Identifying the Causal Conditions of Succession Planning with a Human Resource Productivity Approach in the Airports Company of Iran

Abstract

Given the strategic role of this organization in managing the country’s air transportation infrastructure and its high dependence on specialized human capital, the establishment of a systematic framework for leadership continuity and productivity preservation is of critical importance. The present study was conducted with the aim of identifying and explaining the causal conditions of succession planning with an approach toward enhancing human resource productivity in the Airports and Air Navigation Company of Iran. In terms of purpose, the study is applied research, and in terms of methodology, it is a qualitative study based on grounded theory using the Strauss and Corbin paradigmatic approach. Data were collected through a review of scientific literature and semi-structured interviews with 12 associate professors and full professors in the field of public administration who had at least 10 years of specialized experience. Participants were selected through snowball sampling until theoretical saturation was achieved. Data analysis was conducted using open, axial, and selective coding with the aid of MAXQDA 2020 software. The findings revealed that more than 55 initial concepts could be categorized into four main themes, including shortage of replacement personnel and threats to organizational productivity, weaknesses in human resource infrastructure, environmental and professional changes, and inefficiency in the system of talent identification and promotion. In the final analysis, “threats to organizational productivity resulting from weak human resource infrastructure and shortage of replacement personnel” were identified as the core causal condition. This finding indicates that succession planning in this organization is not merely a developmental initiative, but rather a strategic response to operational, technological, and managerial challenges. The implementation of an integrated, merit-based, and knowledge-oriented system can therefore enhance human resource productivity and ensure the sustainability of organizational performance.