Presenting a Model of Employee Non-Participation in Iranian Government Organizations: An Application of the Integrated Approach of Theme Analysis and Fuzzy DEMATEL

Ghanei, Ashkan; Ghaderi, Esmaeil; Rahmani, Mahmoud

doi:10.22034/kps.2026.549458.1251

Presenting a Model of Employee Non-Participation in Iranian Government Organizations: An Application of the Integrated Approach of Theme Analysis and Fuzzy DEMATEL

Document Type : Original Research Manuscripts

Authors

Ashkan Ghanei ¹

Esmaeil Ghaderi ²

Mahmoud Rahmani ³

¹ Department Of Management, Sa.C, Islamic Azad University, Sanandaj, Iran.

² Department of Management, Sagh.C, Islamic Azad University, Saghez, Iran.

³ Department of Management, Sa.C, Islamic Azad University, Sanandaj, Iran.

10.22034/kps.2026.549458.1251

Abstract

The study aimed to develop a model of employee disengagement in Iranian government organizations. The research was applied in purpose, descriptive-analytical in nature, and conducted using a sequential mixed-method design. This study proposes a Non-Participation Model for employees in Iranian government organizations. Using Theme Analysis and Fuzzy DEMATEL the study identifies the main psychological, managerial, and cultural factors leading to employee disengagement and explains how these factors interact to create non-participation. In the qualitative phase, effective dimensions and components of disengagement were identified through semi-structured interviews with experts, and data were analyzed using thematic analysis and coding techniques. A researcher-developed questionnaire was administered, and data were analyzed using the fuzzy DEMATEL technique to determine cause–effect relationships and the degree of influence among components. Sampling was non-probability and continued until theoretical saturation. The quantitative phase involved academic experts in human resources and executive experts (senior and middle managers, supervisors) with a minimum of five years of experience in government organizations, selected through purposive non-probability sampling. Findings revealed a disengagement model based on six overarching dimensions and 26 components. The dimensions included: (1) lack of attention to optimal use of human resources (6 components), (2) neglect of cooperation and interactions (3), (3) lack of patronage and support (4), (4) neglect of a critical and empathetic culture (2), (5) lack of attention to employees’ psychological needs (5), and (6) weak guidance and leadership (6). The study further prioritized sub-criteria and outlined their interrelations, offering practical recommendations for government organizations.

Keywords

Employee disengagement

Government organizations

Theme analysis

Fuzzy DEMATEL

Subjects

Knowledge management

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