Analysis of the Impact of Sanctions on the Quality of Human Resource Management in the Hormozgan Ports and Maritime Administration with Emphasis on its Legal and Social Dimensions

Abstract

Economic sanctions, as a coercive tool in international relations, have consistently exerted extensive effects on various sectors of society and organizations, particularly on human resource management (HRM). This article aims to conduct an in-depth analysis of the impact of sanctions on the quality of HRM in the Hormozgan Ports and Maritime Administration, with specific emphasis on its legal and social dimensions. The present study is qualitative in nature, and through purposive non-probability sampling, data were collected via in-depth interviews with key staff members of the Hormozgan Ports and Maritime Administration. The findings indicate that sanctions have had both direct and indirect effects on all HRM processes, including recruitment and hiring, training and development, retention, and employee compensation. From a legal perspective, restrictions have led to challenges in access to modern technologies, international labor relations, and domestic legislation. In the social dimension, sanctions have resulted in reduced motivation, increased job stress, and, at times, a decline in employee morale. Ultimately, this study concludes that to maintain and enhance the quality of HRM under sanction conditions, it is necessary to adopt innovative approaches, focus on internal empowerment, and continuously improve employees’ welfare and legal status to strengthen organizational resilience.