مدیریت تبلیغات و فروش

مدیریت تبلیغات و فروش

Innovation and ranking of indicators related to the model of human resources management according to the resilience approach

نوع مقاله : مقاله مستخرج از رساله دکتری

نویسندگان
Mohammadhossein Zeinalabedinzadeh Mashhadi 1
Mohammadreza Kashefy Neishabouri 2
Abdullah Naami 3
Alireza Rousta 4
1 Department of Public Administration, Kish International Branch, Islamic Azad University, Kish Island, Iran
2 Assistant Professor, Department of Management, Central Tehran Branch, Islamic Azad University, Tehran, Iran
3 Assistant Professor, Department of Business Management, South Tehran Branch, Islamic Azad University, Tehran, Iran
4 Assistant Professor, Department of Business Management, Shahr-e-Qods Branch, Islamic Azad University, Tehran, Iran
10.52547/JABM.3.2.2541333
چکیده
Organizations with an organizational resilience approach in human resource management as a unit that has the greatest impact on the effectiveness of organizational growth. At first, the indicators related to organizational resilience in crisis conditions have been extracted by in-depth study in the theoretical literature and the backgrounds of previous studies that investigated organizational resilience in crisis conditions. Then, using the fuzzy Delphi method, we screened the set of identified indicators, and finally 18 indicators were identified as the main indicators in the organizational resilience approach to provide the electronic human resource management model, after that, using the AMOS method (model structural equations) the desired model has been fitted to know how organizational resilience indicators can be understood for the configuration of the electronic human resources management model. Then, using the fuzzy AHP method, the indicators were ranked. The statistical population of the research consists of university professors and relevant experts, managers and senior experts in the field of e-business who have expertise in the subject of research, since the group of experts is used in this research. The results of the structural equation model showed the good fit of the model, and the results of the fuzzy AHP showed that the most important indicators are: knowledge management, information sharing, responsiveness and adaptability, organizational commitment, predictive power, flexibility, creativity, and agility. Organization.
کلیدواژه‌ها
Electronic human resource management
crisis conditions
organizational resilience
resilient organization
organizational adaptive capacity

موضوعات

عنوان مقاله English

Innovation and ranking of indicators related to the model of human resources management according to the resilience approach

نویسندگان English

Mohammadhossein Zeinalabedinzadeh Mashhadi 1
Mohammadreza Kashefy Neishabouri 2
Abdullah Naami 3
Alireza Rousta 4
1 Department of Public Administration, Kish International Branch, Islamic Azad University, Kish Island, Iran
2 Assistant Professor, Department of Management, Central Tehran Branch, Islamic Azad University, Tehran, Iran
3 Assistant Professor, Department of Business Management, South Tehran Branch, Islamic Azad University, Tehran, Iran
4 Assistant Professor, Department of Business Management, Shahr-e-Qods Branch, Islamic Azad University, Tehran, Iran
چکیده English

Organizations with an organizational resilience approach in human resource management as a unit that has the greatest impact on the effectiveness of organizational growth. At first, the indicators related to organizational resilience in crisis conditions have been extracted by in-depth study in the theoretical literature and the backgrounds of previous studies that investigated organizational resilience in crisis conditions. Then, using the fuzzy Delphi method, we screened the set of identified indicators, and finally 18 indicators were identified as the main indicators in the organizational resilience approach to provide the electronic human resource management model, after that, using the AMOS method (model structural equations) the desired model has been fitted to know how organizational resilience indicators can be understood for the configuration of the electronic human resources management model. Then, using the fuzzy AHP method, the indicators were ranked. The statistical population of the research consists of university professors and relevant experts, managers and senior experts in the field of e-business who have expertise in the subject of research, since the group of experts is used in this research. The results of the structural equation model showed the good fit of the model, and the results of the fuzzy AHP showed that the most important indicators are: knowledge management, information sharing, responsiveness and adaptability, organizational commitment, predictive power, flexibility, creativity, and agility. Organization.

