Document Type : Research Article

Author

• hossein imani

faculty of governance, university of Tehran

Abstract

Purpose: Administrative corruption is recognized as one of the primary challenges to governance systems, particularly in developing countries. This phenomenon not only serves as a significant barrier to sustainable development, but also leads to the inefficiency of public institutions, erosion of public trust in government, and misallocation of resources. In countries like Iran, there is a wide capacity for reforming the administrative system and enhancing transparency, which—through inclusive, merit-based, and accountable human resource policies and institutional frameworks—can effectively pave the way for sustainable economic and social development. One of the key areas that can directly influence the emergence or reduction of corruption is the human resource management (HRM) system in public sector organizations. National and international research evidence indicates that weaknesses in the design, formulation, and implementation of HRM policies and processes—including recruitment, promotion, training, performance appraisal, and compensation—can provide fertile ground for the emergence of corrupt behaviors within administrative environments. In practice, when recruitment processes lack transparency, promotions are based on informal connections, evaluation criteria are ambiguous, or the organizational culture deviates from ethical standards, the likelihood of deviant and unethical behavior among employees increases. Therefore, effective human resource management should be considered a strategic tool in the prevention of administrative corruption within public organizations. Recent studies increasingly emphasize the necessity of systematic and structured design of HRM policies with an anti-corruption orientation. This need becomes particularly critical in contexts where corruption is not merely a behavioral issue but a complex, multi-dimensional, and context-dependent phenomenon. In such cases, adopting systems-based approaches capable of holistically analyzing and managing structures, processes, and human interactions becomes essential.
Design/ methodology/ approach:  This applied research was conducted using the Soft Systems Methodology (SSM). To identify the components of HRM systems in combating administrative corruption, interviews were carried out with managers and experts in the fields of human resource management and anti-corruption, selected through purposive sampling. The data obtained from the interviews were analyzed using thematic analysis.
Research Findings: The findings of the study indicate that in order to effectively combat administrative corruption through human resource management, six key components must be considered in the design and implementation of related policies and processes. These components include: transparency across all recruitment, evaluation, and promotion processes; accountability for HR performance and decision-making; rule-orientation, which ensures adherence to established laws and formal procedures; ethics-orientation, as the cornerstone of a healthy organizational culture; alignment between employees’ individual goals and the overarching values and objectives of the organization; and finally, deterrence, through the reinforcement of monitoring and control mechanisms. These interwoven elements collectively form the foundational structure of an effective HRM system aimed at preventing administrative corruption, and they may serve as strategic benchmarks for revising and improving HRM policies in public sector organizations.
Limitations & Consequences: This study was limited to public sector organizations and relied on qualitative data from expert interviews, which may affect the generalizability of the findings. Also, the contextual nature of corruption means that results may differ in other countries or administrative systems.
Practical Consequences: The proposed HRM model offers a practical guide for public organizations to redesign their HR systems with a focus on anti-corruption. It highlights the strategic role of HRM in improving transparency and integrity within government institutions.
Innovation or value of the Article: Despite numerous anti-corruption efforts in Iran, their effectiveness has remained limited; for example, in 2023, Iran ranked 147th out of 180 countries in the Corruption Perceptions Index. Given the central role of HRM in preventing corruption, this study provides a novel contribution by identifying and modeling an HRM framework specifically tailored to reduce administrative corruption in the public sector.
Paper Type: Original Paper
 

Keywords

• Human Resource Management
• Administrative Corruption
• Administrative Integrity
• Soft Systems Methodology (SSM)
• Development