Designing a Strategic Model to Improve Organizational Embeddedness in Iranian Knowledge-Oriented Companies Using Interpretive Structural Modeling
Keywords:
Organizational embeddedness, knowledge-oriented companies, interpretive structural modeling, man resource management, knowledge workersAbstract
The present study aimed to design a strategic model for improving organizational embeddedness in Iranian knowledge-oriented companies using the interpretive structural modeling approach. This applied study employed a mixed qualitative–quantitative design. In the qualitative phase, a systematic review and thematic analysis were used to identify the factors affecting the organizational embeddedness of human resources in knowledge-oriented companies. Initially, 178 articles were identified; after screening, 27 eligible articles were selected and appraised using the Critical Appraisal Skills Program criteria. Qualitative data were analyzed through open and axial coding. In the quantitative phase, interpretive structural modeling was applied to determine the relationships among the extracted indicators. The expert panel consisted of 20 academic and organizational specialists selected through judgmental sampling. Data were collected using a structural self-interaction matrix and analyzed through ISM procedures in MATLAB. The thematic analysis resulted in the identification of 59 basic themes and 16 organizing themes. The interpretive structural modeling analysis produced a seven-level model. Job satisfaction was positioned at the first level. Meritocracy, individual development, and individual and organizational strategies were placed at the second level. Teamwork and participation, evaluation and monitoring system, social status of knowledge-based companies, job analysis, and knowledge management were located at the third level. Organizational structure of knowledge-oriented companies formed the fourth level, while characteristics of knowledge-oriented companies were placed at the fifth level. Organizational links, human resource management, and leadership were positioned at the sixth level. Work environment and the nature of jobs in knowledge-oriented companies were located at the seventh level and were identified as the most influential components of the model. The findings indicate that improving organizational embeddedness in knowledge-oriented companies requires strategic attention to work environment and job nature as the primary driving factors, followed by strengthening leadership, human resource management, and organizational links. The proposed model can guide managers in prioritizing interventions aimed at retaining knowledge workers, reducing turnover intention, and enhancing the stability of human capital in Iranian knowledge-oriented companies.
Downloads
References
Abd Yaser, H. A., Esmaeili, M., Al-Shabani, H. F. H., & Nasr Esfahani, D. (2025). Designing a model of the effect of job embeddedness on job isolation among physical education teachers in Iraq with the mediating role of organizational commitment. Sociology of Education, 11(4), 1-13.
Ampofo, E. T., & Karatepe, O. M. (2022). The effects of on-the-job embeddedness and its sub-dimensions on small-sized hotel employees' organizational commitment, work engagement and turnover intentions. International Journal of Contemporary Hospitality Management, 34(2), 509-533. https://doi.org/10.1108/IJCHM-07-2021-0858
Block, P., & Jonsson, J. O. (2025). The socio-organisational embeddedness of work-life mobility. Research in Social Stratification and Mobility, 97, 101032. https://doi.org/10.1016/j.rssm.2025.101032
Carleton, K. (2022). How to motivate and retain knowledge workers in organizations: A review of the literature. International Journal of Management, 28(2).
Dehghanizadeh, M., Kheirandish, M., & Kheirandish, H. (2024). Factors affecting employees' counterproductive behavior in organizations, with emphasis on the role of organizational embeddedness, emotional intelligence, and psychological ownership. Productivity management, 19(72), 245-273.
Ghaedamini Harouni, H., & Mahsan. (2025). The effect of knowledge-oriented leadership on employees' innovative performance through knowledge sharing and work participation in manufacturing companies of Chaharmahal and Bakhtiari Province. Knowledge Studies Journal, 4(2), 46-66.
Ghosh, D., Gonzalez, J. A., Van Knippenberg, D., & Rodriguez, R. A. (2025). Ethnic dissimilarity, ethnic status, and organizational embeddedness: Climate for inclusion as double-edged sword. Journal of Business and Psychology, 1-13. https://doi.org/10.1007/s10869-025-10038-3
Handayani, R., Nurendari, I. P., & Bastian, A. (2024). Organizational embeddedness moderation on the effect of organizational trust on workplace deviance. Jurnal Ekonomika Dan Bisnis, 4(4), 515-519. https://doi.org/10.47233/jebs.v4i4.1880
Hasanabi, M. A., Akhavan Anvari, M. R., & Ebrahimi, E. (2025). Professional self-efficacy and job embeddedness: The mediating role of job crafting and the moderating role of perceived organizational support. Organizational Behavior Studies, 14(3).
Hashemzehi, R., Najafbeigi, R., & Zabihi, M. (2021). Designing a model of knowledge-worker turnover in the Khorasan Razavi Petroleum Products Distribution Company. Strategic studies in the oil and energy industry(47), 23-39.
Ilmia, A., & Arquisola, M. (2022). Is the Indonesian millennial workforce attracted to companies with Green HRM strategies? International Journal of Applied Business Research, 4(02), 100-114. https://doi.org/10.35313/ijabr.v4i2.260
Karimi Taher, R., Mirsepasi, N., Momeni, M., & Memarzadeh, G. (2021). Factors affecting the retention of knowledge workers in scientific and research centers of the Army of the Islamic Republic of Iran using a fuzzy analytic hierarchy process approach. Military Management Journal, 1-30.
