Job Rotation

The purpose of job rotation policies is to create a talent pool for the organization along with mutual training of employees. Ensuring that a planned job transfer is beneficial to both the employee and the organization requires consideration of the organization and the company's value chain. The current research has been conducted with the aim of designing a job rotation implementation model based on the organization, methods, and value chain of Iran's National Gas Company. The qualitative research method is based on foundational data theorizing. Semi-structured interviews were used to collect information, and data analysis was done using the Strauss and Corbin method and the paradigm model. Sampling was done theoretically and with the benefit of targeted (judgmental) and snowball (chain) techniques, based on which 18 interviews were conducted with knowledgeable professors and experts in the field of human resource management and public administration. The results of the data analysis obtained from the interviews during the process of open, axial, and selective coding led to the creation of a job rotation implementation model based on the foundation's data theory including 6 main dimensions, 64 sub-dimensions, and 186 characteristics.

Choosing the right people is one of the main factors in the success and excellence of organizations. This issue is more important in government organizations and the failure to retain competent employees causes irreparable damage to the organization and ultimately to the country. This issue is more important in government organizations and the failure to retain competent employees causes irreparable damage to the organization and ultimately to the country. The purpose of the research was to evaluate the effective factors on merit selection in government organizations. The research method is descriptive and correlational based on the applied goal and according to the method of data collection. The statistical population of the research includes the employees of the judicial branch of Tehran province in 2023. Using Cochran's formula, 384 people were selected as a sample and 415 questionnaires were distributed and 398 questionnaires were collected. The reliability of the questionnaire was measured by calculating Cronbach's alpha coefficient, which was 0/824. Data were analyzed using structural equation modeling and Smart-PLS software. The findings indicate that the innovation capability of knowledge management, the support of senior management and job rotation have had an effect on the performance of the organization. Finally, the performance of the organization has a significant effect on the merit selection of employees.