1- Department of Public Administration, Qazvin Branch, Islamic Azad University, Qazvin, Iran.
2- Department of Public Administration, Qazvin Branch, Islamic Azad University, Qazvin, Iran. ,Rahmani.hd63@gmail.com
2- Department of Public Administration, Qazvin Branch, Islamic Azad University, Qazvin, Iran. ,
Abstract: (1117 Views)
Purpose: The aim of this study was to design and explain a model for resilient work teams in crisis-based governmental organizations.
Methodology: This research adopted an exploratory mixed methods approach. We used thematic analysis in the qualitative section and path analysis in the quantitative section. Data were collected through interviews with twelve organizational and academic experts, and a sample of 370 employees from selected crisis-oriented public organizations completed the questionnaires.
Findings: The qualitative findings include 589 initial concepts, 104 basic themes, 34 organizing themes, and 7 global themes including environmental-organizational disruptive factors, the team-resilience policy-making system, resilient cognitive capacities, resilient operational competencies, the strategic ecosystem of resilient human resource management, enhancement of organizational performance, and enhancement of team performance. The quantitative findings indicate that environmental-organizational disruptive factors have a stronger effect on resilient operational competencies, while the team-resilience policy-making system has a greater influence on resilient cognitive capacities. However, among the dependent constructs in the model, resilient operational competencies show the highest explanatory power based on the coefficient of determination. Moreover, the strategic ecosystem of resilient human resource management plays a vital role in achieving work team-resilience.
Originality: Focusing on the concept of team resilience and expanding the concept of resilience in resilient work team structures studied in this the research, can be considered as its value and originality.
Recommendations: Based on the research findings, we recommend the following: the establishment of a unit for monitoring environmental trends and events, development and formulation of a team resilience policy-making system, adopting a phased approach to implementing team-resilience, and creating a strategic ecosystem for team-resilience.
Methodology: This research adopted an exploratory mixed methods approach. We used thematic analysis in the qualitative section and path analysis in the quantitative section. Data were collected through interviews with twelve organizational and academic experts, and a sample of 370 employees from selected crisis-oriented public organizations completed the questionnaires.
Findings: The qualitative findings include 589 initial concepts, 104 basic themes, 34 organizing themes, and 7 global themes including environmental-organizational disruptive factors, the team-resilience policy-making system, resilient cognitive capacities, resilient operational competencies, the strategic ecosystem of resilient human resource management, enhancement of organizational performance, and enhancement of team performance. The quantitative findings indicate that environmental-organizational disruptive factors have a stronger effect on resilient operational competencies, while the team-resilience policy-making system has a greater influence on resilient cognitive capacities. However, among the dependent constructs in the model, resilient operational competencies show the highest explanatory power based on the coefficient of determination. Moreover, the strategic ecosystem of resilient human resource management plays a vital role in achieving work team-resilience.
Originality: Focusing on the concept of team resilience and expanding the concept of resilience in resilient work team structures studied in this the research, can be considered as its value and originality.
Recommendations: Based on the research findings, we recommend the following: the establishment of a unit for monitoring environmental trends and events, development and formulation of a team resilience policy-making system, adopting a phased approach to implementing team-resilience, and creating a strategic ecosystem for team-resilience.
Keywords: Resilience, Organizational Resilience, Employee Resilience, Team Resilience, Government Organizations, Mixed Method.
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