Designing the model of flexibility of human resources in the conditions of merger in Iran's government organizations

Subject Areas : مدیریت

Nasrin Jazani ¹ , nahid azimian ² , javad mehrabi ³

1 - Associate Professor Department of Business Administration, Faculty of Management and Accounting, Tehran Branch, Shahid Beheshti University, Tehran, Iran
2 - 1. Ph.D. Student, Department of Public Administration, Qazvin Branch, Islamic Azad University, Qazvin, Ira
3 - 3. Assistant Prof, Department of Public Administration, Qazvin Branch, Islamic Azad University, Qazvin, Iran

Received: 2024-02-28 Accepted : 2024-04-24 Published : 2024-04-25

Keywords: Flexibility, human resources, merger strategies, structural equations, government organizations,

Abstract :

Nowadays, the flexible human force is the most important factor in responding to changes in the external environment, and after that, among the various strategies for the growth and development of organizations, mergers and acquisitions have become increasingly popular. The purpose of the present study is to provide a model of flexibility of human resources in the conditions of integration. The research method is practical in terms of its purpose. The present research is mixed. The participants of the research are human resources specialists and experts who worked in the ministries of sports and youth before and after the merger, and university experts including professors in the field of human resources who have been teaching and researching in this field for at least 10 years. give In the current research, among the types of mixed research methods, an exploratory design of categorization type was used. In this project, qualitative data was first obtained through structured interviews, and in the second step, we will examine the relationships between indicators and factors of the model using interpretive structural modeling, and then use the Mic-Mc matrix to examine the degree of dependence and influence of each factor. One of the factors will be discussed. The presented model of the flexibility of human resources in the conditions of integration has 6 main themes, 21 sub-themes and 41 sub-indices and three levels of strategy (management, personnel, adjustment and proportionality).the management after the merger.

References:

[1] ابراهیمی ، الهه ،‌غفوریان ،شاگردی ،امیر،آبیاغی اصفهانی ،سعید ،غفوریان ،شاگردی،محمدسجاد (1399).ارتباط بین مدیریت منابع انسانی الکترونیک ،انعطاف پذیری منابع انسانی و خلق مزیت رقابتی در خدمت بیمارستانی .نشریه مدیریت سلامت دوره 23.شماره 3
[2] صحت، سعيد؛ ایزدپناه، بهروز و قرباني پاچي، عقيل (1398). اثر انعطاف پذیری منابع انساني بر اثربخشي سازماني با نقش ميانجي رفتار شهروندی سازماني در بيمه ایران . مجله مدیریت بهر ه وری

[3] اسگندري، غلامرضا؛ بهلولي، نادر؛ رحيمي، غلامرضا و حجتي، سيدعبداله (1400). طراحي مدل مفهومي انعطاف پذيري منابع انسانی ، 37 براي سازمان تأمين اجتماعي. فصلنامه علمي مطالعات بين رشت هاي دانش راهبردي، 9

[4] آیباغی اصفهانی، سعید، غفوریان شاگردی، امیر، ابراهیمی، الهه، (1398)، بررسی تاثیر نظام جبران خدمات مبتنی بر عملکرد و بازاریابی داخلی بر انعطاف پذیری منابع انسانی هتل ها، گردشگری و توسعه، سال هشتم، شماره دوم، صص 186-169.

[5] جلیلی، اسماعیل، مشبکی، اصغر، خدادادحسینی، سید حمید، آذر، عادل، (1398)، طراحی مدل اجرای استراتژی ادغام سازمان های دولتی ایران، پژوش های مدیریت در ایران، دوره 23، شماره 2، ص 181-151.
[6] شاه محمدی مهرجردی، مرضیه؛ بردبار، غلامرضا(1395).ارائه الگوی تأثیر انتقال و یکپارچه سازی دانش بر انعطاف پذیری منابع انسانی، پژوهش های مدیریت منابع انسانی. شماره 23 .بهار 1395

[7] عدنان راد، مژگان؛ سيدنقوي، ميرعلي و واعظي، رضا (1401).آسيب شناسي فرايندهاي مديريت منابع انساني از منظر انعطاف پذيري با رويكرد داده بنياد در بخش دولتي، پژوهش های مديريت عمومي
[8] علی زاده ،‌مهدی ،‌مینایی،‌یاسر(1401). فراتحليل پيشايندها و ره آوردهاي انعطافپذيري منابع انساني.فصلنامه مطالعات منابع انسانی .
[9] گودرزي، فاطمه؛ دانشفرد، كرم اله؛ طاهري گودرزي، حجت و عباس زاده، يدالله (1401). طراحي الگوي انعطاف پذيري منابع انساني ،سازمان هاي دولتي. نشريه علمي مطالعات مديريت منابع انساني