کلیدواژه‌ها English

Electronic human resource management
crisis conditions
organizational resilience
resilient organization
organizational adaptive capacity
ایزدی، حسین. (1396). شناسایی مولفه های موثر در کاهش تاب آوری سازمان ها در شرایط بحرانی با استفاده از مدل AHP  (مطالعه موردی سازمان آتش نشانی شهرستان آمل)، مجله دانش پیشگیری و مدیریت بحران، دوره 7، شماره چهارم، ص 319-307.
ترابی، محسن؛ سیدتقوی، میرعلی و قربانی‌زاده، وجه الله. (1394). الگوی مدیریت منابع انسانی الکترونیک، در سازمان‌های دولتی بر اساس مفروضات خدمات دولتی نوین، نشریه مدیریت سازمان‌های دولتی، شماره۱۲.
سرفرازى، مهرزاد؛ معمازاده طهران، غلامرضا؛ الوانى، سید مهدی و افشار کاظمى، محمدعلى . (1397). ارائه مدل بهینه سازى استقرار مد یریت الکترونیک منابع انسانى، فصلنامة پژوهش هاى مدیریت انتظامى، سال چهارد هم، شمارة اول، ص 34-41.
عرفانیان خان زاده، حمید و خاکی، ایمان. (1397). شناسایی موانع استقرار مدیریت منابع انسانی الکترونیک، فصلنامه خط مشی گذاری عمومی مدیریت، سال 9، شماره 29، ص 45-56.
عرفانیان خان زاده، حمید؛ نجف بیگی، رضا و دانش فرد، کرم الله. (1394). مدیریت منابع انسانی الکترونیک ابزار تحول در بهره وری سازمان (ارائه مدل به روش کیو)، مدیریت بهره وری، سال هشتم، شماره 32، ص 35-7.
علی دوست قهفرخی، ابراهیم؛  دادخواه، رضوان و جلالی فراهانی، مجید. (1398). رابطه ی مدیریت الکترونیک منابع انسانی و توسعه ی خلاقیت سازمانی با اثربخشی منابع انسانی در وزارت ورزش و جوانان جمهوری اسلامی ایران و ارائه ی الگو، رویکردهای نوین در مدیریت ورزشی، دوره  7، شماره  25، از صفحه 9 تا صفحه 22 .
نوروزی، حسین؛ خامه چی، حسین و درویش، فاطمه. (1399). بررسی تأثیر کارکردهای مدیریت استراتژیک منابع انسانی بر تاب آوری سازمانی با تأکید بر میانجی گری سرمایه اجتماعی، فصلنامه مدیریت پرستاری، دوره 9، شماره 3، 109-103.
یوسفی، مصطفی؛ مهرآرا، اسدالله؛ قلی پور کنعانی،یوسف و باقرزاده، محمدرضا. (1399). ارائه و تبیین مدل مدیریت منابع انسانی الکترونیک، فصلنامه علمی آموزش دریایی، شماره 23، 122-108.
Arjomandy D, (2016), Social Media Integration In Electronic Human Resource Management: Development Of A Social Ehrm Framework, Canadian Journal Of Administrative Sciences / Revue Canadienne Des Sciences De L'administration, Volume 33, Issue 2 P. 108-123.
Azusa Kikuchi, & Hiroyuki Yamaguchi, (2013), "Organizational Resilience: An Investigation Of Key Factors That Promote The Rapid Recovery Of Organizations", Academic Journal Of Interdisciplinary Studies, Vol. 2, No. 9; Pp 188-194
Burnard, K., Bhamra, R., & Tsinopoulos, C. 2018, Building Organizational Resilience: Four Configurations. Ieee Transactions On Engineering Management. 1-42.
Caroline Orchiston, Girish Prayag, Charlotte Brown, (2016), "Organizational resilience in the tourism sector", Research Notes and Reports/Annals of Tourism Research, 56,
Das, K. (2018), "Integrating Resilience In A Supply Chain Planning Model", International Journal Of Quality & Reliability Management, Vol. 35 No. 3, Pp. 570-595.
Fang Yiping & Sansavini Giovanni (2017), "Optimizing power system investments and resilience against attacks", Reliability Engineering and System Safety, 159, 161–173.
Fiksel, Joseph (2006), "Sustainability and resilience; toward a systems approach", Journal of Sustainability: Science, Practice, & Policy. Vol 2, Issues 2.
G Luthans, F., Vogelgesang, G.R., & Lester, P.B., (2006),"Developing the Psychological Capital of Resiliency". Human Resource Development Rev., 5 (1), 25
Gillespite, B. M. (2007). The predictors of resilience in operating room nurses. Unpublished Dissertation, Griffith University.
