial requirements), contextual factors (leadership styles, organizational ethics), core factors (organizational identity), strategic factors (perceived organizational support, organizational socialization), and outcome factors (individual outcomes, organizational outcomes).   Conclusion: Identifying the dimensions and components of performance-based management will primarily lead to employee satisfaction by ensuring fairness in the distribution of benefits and job promotion. Additionally, it will enhance organizational performance by utilizing efficient personnel and increase organizational productivity.