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Volume 10, Issue 3 (Iranian Journal of Ergonomics 2022)
Iran J Ergon 2022, 10(3): 212-223 |
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Mirmoeini T S, Taghvaei R, Hamidi K, Asghari Sarem A, Ghobadi Lamuki T. Present a Resilient Human Resource Management Model in the Health System; A Qualitative Research (Case Study: Third Macro Region Medical Sciences Universities of the Country). Iran J Ergon 2022; 10 (3) :212-223
URL: http://journal.iehfs.ir/article-1-926-en.html
URL: http://journal.iehfs.ir/article-1-926-en.html
Tayebe Sadat Mirmoeini1 
, Reza Taghvaei * 2, Kambiz Hamidi1 , Ali Asghari Sarem3 , Tohfeh Ghobadi Lamuki4
, Reza Taghvaei * 2, Kambiz Hamidi1 , Ali Asghari Sarem3 , Tohfeh Ghobadi Lamuki4
1- Department of Management, Faculty of Humanities, Hamadan Branch, Islamic Azad University, Hamadan, Iran
2- Department of Management, Tuyserkan Branch, Islamic Azad University, Tuyserkan, Iran ,Taghvaeai_reza@iauh.ac.ir
3- Department of Management and Accounting, Bu-Ali Sina University, Hamadan, Iran
4- Department of Management, Gonbad Kavoos Branch, Islamic Azad University, Gonbad Kavoos, Iran
2- Department of Management, Tuyserkan Branch, Islamic Azad University, Tuyserkan, Iran ,
3- Department of Management and Accounting, Bu-Ali Sina University, Hamadan, Iran
4- Department of Management, Gonbad Kavoos Branch, Islamic Azad University, Gonbad Kavoos, Iran
Abstract: (1421 Views)
Objectives: The medical staff and health system employees are exposed to job burnout due to their continuous work in round-the-clock, sensitive and unusual jobs, and this condition causes an increase in the rate of employees leaving the service. Therefore, in recent years, the issue of resilience of human resources to deal with job burnout and the continuity of employees' activity in difficult and critical conditions has been taken into consideration. In this regard, the current research has been conducted with the aim of presenting a model of resilient human resource management in the country's health system.
Methods: The present research was conducted using the qualitative research method based on thematic analysis strategy. In this regard, 14 semi-structured interviews with the statistical population of the research, including professors, managers, human resources experts of the medical sciences universities in the 3rd region of the country's health system, using the chain sampling method (snowball) and based on The rule of theoretical saturation was performed. In the following, using the open, central and selective coding method in the analysis of the theme, the initial pattern of the research was obtained.
Results: The results of qualitative data analysis have led to the identification of 116 basic themes, 39 organizing themes and 13 inclusive themes in the form of a model with 4 dimensions of environmental factors, organizational factors, human resource management functions and its consequences. In the following, the validity and reliability of the research has been confirmed using the content validity ratio method and the Holsti method, respectively.
Conclusion: The effective implementation of the identified factors and their prioritization in order to optimize and resiliency of human resources management can be effective in improving work performance, increasing motivation and ultimately improving organizational resilience.
Methods: The present research was conducted using the qualitative research method based on thematic analysis strategy. In this regard, 14 semi-structured interviews with the statistical population of the research, including professors, managers, human resources experts of the medical sciences universities in the 3rd region of the country's health system, using the chain sampling method (snowball) and based on The rule of theoretical saturation was performed. In the following, using the open, central and selective coding method in the analysis of the theme, the initial pattern of the research was obtained.
Results: The results of qualitative data analysis have led to the identification of 116 basic themes, 39 organizing themes and 13 inclusive themes in the form of a model with 4 dimensions of environmental factors, organizational factors, human resource management functions and its consequences. In the following, the validity and reliability of the research has been confirmed using the content validity ratio method and the Holsti method, respectively.
Conclusion: The effective implementation of the identified factors and their prioritization in order to optimize and resiliency of human resources management can be effective in improving work performance, increasing motivation and ultimately improving organizational resilience.
Type of Study: Research |
Subject:
Other Cases
Received: 2022/12/24 | Accepted: 2023/02/19 | ePublished: 2022/12/22
Received: 2022/12/24 | Accepted: 2023/02/19 | ePublished: 2022/12/22
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