چشم انداز مدیریت دولتی

طراحی مدل تاب آوری منابع انسانی در شرایط بحران کرونا

نوع مقاله : پژوهشی (با رویکردهای آمیخته)

نویسندگان

1 دانشجوی دکتری، گروه مدیریت دولتی، دانشگاه پیام نور، تهران، ایران

2 دانشیار، گروه مدیریت دولتی، دانشگاه پیام نور، تهران، ایران.

3 استادیار، گروه مدیریت دولتی، دانشگاه پیام نور، تهران، ایران.

چکیده

هدف: طراحی مدل تاب­آوری منابع انسانی در شرایط بحران کرونا در شرکت ملی مناطق نفتخیز جنوب. 
طراحی/ روش‌شناسی/ رویکرد: در این تحقیق بنیادی-کاربردی از نظر هدف و توصیفی-پیمایشی از لحاظ روش، ابتدا با مروری عمیق بر ادبیات تاب­آوری منابع انسانی در قبل و بعد از دوره کرونا، با استفاده از روش فراترکیب، عوامل فردی، سازمانی و محیطی موثر بر تاب­آوری منابع انسانی و ابعاد آن استخراج گردید. پس از انجام مصاحبه با خبرگان، نتایج مطالعات مرحله قبل، تعدیل و مدل مفهومی ارائه و سپس با استفاده از پرسشنامه محقق­ساخته، مدل استخراج شده در جامعه مورد پژوهش در شرایط کرونا آزمون شد. پایایی پرسشنامه با استفاده از آلفای کرونباخ و روایی محتوایی آن بر اساس نظرات متخصصان تایید گردید. جامعه آماری، شامل 10000 نفر از کارکنان شرکت بوده که از میان آن، مطابق جدول مورگان، حجم نمونه 370 نفر تعیین شد.
یافته­های پژوهش: بر مبنای نظرات خبرگان، هفده بُعد برای عوامل فردی، سازمانی، محیطی و هفت بُعد برای تاب­آوری منابع انسانی در شرایط بحران کرونا در جامعه مورد پژوهش استخراج شد که مبنای مدل مفهومی گردید. با بهره­گیری از شاخص­های برازش، مدل­های اندازه­گیری، ساختاری و کلی مورد تایید قرار گرفت. ضمناً فرضیه­ها با استفاده از تحلیل مسیر، مثبت و معنادار گزارش شد.
محدودیت­ها و پیامدها: فقدان پژوهش­های مشابه در شرایط بحران کرونا، محدودیت­های ناشی از بحران کرونا در جهت مشارکت مناسب نمونه آماری.
پیامدهای عملی: طراحی مدل مناسب تاب­آوری کارکنان شرکت ملی مناطق نفتخیز جنوب در شرایط بحران کرونا جهت ارتقای اقدامات پیشگیرانه به منظور مقابله با بیماری کرونا.
ابتکار یا ارزش مقاله: طراحی مدلی برای تاب­آوری منابع انسانی و شناسایی ابعاد آن در محیط کار به همراه ارائه شاخص­های عملیاتی جهت پیاده­سازی در شرایط بحران کرونا
نوع مقاله: مقاله پژوهشی

کلیدواژه‌ها

عنوان مقاله [English]

Designing a Model of Human Resource Resilience in the Context of the Corona Crisis

نویسندگان [English]

  • isa silavi 1
  • Amir Hosain Amirkhani 2
  • Davod Gholamrezaei 3
  • Hasan Darvish 2

1 Ph.D. student, Department of public administration, Payam Noor University (PNU), Tehran, Iran

2 Associate Professor, Department of public administration, Payam Noor University (PNU), Tehran, Iran.

3 Assistant Professor, Department of public administration, Payam Noor University (PNU), Tehran, Iran.

چکیده [English]

