Structural Factors of Administrative Corruption in the View of Imam Ali (PBUH) and Their Ranking Using Analytic Hierarchy Process (AHP)

Introduction and Objectives: Administrative corruption is one of the most significant challenges impacting public trust, organizational efficiency, and transparency in government institutions. This issue arises and intensifies due to multiple factors, including inefficient structures, as well as cultural, social, political, and economic issues. From the perspective of Islamic teachings—especially the Nahj al-Balagha and the words of Imam Ali (PBUH)—addressing corruption through understanding and reforming structures and reinforcing ethical principles is essential. In Nahj al-Balagha, directives on justice, meritocracy, accountability, employee welfare, and eliminating discrimination provide valuable guidelines for combating corruption.
This study aims to identify and analyze the structural factors contributing to administrative corruption and proposes an applicable model for prevention based on the teachings of Imam Ali (PBUH). Utilizing the Analytic Hierarchy Process (AHP) and expert opinions, these factors are identified and ranked in order of priority. The objective of employing this method is to offer a systematic solution for improved administrative governance and reform based on Islamic viewpoints. This research highlights that reforming administrative structures and clarifying processes related to recruitment, selection, and oversight can lead to a more robust and efficient system with minimized potential for corruption.
Methodology: This research employs a mixed approach, comprising both descriptive and quantitative-analytical components. In the first phase, which focuses on identifying and analyzing theoretical foundations, a descriptive method is applied. This stage includes an in-depth review of Islamic sources, particularly Nahj al-Balagha, to identify and gather teachings relevant to administrative corruption. The guidance of Imam Ali (PBUH) regarding combating corruption and strengthening ethical principles within administrative systems is analyzed and categorized, particularly teachings that emphasize meritocracy, justice, effective oversight, and employee welfare.
In the second phase, to rank the identified factors, the Analytic Hierarchy Process (AHP) method is employed. AHP, as a tool for analyzing complex, multi-criteria decisions, enables the comparison and prioritization of various criteria and indicators. In this study, Expert Choice software was used for AHP calculations, and the required data were gathered through interviews with experts in administrative, Islamic, and social fields. This method is particularly suitable for this study as it allows for converting qualitative opinions into quantitative data, enabling the prioritized identification of influential factors. Finally, qualitative indicators were converted into quantitative coefficients, and the ranking of factors contributing to administrative corruption was determined.
Results: The study’s findings revealed that among the various factors, structural factors have the greatest impact on the emergence of administrative corruption and directly contribute to creating further challenges. Among the identified structural factors, the flawed recruitment and selection system holds the highest importance coefficient (0.417) and is recognized as the primary structural factor influencing administrative corruption. These findings indicate that selecting and appointing employees based on personal connections rather than qualifications requires urgent reform, as this not only leads to internal corruption but also paves the way for other forms of corruption to proliferate.
In second place, inadequate compensation for employees was assigned an importance coefficient of 0.229. This finding suggests that insufficient wages and benefits can undermine employees’ motivation to adhere to ethical standards, prompting them toward corrupt behaviors. In essence, a lack of adequate financial support for employees may lead them to engage in illegal activities to meet their personal needs.
The third factor, an ineffective performance evaluation system (importance coefficient: 0.196), indicates inefficiencies in accurately assessing the performance of employees and managers. The lack of transparency and inefficacy in evaluations can demotivate competent employees, while in some cases promoting unqualified individuals, which itself fosters administrative corruption.
In fourth place, gaps in oversight carry an importance coefficient of 0.158. The absence of strong, comprehensive monitoring systems allows employees and managers to exploit public resources. Weak and non-transparent oversight creates a favorable environment for the emergence and spread of corruption. Therefore, establishing a comprehensive oversight structure can significantly improve administrative health.
Discussion and Conclusion: The analysis of findings shows that structural factors play a critical role in the development and spread of administrative corruption and are in dire need of reform. Islamic teachings, particularly the guidance of Imam Ali (PBUH), underscore the importance of a healthy administrative structure. Imam Ali (PBUH) in Nahj al-Balagha emphasizes principles such as meritocracy in recruitment and selection, adequate support for employee welfare, effective oversight, and fair evaluations—all of which have been identified as influential factors in this study. From this perspective, administrative structure reforms must be prioritized to combat administrative corruption effectively.
This study highlights the application of AHP as a scientific tool for ranking and prioritizing corruption-related factors. The use of AHP allows for a precise examination and multi-criteria comparison between different factors, enabling policymakers and managers to take appropriate actions based on scientifically derived priorities. Furthermore, AHP provides the ability to convert qualitative data into quantitative outcomes, yielding accurate results for better data analysis and management.
Based on the results of this study, it is recommended that policymakers and organizations' managers focus on reforming recruitment and selection systems, improving compensation structures, and establishing transparent systems for oversight and performance evaluation to reduce and manage corruption. Additionally, attention to ethical and cultural teachings can serve as an effective complement to structural reforms, thereby strengthening the integrity of the administrative system.