مهدی ابراهیمی بلانی

The purpose of the current research is to provide a native pattern of human resources retention in the National Iranian Oil Company by using the opinions of experts, which is implemented using a mixed (qualitative and quantitative) method. This research is oriented in the applied research category, in terms of positivist research philosophy, in terms of inductive research approach, and in terms of purpose, it is a descriptive and discovery research. In the qualitative stage, using semi-constructive interviews with ۱۵ experts aware of the issue of human resources retention of the National Iranian Oil Company and reached the saturation stage, In the analysis of qualitative data, the method of theme analysis and qualitative analysis software MAXQDA ۲۰۱۸ version ۲ were used. After conducting an in-depth interview with experts in the field of human resources of the National Iranian Oil Company and by carefully studying the sentences and terms of the interviews, ۴۴۴ descriptive codes were extracted, which consisted of four dimensions and ۴۳ components. The dimensions of retention include job attitudes, quality of work life, empowerment and motivation. Dimension of job attitudes including commitment, job satisfaction, job attachment, etc., dimension of quality of work life including work-life balance, geographic area of ??work, managerial stability, etc., dimension of empowerment including training and development, job rotation, Delegation of authority, etc., the dimension of motivation included respect and appreciation, evaluation of fair performance, merit system, etc., In the quantitative stage of the research, using a pairwise comparison questionnaire and the components of human resources retention were prioritized, in order to measure the quantitative values ??and relationships between the total and the components of human resources retention, a researcher-made questionnaire with a reliability coefficient of ۰.۹۴ is used. It was found that after distributing the questionnaires, ۴۷۳ questionnaires were collected and their data was analyzed. The correlation test between the score and the retention of human resources indicated a positive and significant relationship between the two dimensions of job attitudes and quality of work life. Also, the results of the independent t-test and one-way analysis of variance (ANOVA) show a significant difference in the dimensions of human resources retention in National Iranian Oil Company based on demographic variables.