Purpose: Designing a human resources resilience model in the context of the Corona crisis in the National Iranian South Oil Company.
Design/ methodology/ approach:  In this fundamental-applied research in terms of purpose and descriptive-survey in terms of method, first by review on the literature before and after Corona pandemic in the field of human resources resilience, individual, organizational and environmental factors and the dimensions of human resource resilience were extracted using the Meta-synthesis method. After conducting interviews with experts, the previous stage studies results, adjustments and conceptual model was presented. Then, using a researcher-made questionnaire, the extracted model was tested in the researched society under the conditions of Corona pandemic. The questionnaire reliability was confirmed using Cronbach's alpha and its content validity confirmed based on experts' opinions. The statistical population included 10,000 employees, according to Morgan's table; the sample size was determined 370 people.
Research Findings: Based on the experts’ opinions, seventeen dimensions for individual, organizational, and environmental and seven dimensions for the human resources resilience in the conditions of the Corona crisis in the researched society were extracted, which became the basis of the conceptual model. Using the fit indices, the measurement, structural and general models were confirmed. Furthermore, all seventeen hypotheses were reported as positive and significant using path analysis.
Limitations & Consequences: The lack of similar research in the Corona crisis conditions, the limitations caused by the Corona crisis in order to statistical sample suitable participation.
Practical Consequences:  Designing a suitable model for the NISOC employee’s resilience in the Corona crisis conditions to promote preventive measures to deal with covid-19 disease.
Innovation or value of the Article: Designing a model of human resources resilience and identifying its dimensions in the work environment along with providing operational indicators for implementation in the conditions of the Corona crisis. 
Paper Type: Research Paper

کلیدواژه‌ها [English]