Khademi, K., & Sahebkar Khorasani, S. M. (2022). Presenting a human resource management model for knowledge-based and innovative companies. Management Research in Iran(3), 70-93.
Masouminejad, F., Farrokh Seresht, B., Alvani, S. M., & Taghipourian Gilani, M. J. (2021). Modeling the drivers of organizational vitality among knowledge workers using thematic analysis. Quarterly Journal of Development and Transformation Management(47), 11-22.
Mehmood, S. A., Malik, A. R., & Akhtar, M. S. (2021). Organizational justice, psychological ownership and organizational embeddedness: A conservation of resources perspective. International Journal of Manpower. https://doi.org/10.1108/IJM-06-2020-0296
Mehmood, S. A., Malik, A. R., Nadarajah, D., & Saood Akhtar, M. (2023). A moderated mediation model of counterproductive work behaviour, organisational justice, organisational embeddedness and psychological ownership. Personnel Review, 52(1), 183-199. https://doi.org/10.1108/PR-05-2021-0330
Moeinian, B., Elyasi, M., Bamdad Soufi, J., & Seyed, N. (2021). Designing a model for retaining knowledge workers in manufacturing knowledge-based companies: Case study of ICT and biotechnology companies. Sustainable Human Resource Management(4), 92-111.
Moghani, M., Karimianpour, G., Nazari, & Hasani. (2025). Investigating the mediating role of job embeddedness in the relationship between servant leadership and talent management with employees' work engagement. Applied Educational Leadership, 6(4), 191-204.
Mohammadrezaei, M., Sarlak, M. A., & Faghihi, A. (2021). Identifying and ranking challenges of knowledge-worker productivity evaluation using the fuzzy Delphi method and fuzzy analytic hierarchy process: Case study of knowledge-based companies. Management in Islamic University, 10(2), 383-398.
Mohammadzadeh, M., Sabokro, M., & Esmailzadeh, M. (2023). Identifying factors affecting the retention of knowledge human resources: Case study of Imam Javad Non-Profit Higher Education Institute. Sustainable Human Resource Management, 98-120.
Muzam, J. (2022). The challenges of modern economy on the competencies of knowledge workers. Journal of the Knowledge Economy. https://doi.org/10.1007/s13132-022-00979-y
Nasehifar, V., & Dehdashti Shahrokh, M. (2025). Presenting a model for marketing knowledge-based business services. Business Reviews, 23(132), 41-64.
Oskarsdottir, H. G., Oddsson, G. V., Sturluson, J. T., & Saemundsson, R. J. (2022). Towards a holistic framework of knowledge worker productivity. Administrative Sciences, 12, 50. https://doi.org/10.3390/admsci12020050
Ranjbar, M., & Azad, M. (2021). Investigating the effect of the human resource retention system on productivity improvement in Parsian Gas Refining Company. Quarterly Journal of Human Resource Training and Development, 2(2), 1-12.
Sarfarazi, B. E., Yaghoubi, N., Mohammadi, M., & Jarrahi, J. (2022). Identifying the effective factors contributing to talent management in knowledge-based companies with a focus on knowledge worker retention. Journal of Productivity Management, 16(60), 77-107.
Sarfarazi, B. E., Yaghoubi, N. M., Mohammadi, M., & Jarrahi, J. (2022). Presenting a model of factors affecting talent management in knowledge-based companies with emphasis on knowledge-worker retention. Productivity management, 16(60), 77-107.
Sheidaee, S., Philsoophian, M., & Akhavan, P. (2022). The effect of intra-organizational knowledge hiding on employee turnover intentions: The mediating role of organizational embeddedness: A case study of knowledge workers of IRIB. Journal of Organizational Effectiveness: People and Performance, 9(3), 422-448. https://doi.org/10.1108/JOEPP-05-2021-0131
Shoarbaf Eidgahi, M., Malekzadeh, A., & Pouya, G. (2021). Identifying personality characteristics of knowledge workers. Journal of Transformation Management(25), 109-134.
Singh, R. (2020). Organisational embeddedness as a moderator on the organisational support, trust and workplace deviance relationships. Evidence-based HRM: a Global Forum for Empirical Scholarship, 8(1), 1-17. https://doi.org/10.1108/EBHRM-03-2019-0025
Soltaninejad, M. F., Farahbakhsh, M., & Aminizadeh, F. (2024). Investigating the effect of human resource management activities on employees' turnover intention and job satisfaction with the mediating role of organizational commitment: A case study of Gohar Zamin Sirjan Company. Management Science Research, 179-190.
Wang, Y., Wu, C., Tian, X., & Zhu, Y. (2022). Leader-follower psychological capital congruence and work outcomes: The mediating role of organizational embeddedness. Leadership & Organization Development Journal, 43(4), 563-579. https://doi.org/10.1108/LODJ-06-2021-0300
Downloads
Published
Submitted
Revised
Accepted
Issue
Section
License
Copyright (c) 2025 Mohsen Seidi, Ruholah Sohrabi (Author)
This work is licensed under a Creative Commons Attribution-NonCommercial 4.0 International License.
