Good governance indicators are used today as a measure of governance in different countries of the world, and countries are evaluated and ranked based on its defined indicators. Public human resource policies and processes have more potential and opportunity to improve good governance indicators and conversely good governance indicators have the capacity of covering public human resource management issue. The main question of the research is what is the consequences model of Public Human Resource Management alignment with good governance indicators? Designing the model and formulating a theory with a multi-grounded theory approach - a combined method of induction and deduction - using a semi-structured interview tool and then undergoing theoretical adaptation to existing relevant theories (deduction), empirical validation were obtained. The statistical population includes executive and academic experts in the field of public human resource management of Iran and good governance, and snowball sampling (Purposeful) have been used. Based on the findings of this study, the results of alignment of public human resource management with good governance indicators can be counted from the overall dimensions of quality of life and public benefit, which then quality of life components includes service quality and quality of work life.