[10] ملکی امیری، فاطمه، نبوی چاشمی، سیدعلی، معماریان، عرفان، (1400)، تببین نقش ویژگی های شرکت بر منابع تامین مالی ادغام و اکتساب .نشریه سلسله مراتبی، دانش مالی تحلیل اوراق بهادار، سال چهاردهم، شماره پنجاهم.

[11] نظیف کار، سحر؛ اميري، مجتبي و قلي پور، آرين (1401) .ارائه مدل خودتوانمندسازي كاركنان بهداشت و درمان حوزه سلامت ، فصلنامه مطالعات منابع انساني.

[12] Acquah, Tyse Adwoa Asantewaa Xing, Hui, (2021), Female Leadership as a Moderator on Human Resource Flexibility Affecting Firm Performance. Journal of Human Resource Management. Vol. 9, No. 3, 2021, pp. 94-101. doi: 10.11648/j.jhrm.20210903.16.

[13] Al-Saidi, Muayad, Ala'a, Hasan, (2020), The Effect of E-HRM on the Human Resources Flexibility in the Organization, Analytical research of the opinions of a sample of Iraqi university staff SST-3395, Solid State Technology Volume: 63 Issue: 6.

[14] Alghamdi, F. (2018). Ambidextrous Leadership,
[15] Ambidextrous Employee, and the Interaction between Ambidextrous Leadership and Employee Innovative Performance. Journal of Innovation and Entrepreneurship, 7(1), 1–14
[16] Bauer, F., Rothermel, M., Tarba, S. Y., Arslan, A., & Uzelac, B. (2019). Marketing integration decisions, intermediate goals and market expansion in horizontal acquisitions: How marketing fit moderates the relationships on intermediate goals. British Journal of Management. https://doi.org/10.1111/1467-8551.12364

[17] Boudreau John Cascio Wayne F W..(2015). The search for global competence: From international HR to talent management ،Journal of World Business xxx (2015) xxx–xxx

[18] Birkinshaw, J., Bresman, H. & Hakanson, L. 2000. ‘Managing the post–acquisition integration process,’ Journal of Management Studies, 37(3):395-425

[19] Clemente, M. & Greenspan, D. 1999. Empowering human resources in the merger and acquisition Process. Glen Rock, NJ: Clemente, Greenspan

[20] Camps, J., Oltra, V., Manzano, J. A., Vera, G. B. & Carballo, F. T. (2017). Individual performance in turbulent environments: The role of organizational learning capability and employee flexibility. Human Resource Management, 4( 55), 363–383.
[21] Cartwright, S. & Cooper, C.L. 1996. Managing mergers, acquisitions and strategic alliances: Integrating people and culture. London: Butterworth Heinemann Ltd.

[22] Edwards, M. R., Lipponen, J., Edwards, T., & Hakonen, M. (2017).

[23] Ferris, S.P., R. Houston, and D. Javakhadze. (2016). Friends in the right places: The effect of political connections on corporate merger activity. Journal of Corporate Finance 41(1): 81-102.

[24] Fisher, L.M. 1998. Post-merger integration: How Novartis became No. 1. Strategy Business, 11:1-4.

[25] Fraser ،K. and HvolbyH.H. (2010). Effective team working : can functional flexibility act as an enhancing factor? ،Team Performance Management ،16: 74-94

[26] F.M. Horwitz.K. Anderssen.A. Bezuidenhout.S. Cohen .F. Kirsten K. Mosoeunyane .N. Smith .K. Thole(2002). Due diligence neglected: managing human resources and organizational culture in mergers and acquisitions. South African Journal of Business Management, ISSN 2078-5976, African Online Scientific Information Systems (AOSIS), Cape Town, Vol. 33, Iss. 1, pp. 1-10, https://doi.org/10.4102/sajbm.v33i1.692

[27] Gerlach, Stefan, Hämmerle, Moritz, Schuler, Sven, (2019), Patterns for Analysis of Human Resource Flexibility in Manufacturing, Procedia Manufacturing 3 (2019) 947–95

[28] Ghobodian, A., James, P., Liu, J. & Viney, H. 1999. ‘The US takeover of the UK electricity supply industry’, Journal of General Management, 24 (3): 3-7.

