الگویی برای تاب¬آوری کارکنان (شواهدی از سازمانهای ایرانی)
محورهای موضوعی : مدیریت دولتی
عیسی سیلاوی
1
,
امیرحسین امیرخانی
2
*
,
داود غلامرضایی
3
,
حسن درویش
4
1 - دانشجوی دکتری، گروه مدیریت 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
4 - دانشیارگروه مدیریت دولتی، دانشگاه پیام نور، تهران، ایران
کلید واژه: تاب¬آوری, کارکنان, صنعت نفت.,
چکیده مقاله :
هدف از پژوهش حاضر که یک پژوهش کاربردی از نظر هدف و توصیفی-پیمایشی از لحاظ روش است، ارائۀ الگوی تاب¬آوری کارکنان در شرکت ملی مناطق نفت‌خیز جنوب مستقر در اهواز می باشد. روال تحقیق به این شکل بود که با مرور ادبیات تاب‌آوری کارکنان به روش فراترکیب ابعاد تاب¬آوری کارکنان احصا گردید. در مرحلۀ بعد با خبرگان به صورت هدفمند مصاحبه هایی صورت گرفت. بر مبنای نظرات خبرگان هفت بُعد برای تاب¬آوری کارکنان در جامعه مورد پژوهش استخراج شد. بر همین مبنا الگوی مفهومی تحقیق طراحی گردید. بر مبنای این مراحل پرسش‌نامه‌ای جهت سنجش الگوی مورد نظر به صورت محقق ساخته طراحی گردید. برای بررسی پایایی پرسش‌نامه، از ضریب آلفای کرونباخ و برای بررسی روایی محتوایی آن، از نظر متخصصان مربوطه بهره گرفته شد. جامعه آماری تحقیق به تعداد 10000 نفر از کارکنان بوده که بر مبنای روش نمونه¬گیری تصادفی ساده، حجم نمونه 373 نفر تعیین شد. تحلیل داده ها با استفاده از نرم¬افزارهای SPSS22 و SmartPLS3 صورت گرفت. الگوهای اندازه¬گیری، ساختاری و کلی با بهره¬گیری از شاخص¬های برازش الگوها و فرضیه¬ها با استفاده از تحلیل مسیر، مثبت و معنادار گزارش شد.
The aim of the current study, which is an applied research in terms of purpose and a descriptive-survey in terms of method, is to provide a model of employee resilience in the National Company of Southern Oil-Bearing Regions located in Ahvaz. In this research, first, through reviewing the related literature on employee resilience, the dimensions of employee resilience were identified using the meta-synthesis method. In the next stage, targeted interviews were conducted with experts. Based on the opinions of the experts, seven dimensions were extracted for the resilience of employees in the research society. Finally, the conceptual model of the research was designed. Additionally, a researcher-made questionnaire was designed to evaluate the desired model. Cronbach's alpha coefficient was used to check the reliability of the questionnaire and its content validity was confirmed by the relevant experts. The statistical population of the research was 10,000 employees, and based on the simple random sampling method, the sample size was determined to be 373 people. The data analysis was done using SPSS22 and SmartPLS3 software. Measurement, structural and general models were reported to be positive and significant by using the fit indices of models and hypotheses using path analysis.
Key Words: resilience, employees, oil industry.
1.Introduction
With the outbreak of Covid-19, everyone is on some sort of alert. Employees worry about their jobs and how to take care of their children if they or their family members get sick. The impact of this experience on employees depends on individual characteristics and experiences, and social and economic conditions of the family, society, etc. Individual responses may be similar to those seen in people who have experienced other traumas such as war, assault, or hurricanes. Those who respond most strongly to this crisis are likely to be those with pre-existing mental health conditions. One of the concepts that was formed under the influence of positive organizational behavior in the field of organizational behavior is the structure of psychological capital, one of whose dimensions is resilience. In order to reduce the stress caused by the spread of the corona disease, useful psychological variables such as resilience can play an adaptive role, because the presence of resilience in people can be one of the effective variables in reducing the stress and anxiety caused by the corona crisis. A study showed that resilience was the best predictor of dealing with the threats caused by Covid-19. In this regard, the current research has been conducted with the aim of providing a model for employee resilience.
