Public Administration Perspective

Identifying and Interpreting the Mental Patterns of Managers and Experts Regarding Fair Salaries and Wages in the Administrative System of the I.R Iran By Q methodology

Document Type : Research Article (with mixed approaches)

Authors

1 Department of Public Administration, Faculty of Management and Economics, Tarbiat Modares University, Tehran, Iran

2 faculty member at imam sadiq university

3 Department of Human Resource Management and Organizational Behavior, Faculty of Islamic Education and Management, Imam Sadegh University, Tehran, Iran

Abstract

Purpose: The present study aims to investigate and analyze the different mental models of managers and experts regarding the concept of fair wages and salaries in the administrative system of the Islamic Republic of Iran. Fairness in the payment of wages and salaries, especially in the public sector, is considered a fundamental challenge that plays a significant role in job satisfaction, employee motivation, organizational performance, and public trust. A fair payment system is not only an effective factor in improving the efficiency of organizations, but also has a direct relationship with the realization of social justice and gaining public trust. However, the absence of a standardized and coordinated payment system in Iran has created significant inequalities among government employees, which has fueled class divisions and employee dissatisfaction. This study attempts to identify and categorize different mentalities and provide solutions for developing a payment system that is compatible with the cultural, legal, and structural conditions of Iran and, at the same time, includes Islamic principles and values ​​of social justice. This study also seeks to create a common understanding of the concept of fair payment among managers and experts. Given the diversity of opinions and perspectives in this field, this research can serve as a basis for policy reforms and the development of a fairer pay system. In other words, the aim of this research is not only to identify existing problems but also to provide practical solutions to improve the salary situation in the Iranian administrative system.
Design/ methodology/ approach:  The methodology of this research is based on the Q method, which is a mixed approach (quantitative and qualitative) and is useful and appropriate for identifying subjective differences among different groups of people. In this method, first, the discourse space related to the study topic was extracted through a review of library resources, in-depth interviews, and analysis of laws and regulations related to salary. This stage involved collecting data from different sources to identify different opinions about fairness in salary payment. After sifting the data, a set of 41 specific statements was developed as a Q sample. These statements represented a wide range of possible views about fairness in salary payment. Then, using the snowball sampling method, 27 managers and experts in the field of government human resources, both in the policy-making and implementation sectors, were selected. The participants rated the Q statements on a scale from +6 (complete agreement) to -6 (complete disagreement). Finally, the data were analyzed using SPSS software and factor analysis, and the existing mindsets were extracted and categorized from the data.
Research Findings: In the results of the study, seven independent mindsets regarding fair salaries and wages in the administrative system of the Islamic Republic of Iran were identified. These types include “market-based performance-based pay”, “pay based on uniform and harmonized rules”, “pay based on livelihood and welfare”, “pay based on individual merit and organizational requirements”, “pay based on minimum needs (hadd afaf) combined with human dignity”, “pay based on individual development and average needs (hadd qafaf)”, and “pay based on job/position and criteria (not relationships)”. Each of these mindsets, based on their different priorities and perspectives on the topic of salaries and wages, offers unique suggestions and solutions for improving justice in the public sector payment system, which have been thoroughly analyzed.
Limitations & Consequences: One of the most important limitations of this research was the inherent limitations of Q’s methodology, which became especially apparent when examining a sensitive issue such as justice in the payment of salaries and wages in the Iranian administrative system. The main criticism of some interviewees was why the Q method used a normal chart and did not allow for skewness in the chart. This issue was explained in the methodology chapter.
Another limitation of the research was the general approach to the subject, which prevented it from going into details and examining specific layers in the salary system. The focus of the research remained on macro issues, and less attention was paid to the fine details. Also, due to its partial nature, the Q method requires participants to select one statement as the most favorable and one statement as the most unfavorable. This requirement created a challenge in the precise definition of fair wages, because none of the participants were willing to accept that the selected statements were completely true or completely false.
Practical Consequences: The research provides practical suggestions for improving the payment system in the public sector.
Innovation or value of the Article: The value and innovation of this article are that, for the first time, using Q methodology, it has identified and analyzed the diverse and sometimes contradictory mental patterns of managers and experts regarding justice in salaries and wages in the administrative system of the Islamic Republic of Iran.
Paper Type: Original Paper
 

Keywords

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Public Administration Perspective
Volume 16, Issue 2 - Serial Number 62
July 2025
Pages 103-125