[29] Hisham ،A ،K ،S ،Ahmad ،A،A (2020) ،Framework for Exploring Fit and Flexibility in Strategic Human Resource Management in Jordanian Telecommunication Companies ،European Journal of Business and Management Research Vol. 5 ،No. 1 ،February 2020

[30] Heller, R. 2000. ‘A horizontal future for mergers’, Management Today, February: 5-8.

[31] Kotter, J.P. & Heskett, J.L. 1992. Corporate culture and performance. New York: The Free Press.

[32] Lastra Fernández -Pérez ،Susana de la ،Fernando Martín-Alcázar1 & Gonzalo Sánchez- Gardey.(2014).Functional Flexibility in Human Resource Management Systems: Conceptualization and Measurement ،International Journal o Business Administration Vol. 5 ،No. 1; 2014

[33] Kumary, I. & Pradham, R. (2017). Human Resource Flexibility and Organization Effectiveness: Role of Organizational Citizenship Behaviour and Employee Intent to stay. Inteernational Journal of business and Management invention, 3(11), 43-51.

[34] Krugman, P. 2001. ‘The price of good mergers is eternal vigilance’, The Straits Times, January 16: 25.

[35] Lee Cooke, Fang, Wood, Geoffrey, Wang, Meng, Shuaishuai Li, Alice, (2020), Riding the tides of mergers and acquisitions by building a resilient workforce: A framework for studying the role of human resource management, Human Resource Management Review, https://doi.org/10.1016/j.hrmr.2020.100747.

[36] Marks, M. & Mirvis, P.H. 1996. ‘The merger syndrome: When corporate cultures clash’, Psychology Today, October: 3-6.

[37] Mosoeunyane, M. & Thole, K. 2000. ‘The effects of culture on a merger: The Futuregrowth case’. Unpublished MBA Dissertation, Graduate School of Business, University of Cape Town.

[38] Mirvis, P.H. 1985. ‘Negotiation after the sale’, Journal of Occupational Behaviour, 2(2):65-84.

[39] Ngo .H.Y. & Loi, R.(2008). Human Resource Flexibility, Organizational Culture and Firm Performance, The International Journal of Human Resource Management, Vol.19, pp:1654-1659.


[40] Sabuhari, R., Sudiro, A. & Rahayu, D. (2020). The effects of human resource flexibility, employee competency, organizational culture adaptation and job satisfaction on employee performance. Management Science Letters, 10 (3), 177–198.

[41] Sinkovics, R. R., Sinkovics, N., Lew, Y. K., Jedin, M. H., & Zagelmeyer, S. (2015). Antecedents of marketing integration cross-border mergers and acquisitions: Evidence from Malaysia and Indonesia. International Marketing Review, 32, 2–28

[42] Sanchez, R. (2007). Preparing for an uncertain future. Managing organizations for strategic flexibility. International Studies of Management and Organizations, 27(1), 71-94.

[43] Sarala, R. M., Junni, P., Cooper, C. L., & Tarba, S. Y. (2014). A sociocultural perspective on knowledge transfer in mergers and acquisitions. Journal of Management. Advance online publication. doi:10.1177/0149206314530167

[44] Tarba, Shlomo Y., Lee Cooke, Fang, Weber, Yaakov, Ahlstrom, David, Cooper, Sir Cary L. Collings, David G., (2019), Mergers and acquisitions in the global context: The role of human resource management, Journal of World Business, https://doi.org/10.1016/j.jwb.2019.101048

[45] Walker, J.W. & Price, K.F. 2000. ‘Why do mergers go right?’, Human Resource Planning, 23(2):6-8.

[46] Weber, Y. & Tarba, S.Y. (2014). Strategic agility: A state-of-art. California Management Review, 56(3), 1-8.Weber, Y. & Tarba, S.Y. (2014). Strategic agility: A state-of-art. California Management Review, 56(3), 1-8.

[47] Zahoor, Nadia, Khan, Zaheer, Sinkovics, Rudolf R., (2022), The Role of Emotions in Cross-Border Mergers & Acquisitions: A Systematic Review of the Inter-Disciplinary Literature and Future Research Agenda, Journal of International Management 28 (2022) 100958.