Modeling
Rasoul Khazaei; Morteza Hazrati; Nima Ranji Jafarudi
Abstract
In today's complex and dynamic world, organizations increasingly face a variety of crises, including natural, economic, social, and moral. These crises threaten the performance and survival of organizations and affect the mental health and well-being of employees. One of the key challenges organizations ...
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In today's complex and dynamic world, organizations increasingly face a variety of crises, including natural, economic, social, and moral. These crises threaten the performance and survival of organizations and affect the mental health and well-being of employees. One of the key challenges organizations face after a crisis is managing moral distress among employees. Therefore, this study aimed to design a model of crisis management with the approach of moral distress management with a mixed method. This research is an applied study in terms of purpose and exploratory in terms of nature. The collected data were analyzed by using a mixed (qualitative-quantitative) approach. To identify the components of the model, qualitative method and semi-structured interviews were used. In the qualitative part, 15 experts, including top academic professors of public administration and senior managers of Iranian medical sciences, selected through a targeted sampling method, participated in the study. The Foundation's data analysis method and MaxQuda software were used to analyze the qualitative data. In the quantitative part, the structural equation modeling approach was used through PLS software to fit the designed model. The quantitative statistical population consisted of 245 managers, experts, and employees of the University of Medical Sciences who were selected by stratified random method. The data collection tool was a questionnaire developed based on the qualitative findings, whose validity and reliability were confirmed. The qualitative section showed that seven main categories, including job stress, moral distress, crisis management, coronavirus situation, organization strategy, professional ethics, and job burnout, as well as 15 sub-categories, were identified. The quantitative part showed a meaningful relationship between crisis management and the moral distress management approach and factors, and the designed model has an acceptable fit. Crisis management with the moral distress management approach can help improve the performance of organizations, increase employee satisfaction, and ultimately, increase the resilience of society
Hossein Mansoori; Mohammad Ghafournai
Abstract
The purpose of study is to provide a model of Covid-19 crisis management strategies based on human resource management policies. The research is an exploratory developmental in terms of purpose and a survey in terms of data collection method and the research method is qualitative based on the strategy ...
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The purpose of study is to provide a model of Covid-19 crisis management strategies based on human resource management policies. The research is an exploratory developmental in terms of purpose and a survey in terms of data collection method and the research method is qualitative based on the strategy of grounded theory. The statistical population was managers and experts in human resources of public organizations in Bandar Abbas; Due to the adequacy of sampling and theoretical saturation, 20 people were selected by purposive sampling and snowball sampling and participated in the study. Data were collected through semi-structured interviews and Strauss and Corbin continuous comparison method in three coding steps was used to analyze the data. The results showed that the model presented in 6 main dimensions: 1-Institutionalization factors 2-Human resource management policies 3-Underlying factors (organizational characteristics, organizational culture and infrastructure) 4- Intervention factors (managerial and organizational factors, Factors related to human actors and macro-environmental variables) 5- Crisis management strategies (cooperation, resilience, networking, capacity building, knowledge management and stress management) and 6- Outcomes (at the levels of employees, organization, and society) are explained.