  • Resilience
  • human resources
  • corona virus
  • oil industry
  1. Afshar, A., Fathi Ashtiani, A., Salimi, H., Ahmadi Tahor, M., & Zarghami, M.H. (2014). “Investigating effective factors on improving the psychological resilience of Naja operational forces”. Social Order Quarterly, 7(4), 32-65 [In Persian].
  2. Amiri, M., Alfat, L., Faizi, K., and Salehi Abarqaui, M.A. (2017). “Designing a model for organizational resilience”. Productivity Management, 11(44), 35-65 [In Persian].
  3. Askari, M., Gadami, A., Aminaei, R., & Rezazadeh, R. (2020). “Psychological dimensions of covid 19 disease and the psychological damage caused by it: a systematic review”. Educational Psychology Quarterly, 16(56), 167-177 [In Persian].
  4. Azadi, S., & Azad, H. (2011). “Investigating the relationship between social support, resilience and mental health of Shahid and self-sacrificing students of Ilam universities”. Veteran Medicine, 12(3), 48-58 [In Persian].
  5. Bardoel, E. A., Pettit, T. M., De Cieri, H., & McMillan, L. (2014). “Employee resilience: an emerging challenge for HRM”. Asia Pacific Journal of Human Resources, 52(3), 279–297.
  6. Bergmann,  (2019).“New Work New Culture: Work We Want and a Culture That Strengthens Us”. Winchester, UK; Washington, USA: John Hunt Publishing.
  7. Britt, T., Shen, W., Sinclair, R., Grossman, M., & Klieger, D. (2016). “How Much Do We Really Know About Employee Resilience?”. Industrial and Organizational Psychology, 9(2), 378-404.
  8. Caligiuri, P., De Cieri, H., & Minbaeva, D. (2020). “International HRM insights for navigating the COVID-19 pandemic: Implications for future research and practice”. Journal of International Business Studies, 51, 697–713.
  9. Carnevale, J., Hatak, I. (2020). “Employee adjustment and well-being in the era of COVID-19: Implications for human resource management”. Journal of Business Research, 216, 183-187.
  10. Cooke, F L., Cooper, B., Bartram, T., Wang, J., & Mei, H. (2016). “Mapping the relationships between high-performance work systems, employee resilience and engagement: a study of the banking industry in China”. The International Journal of Human Resource Management, 30(8), 1-22.
  11. Dehdashti Shahrokh, Z., & Aslani Afrashete, A. (2018). “The effect of creative atmosphere and customer knowledge management on organizational resilience in export companies”. International Business Management, 2(2), 65-93 [In Persian].
  12. Douglas, S. (2020). “Mitigating workplace adversity through employee resilience”. Strategic HR Review. ahead-of-print. 10.1108/SHR-06-2020-0063.
  13. Ebrahimi, A. (2019). “Designing a resilience model in crisis situations based on the institutionalization of organizational learning of managers and experts. Journal of Human Capital Empowerment, 2(2), 145-155 [In Persian].
  14. Ferreira, R., Buttell, F., & Cannon, C. (2020). “COVID-19: Immediate Predictors of Individual Resilience”. Sustainability, 12(16), 1-11.
  15. J. & Ledogar. R. J. (2008). “Resilience and Indigenous Spirituality: A
    Literature Review”. Pimatisiwin, 6(2), 47–64.
  16. Hamid, M., Abdul Wahab, S., Hosna, A., Hasanat, M., & Kamruzzaman, M. (2020). Impact of Coronavirus (COVID-19) and Employees’ Reaction to Changes on Employee Performance of Bangladesh”. The International Journal of Business & Management. 8(8), 34-43.
  17. Hartmann, S., Weiss, M., Newman, A., & Hoegl, M. (2019). “Resilience in the Workplace: A Multilevel Review and Synthesis”. Applied Psychology, 8(5). 69. 10.1111/apps.12191.
  18. Hashemi, L., & Jokar, B. (2011). “Investigating the relationship between spiritual excellence and resilience in university students”. Educational Psychology Studies, 8(13), 123-142 [In Persian].
  19. Hashemi, S., Akbari, A., Abbasi Asl, R., & Ardeshiri Alashti, R. (2018). “Factorial structure and psychometric adequacy of short form resilience scale”. New Psychological Research Quarterly, 13(51), 251-271 [In Persian].
  20. Hauser, S, T., & Allen, P, J. (2006). “Overcoming Adversity in Adolescence: Narratives of Resilience”. Psychoanalytic Inquiry, 26(4), 547- 568.
  21. Hazaveh, Z., Mardani Hamouleh, M., Seyed Fatemi, N., & Haqqani, S. (2020). “The impact of resilience training on the psychological empowerment of special care nurses”. Iranian Journal of Nursing, 33(123), 22-34 [In Persian].
  22. Henseler, J., Ringle, C. M., & Sinkovics, R. R. (2009). “The use of partial least squares path modeling in international marketing. In New challenges to international marketing”. Emerald Group Publishing Limited.