Hmoud B, (2021), The Adoption Of Artificial Intelligence In Human Resource Management And The Role Of Human Resources, Journal: Forum Scientiae Oeconomia, Volume 9, Issue 1, 105-118.
Hosseini S, Barker K, (2016), A Bayesian Network Model For Resilience-Based Supplier Selection, International Journal Of Production Economics, Volume 180, October 2016, Pages 68-87.
Jakub P, Scheel T , Pirozek P ,  Kratochvil T , Civilotti C, Bollo  M, Acquadro Maran D (2020).  Data On Work-Related Consequences Of Covid-19 Pandemic For Employees Across Europe, Data In Brief 32 , 106174.
Kevin Pollock, (2012), An examination of Scotland’s strategic coordinating groups to determine whether they are capable of delivering resilience and enhanced crisis management capabilities. PhD thesis. University of Glasgow.
Lengnick-Hall Ca, Beck Te, Lengnick-Hall Ml,(2011), Developing A Capacity For Organizational Resilience Through Strategic Human Resource Management, Human Resource Management Review, Volume 21, Issue 3, Pages 243-255.
Lundberg J, Johansson Bje, (2015), Systemic Resilience Model, Reliability Engineering & System Safety Volume 141, September 2015, Pages 22-32.
Panayotopoulou Leda, Vakola Maria And Galanaki Eleanna, (2007). E-Hr Adoption And The Role Of Hrm: Evidence From Greece. Personnel Review. Vol. 36 No. 2, Pp. 277-29.
Parry, E., & Tyson, Sh. (2011). Desired Goals And Actual Outcomes Of E-Hrm. Human Resource Management Journal, 21(3), 335-354.
Pei, J.; Liu, W. Evaluation Of Chinese Enterprise Safety Production Resilience Based On A Combined Gray Relevancy And Bp Neural Network Model. Sustainability 2019, 11, 4321.
Pereira Ja, Barkham M, Kellett S, Saxon D, (2017), The Role Of Practitioner Resilience And Mindfulness In Effective Practice: A Practice-Based Feasibility Study, Administration And Policy In Mental Health And Mental Health Services Research Volume 44, Pages 691–704.
Roussidi K, (2019), Strategic Human Resource Management And Resilience In Public Organizations, Investing In Human Capital And Behaviorist Approaches, Master’s In International Public Administration Module, Department Of International And European Studies, University Of Macedonia.
Ruël, H. J. M., Bondarouk, T., & Looise, J. C. (2004). E-Hrm: Innovation Or Irritation. An Explorative Empirical Study In Five Large Companies On Web-Based Hrm. Management Review, 15(3), 364−381.
Stephenson Amy, Seville Erica, Vargo John, Roger Derek, (2010), Benchmark Resilience a Study of the Resilience of Organisations in the Auckland Region, Resilient Organisations Research Report 2010/03b; www.resorgs.org.nz.
Stockholm Resilience Centre, (2014), Applying Resilience Thinking- Seven Principles for Building Resilience in SocialEcological Systems, www.Stockholmresilience.Su.Se.
Tracey Shannon, (2015), Organizational Resilience Indicators Based on a Salutogenic Orientation, A thesis submitted to the Telfer School of Management in conformity with the requirements for the degree of Master of Science in Health Systems, University of Ottawa, Canada
Voermans, M., Van Veldhoven, M. (2007), "Attitude Towards E-Hrm: An Empirical Study At Philips", Personnel Review, Vol. 36 No.6, Pp.887-902.Madni, A.M. & S. Jackson. (2009), "Towards a Conceptual Framework for Resilience Engineering". IEEE Systems Journal, 3(2), 181–91.