- Literature Review
The word resilience is derived from the Latin word Resilio which means "jumping back", which can be defined as the ability to quickly recover from various and possibly harmful conditions. Although the definitions presented in different fields are different, they all revolve around a common axis: "the ability and capacity to return to a stable state after a disturbance". Meredith et al. (2011) reviewed the extensive literature on resilience and noted that previous researchers have provided 104 definitions of this construct. Some definitions of resilience refer to it as the capacity in people, others as the ability of people to maintain stable performance against a very stressful or traumatic event, and others indicate growth and positive changes after an adverse event. Resiliency in the work environment is now recognized as a characteristic and it is one of the characteristics of employees who deal well with the pressures and limitations of the modern work environment. The responsibility of those in leadership roles is to create an atmosphere in the work environment that promotes well-being and facilitates resilience. Intense and unpleasant demands put too much pressure on people, especially when the demands are non-stop and there is not enough time to restore balance. Employee resilience is more than a simple adaptation, it is a transformational process in which employees tend to respond positively, maintain resilience, keep an open mind, and improve in a constantly changing business world.
- Methodology
The current research is in terms of purpose is fundamental-applied and in terms of method is a descriptive survey. The research strategy is of a mixed-methods type, in the sense that in order to reach a consensus of opinion regarding the components and factors affecting the resilience of human resources in the conditions of the Corona crisis and to design the questionnaire, both the meta-composite and Delphi techniques, that is, the qualitative and quantitative methods were used to analyze the data. The research in the qualitative part was carried out in two steps. In the first step, through Sandolowski and Barroso's seven-step metacombination method, human resource resilience models were examined in theoretical foundations. At this stage, the initial conceptual model was extracted. In the second step, using the results of the first step, the proposed model was modified based on the opinions of the experts using the Delphi method. Kendall's coordination coefficient was used to determine the level of consensus among members. After three rounds of Delphi, a consensus was reached regarding the variables, dimensions and components, and the Delphi process ended with the final approval. The variables, dimensions and components that have been agreed upon by the experts were operationally tested in the quantitative section based on relevant indicators. To measure the variables used in the conceptual model of the research, a researcher-made quantitative questionnaire was used. The statistical population consisted of 10,000 employees of the National Company of Southern Oil-Producing Regions, and based on Morgan's table, 373 people were selected randomly as a statistical sample. To analyze the data collected in a wider society and the generalizability of the findings, descriptive and inferential statistical methods including the Kalmogorov-Smirnov test, path analysis and confirmatory factor analysis through SPSS26 statistical software and SmartPLS3 were used.
4- Result
First, through a deep and detailed review of the previous domestic and internationbal researches and existing literature in the field of human resource resilience, and with the help of the seven-step metacombination method of Sandlovski and Barroso, the researcher succeeded in extracting 31 dimensions in three categories of individual, organizational and effective environment related to human resources resilience, with 7 dimensions and 35 components of this resilience. After conducting semi-structured interviews with experts, the results of the studies of the previous stage were modified and the conceptual model of the research was presented. Kendall's coordination coefficient in triple rounds was 0.046, 0.054 and 0.053, respectively. In total, out of 66 initial items, 41 items were agreed upon by the experts. Regarding the remaining items, appropriate indicators were compiled for each of the items which were considered as the basis for measuring the model in the quantitative part. A total of 129 indicators were developed to measure the conceptual model of the research in the quantitative part. After appropriate fitting of the measurement, structural and general models, the research hypotheses were tested and confirmed with the help of path analysis. Based on Friedman's ranking test, the research variables were ranked separately for each factor.
- Discussion
Reviewing the present study reveals that the researcher has responded the research questions as much as possible and has reached the predetermined goals in an acceptable and reasonable manner. Considering that the main focus of the resilience research is at the organizational and national level, examining resilience at the level of employees of an organization can open a new horizon for researchers as well as those involved in the studied organization. The field of resilience has already been investigated at different levels, but it has not been done under the conditions of the disease caused by the corona virus or similar conditions. Designing a model for the resilience of employees and identifying its dimensions in the work environment of Iranian organizations along with operational indicators for its implementation in the organization, during Coronavirus pandemic with severe lack of previous research, is the main innovation of this research. The model resulting from this research is a completely new model designed based on the special structure of this study.
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