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1- Ph.D. Student, Department of Public Administration, Qazvin Branch, Islamic Azad University, Qazvin, Iran
2- Assistant Professor, Department of Management, Qazvin Branch, Islamic Azad University, Qazvin, Iran ,Rahmani.hd63@gmail.com
3- Professor, Department of Public Administration, Qazvin Branch, Islamic Azad University, Qazvin, Iran
2- Assistant Professor, Department of Management, Qazvin Branch, Islamic Azad University, Qazvin, Iran ,
3- Professor, Department of Public Administration, Qazvin Branch, Islamic Azad University, Qazvin, Iran
Abstract: (17 Views)
Purpose: The aim of this study is to designing and explaining the model of resilient work teams in crisis-based governmental organizations.
Methodology: This research adopts an exploratory mixed-methods approach. The qualitative section utilizes thematic analysis, while the quantitative section employs path analysis. Data were collected through interviews with 12 organizational and academic experts, and a questionnaire distributed among a sample of 370 employees from selected crisis-oriented public organizations.
Findings: The qualitative findings included 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 indicated that environmental-organizational disruptive factors had a stronger effect on resilient operational competencies, while the team-resilience policy-making system had a greater influence on resilient cognitive capacities. Among the dependent constructs in the model, resilient operational competencies showed the highest explanatory power based on the coefficient of determination. Moreover, the strategic ecosystem of resilient human resource management plays a central role in achieving work team-resilience.
Originality/value: The importance of team-resilience necessitates an in-depth contextual examination and continuous monitoring of external events to enhance organizational awareness and preparedness, thereby fostering and strengthening resilience within teams in crisis-based organizations.
Recommendations: 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 adopts an exploratory mixed-methods approach. The qualitative section utilizes thematic analysis, while the quantitative section employs path analysis. Data were collected through interviews with 12 organizational and academic experts, and a questionnaire distributed among a sample of 370 employees from selected crisis-oriented public organizations.
Findings: The qualitative findings included 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 indicated that environmental-organizational disruptive factors had a stronger effect on resilient operational competencies, while the team-resilience policy-making system had a greater influence on resilient cognitive capacities. Among the dependent constructs in the model, resilient operational competencies showed the highest explanatory power based on the coefficient of determination. Moreover, the strategic ecosystem of resilient human resource management plays a central role in achieving work team-resilience.
Originality/value: The importance of team-resilience necessitates an in-depth contextual examination and continuous monitoring of external events to enhance organizational awareness and preparedness, thereby fostering and strengthening resilience within teams in crisis-based organizations.
Recommendations: 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, Mix-Method.
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