  23. Hiebert, B. (2006). “Creating A Resilient Workplace”. Avilabale at: https://www.researchgate.net/publication/252104994_Creating_A_Resilient_Workplace.
  24. Hosseini, A., & Jafari Baziar, F. (2019). “Organizational resilience from the perspective of employees and managers of the organization”. Scientific Quarterly Journal of Management Studies, 28(91), 9-30 [In Persian].
  25. Keyvan Ara, M., Shahpuri Arani, S., & Parhehi, H.R. (2013). “The relationship of organizational justice with job enthusiasm and positive organizational behavior of nurses with the mediating role of their individual career goals”. Iranian Journal of Nursing, 27(88), 22-33 [In Persian].
  26. Khosravi, M. & Nikmanesh, Z. (2014). “Relationship of Spiritual Intelligence with Resilience and Perceived Stress”. J. Psychiatry Behav, 8(4), 52–56.
  27. Kim, M., Perrewe, P., Kim, Y., & Kim, A. (2017). “Psychological capital in sport organizations: Hope, Efficacy, Resilience, and Optimism among Employees in Sport (HEROES)”. European Sport Management Quarterly, 17. 1-22. 10.
  28. Kinman, G., & Grant, L. (2011). “Exploring stress resilience in trainee social workers: The role of emotional and social competencies”. British Journal of Social Work, 41(2), 261–275.
  29. Lengnick-Hall, C. A., Beck, T. E., & Lengnick-Hall, M. L. (2011). “Developing a capacity for organizational resilience through strategic human resource management”. Human Resource Management Review, 21(3), 243–255.
  30. Lower, K., E. (2014). “Understanding Resilience and Happiness among College Students”, Master’s thesis, Middle Tennessee State University.
  31. Lyons, S., Schweitzer, L., & Ng, E. (2015). “Resilience in the modern career”. Career Development International, 20.
  32. Malik, A. (2013). “Efficacy, Hope, Optimism and Resilience at Workplace -Positive Organizational Behavior”. International Journal of Scientific and Research Publications, 3(10), 1-4.
  33. Manteghi, M., Tavakoli, G., Nazari, Y., & Kameli, A. (2015). “The mediating role of employee resilience and empowerment in the relationship between transformational leadership and innovative performance”. Organizational Behavior Studies, 5(1), 221-247 [In Persian].
  34. Mehranpour, M., Sayadi, S., Pourkiani, M., & Selajgeh, S. (2018). “Designing a human resource development model based on organizational values”. Iranian Management Sciences Quarterly, 13(13), 133-151 [In Persian].
  35. Mohammadi Shahroudi, H., Rahimnia, F., Malekzadeh, G. & Khodariyan, A. (2019). “Presentation of Organizational Resilience Pattern in Manufacturing Companies with Using the Grounded Theory Approach”. Public Management Research, 12(43), 111-134 [In Persian].
  36. Mousavi, S. A., Alwani, J., and Ghasemipanah, M. (2021). “Investigating the relationship between cognitive emotion regulation and emotional adaptation to stress and nervous tension”. Journal of Military Medicine, 23(9), 757-763 [In Persian].
  37. Muradzadeh, A., Zarei, K., & Heydarian, H. (2019). “The effect of social capital on promoting organizational resilience: explaining the mediating role of knowledge sharing related to the Covid-19 crisis”. Strategic management of knowledge management, 3(10), 87-112 [In Persian].
  38. Nastizaei, N., & Janabadi, H. (2015). “The relationship between organizational justice and positive organizational behavior and job enthusiasm”. Research in medical science education, 8(1), 12-21 [In Persian].
  39. Nastiezaie N., Jenaabadi H., Noruzikuhdasht, R. (2017). “The relationship between positive organizational behavior with organizational citizenship behavior and quality of work life among faculty members”. Iran Occupational Health, 14(3), 164-177 [In Persian].
  40. Nohi, S., & Nasimi, N. (2019). “The relationship between organizational atmosphere and humor, resilience and organizational commitment in the employees of Zanjan Cooperative Department”. The 8th scientific research conference of educational sciences and psychology (214-227), Tehran, July 2019 [In Persian].
  41. Parsamehr, A., Moosavi, S., Soltani, H., & Sanaie, M. (2020). “Factors Affecting Positiveness in Organizational Behavior at the Outbreak of Covid-19”. Medical journal of Mashhad university of medical sciences, 63(2), 2498-2510 [In Persian].
  42. Paul, H., Budhwar, P., & Bamel, U. (2019). “Linking resilience and organizational commitment: does happiness matter?”. Journal of Organizational Effectiveness: People and Performance. ahead-of-print. 10.1108/JOEPP-11-2018-0087.
