Purpose: The purpose of this study is to propose a structural model of high-commitment human resource practices aimed at achieving human resource sustainability, with a focus on the Social Security Organization.
Method: This research employed a mixed-methods approach, combining grounded theory (qualitative) and path analysis (quantitative). Data were collected through semi-structured interviews and a structured questionnaire. Qualitative data were analyzed using Strauss and Corbin's method, including open, axial, and selective coding with the help of ATLAS.ti 8 software. The quantitative population consisted of employees of the Social Security Organization, and the data collection tool was a researcher-developed questionnaire with 250 items.
Findings: The grounded theory findings included 593 first-order open codes, 134 second-order open categories, 35 axial categories, and 6 selective categories. These categories included: commitment-oriented ideological orientation in organizational directions, development of team-based commitment-building organisms, sustainability of human resources through commitment-based knowledge enhancement, institutionalization of high-commitment work systems across the organization, ecosystem of commitment-oriented strategies, and improvement of performance management in high-commitment work systems (practices). Quantitative results showed that commitment-oriented ideological orientation directly influenced the development of team-based commitment-building organisms and human resource sustainability with path coefficients of 0.894 and 0.869, respectively. However, no significant relationship was found between this variable and the institutionalization of high-commitment work systems. Furthermore, the constructs of team-based commitment-building organism development and institutionalization of high-commitment practices influenced the ecosystem of commitment-oriented strategies with path coefficients of 0.373 and 0.397, respectively.
Conclusion: The optimal path of high-commitment work systems starts with commitment-oriented ideological orientation, continues through the development of team-based commitment-building organisms, and leads to the formation of a commitment-oriented strategic ecosystem. The resulting model provides an integrated roadmap for establishing commitment-building systems based on high-commitment work practices in public and governmental organizations.