Applying Attride-Stirling Thematic Analysis to Explore the Indicators of the Value-Creation Model of Human Resource Management Functions in the Social Security Organization

Abstract

The present study aimed to explore the indicators of a value-creation model for human resource management functions in the Social Security Organization using the Attride-Stirling thematic analysis method. In terms of approach, this study was qualitative, and methodologically, it employed thematic analysis. The study population consisted of university professors and experts in the fields of human resource management and the Social Security Organization. Participants were selected through criterion-based purposive sampling, and the sampling process continued until theoretical saturation was achieved. Ultimately, 22 experts participated in semi-structured interviews. Data analysis was conducted concurrently with data collection using ATLAS.ti software. During the coding process, 165 initial codes were extracted and, after refinement, 46 basic themes and 11 second-level organizing themes were identified, which were ultimately organized under one global theme entitled “The Value-Creation Model of Human Resource Management Functions in the Social Security Organization.” The organizing themes included organizational strategy, recruitment policies, training and learning, performance appraisal, employee well-being, communication management, organizational culture, managerial support, organizational structure, technology and technological infrastructure, and ethics orientation. The findings showed that value creation through human resource management functions in the Social Security Organization results from the synergy among strategic alignment, merit-based selection, professional development, systematic appraisal, employee well-being and motivation, effective communication, an accountability-oriented culture, managerial support, a flexible structure, technological infrastructure, and adherence to ethical principles and organizational justice. Furthermore, the qualitative analysis quality-control indices, including Holsti’s coefficient, Scott’s pi, Cohen’s kappa, and Krippendorff’s alpha, were 0.887, 0.755, 0.725, and 0.817, respectively, indicating satisfactory validity and reliability of the analysis. Overall, the proposed model can provide a coherent framework for enhancing value creation through human resource management within the Social Security Organization.