  43. Pilehvari, N., & Alizadeh, N. (2019). “Designing a human resources resilience management model in the conditions of the Corona epidemic based on Islamic teachings with fuzzy riding”. Qur'an and Medicine Quarterly, 5(4), 50-57 [In Persian].
  44. Pirzadian, K. (2018). “Identifying factors affecting organizational resilience of employees at Ilam University”, Master's thesis, Ilam University [In Persian].
  45. Rees, C., Breen, L., Cusack, L., & Hegney, D. (2015). “Understanding individual resilience in the workplace: The international collaboration of workforce resilience model”. Frontiers in Psychology, 6.
  46. Saadat Talab, A., & Jafari, M. (2020). “Analysis of the role of spiritual vitality in the relationship between social capital and social support with the resilience of employees against the epidemic of Covid-19 in the era of social distancing”. Psychological Health Research Quarterly, 14(1), 115-129 [In Persian].
  47. Saforaei Parisi, S., & Saforaei Parisi, M.M. (2019). “The relationship between social support and resilience with the mediating role of life expectancy in corona patients”. Islamic Psychology Research, 3(1), 75-102 [In Persian].
  48. Sahni, D.J. (2020). “Impact of COVID-19 on Employee Behavior: Stress and Coping Mechanism during WFH (Work from Home) Among Service Industry Employees”. International Journal of Operations Management, 1(1),35-48.
  49. Salehi, A. (2014). “The impact of human resource policies on organizational resilience”, Master's Thesis, Allameh Tabatabai University [In Persian].
  50. Sedaqat, A., Danaei Fard, H., Kazemi, S., & Khaef Elahi, A. A. (1400). “Analyzing the strategies of Iran's government organizations to create resilience in employees during the Covid-19 pandemic: a qualitative research”. Iranian Public Administration Studies Quarterly, 4(3), 1-30 [In Persian].
  51. Seligman, M. (2011). “Positive psychology: an introduction”. American Psychologist, 55, 5-14.
  52. Shaheen, R. Bano, S. & Ahmed, J. (2022). “Organizational climate is a way to increase the employees’ wellbeing: in the presence of social undermining”. Indian Journal of Economics and Business, 14, 305-320.
  53. Skalski, S., Uram, P., Dobrakowski, P., & Kwiatkowska, A. (2020). “The link between ego-resiliency, social support, SARS-CoV-2 anxiety and trauma effects. Polish adaptation of the Coronavirus Anxiety Scale”. Personality and Individual Differences.
  54. L, Webber. R., & DeFrain, J. (2013). “Spiritual Well-Being and Its Relationship to Resilience in Young People: A Mixed Methods Case Study”, SAGE Open, 3(2).
  55. N, Tra. L, Huynh. H. T, Nguyen, H. H. & O’Mahony. B. (2021). “Enhancing resilience in the Covid-19 crisis: lessons from human resource management practices in Vietnam”. Current Issues in Tourism, 1-18.
  56. Taylor, Z. E., Doane, L. D., & Eisenberg, N. (2014). “Transitioning From High School to College: Relations of Social Support, Ego-Resiliency, and Maladjustment during Emerging Adulthood”. Emerging Adulthood. 2(2), 105-115.
  57. Todt, G., Weiss, M., & Hoegl, M. (2018). “Mitigating negative side effects of innovation project terminations: The role of resilience and social support”. Journal of Product Innovation Management, 35(4), 518–542.
  58. Tubbert S, J. (2016). “Resiliency in Emergency Nurses”. J Emerg Nurs, 42(1), 47-52.
  59. Varajao, J., Fernandes, G., Amaral, A., & Gonçalves, A. M. (2020). “Team Resilience Model: An Empirical Examination of Information Systems Projects”. Reliability Engineering System Safety,
  60. Varma, K., Reddy, S., & Kalpana, K. (2018). “Impact of Employee Resilience on Employee Performance through Positive Organisational Behavior; an Empirical analysis among the IT Employees”. International Journal of Pure and Applied Mathematics, 24, 1-12.
  61. Youssef, M, C., & Luthans, F. (2007). “Positive Organizational Behavior in the Workplace: The Impact of Hope, Optimism, and Resilience”. Journal of Management, 33. 774-800.
  62. Zarei Metin, H. (2017). “Management of advanced organizational behavior”. Tehran: Aghah [In Persian].
  63. Zhu, Y., Zhang, S., & Shen, Y. (2019) “Humble Leadership and Employee Resilience: Exploring the Mediating Mechanism of Work-Related Promotion Focus and Perceived Insider Identity”. Psychol. 10:673.
  64. Zimmerman, B. J., & Cleary, T. J. (2006). “Adolescents' development of personal agency: The role of self-efficacy beliefs and self-reulatory skill”. In F. Pajares, & T. C. Urdan, Self- efficacy beliefs in adolescents. Greenwich: Information Age Publishing.
چشم انداز مدیریت دولتی
دوره 14، شماره 3 - شماره پیاپی 55
1402
صفحه 61-87