Designing a Fair Human Resource Management Model (Fuzzy – Crisp Approach)

This paper examines the relations between all functions of human resource management and the three dimensions of organizational justice perception (distributive, procedural and interactional justice) by a holistic approach e with no background in human resource studies. The article is intended to provide a just model for human resource evaluation to explain the the effect of each of the human functions. This survey research is conducted within three Iranian Banks (Melat, Tejarat and keshvarzi). The fair human resource management indexes was confirmed by confirmatory factor analysis and the model was tested by the structural equations method. we applied a fuzzy measurement of justice perception too; therefore, we had two different scores of justice perception: the crisp and fuzzy scores. The relation of the human resource management functions and the crisp and fuzzy justice perception were tested in two separate structural equations models, which indicated significant difference between these two models. The outcomes of this research contain a set of systematic human resource factors affecting the employees’ justice perception, and helps the managers and organizational researchers increase the commitment and motivation of employees who are the most important strategic source of organizations.