عیسی سیلاوی

The aim of the current study, which is an applied research in terms of purpose and a descriptive-survey in terms of method, is to provide a model of employee resilience in the National Company of Southern Oil-Bearing Regions located in Ahvaz. In this research, first, through reviewing the related literature on employee resilience, the dimensions of employee resilience were identified using the meta-synthesis method. In the next stage, targeted interviews were conducted with experts. Based on the opinions of the experts, seven dimensions were extracted for the resilience of employees in the research society. Finally, the conceptual model of the research was designed. Additionally, a researcher-made questionnaire was designed to evaluate the desired model. Cronbach's alpha coefficient was used to check the reliability of the questionnaire and its content validity was confirmed by the relevant experts. The statistical population of the research was 10,000 employees, and based on the simple random sampling method, the sample size was determined to be 373 people. The data analysis was done using SPSS22 and SmartPLS3 software. Measurement, structural and general models were reported to be positive and significant by using the fit indices of models and hypotheses using path analysis.

 Resilience is a concept that has attracted a lot of attention in recent years; at the same time that various risks were formed in the countries, such as natural disasters, economic crises, and recently, the Covid-19 epidemic. The purpose of this study is to designing a human resources resilience model in the conditions of the Covid-19 crisis in the National Iranian South Oil Company

 In this fundamental-applied research in terms of purpose and descriptive-survey in terms of method, first with review of the human resource resilience literature before and after Corona, effective individual, organizational and environmental factors and human resources resilience dimensions were extracted using Meta-synthesis method (seven step-by-step methods of Sandloski and Baruso). After doing interviews with experts (20 people who are familiar with the issue of resilience of human resources and the environment of the researched company), the results of previous stage, adjusted and conceptual model were presented, then, using a researcher-made questionnaire, the extracted model was tested in the research population. The reliability of the questionnaire was confirmed using Cronbach's alpha and its content validity based on experts' opinions. The statistical population included 10,000 employees of the company, according to Morgan's table; the sample size was determined 373 people using simple random sampling method.

 Based on the opinion of experts, 17 dimensions for individual, organizational, and environmental effective factors and seven dimensions for the human resources resilience in the research sample were extracted, which became the basis of the conceptual model. Using the fit indices, the structural and general measurement models were confirmed. In addition, the hypotheses were reported to be positive and significant using path analysis.

 According to experts’ opinion, the present model obtained in this research can be introduced as a suitable model for the employees of the researched population to take advantage of the threat of Covid-19 as an opportunity.

Designing a human resources resilience model in the context of the Corona crisis in the National Iranian South Oil Company.

Design/ methodology/ approach:  

In this fundamental-applied research in terms of purpose and descriptive-survey in terms of method, first by review on the literature before and after Corona pandemic in the field of human resources resilience, individual, organizational and environmental factors and the dimensions of human resource resilience were extracted using the Meta-synthesis method. After conducting interviews with experts, the previous stage studies results, adjustments and conceptual model was presented. Then, using a researcher-made questionnaire, the extracted model was tested in the researched society under the conditions of Corona pandemic. The questionnaire reliability was confirmed using Cronbach's alpha and its content validity confirmed based on experts' opinions. The statistical population included 10,000 employees, according to Morgan's table; the sample size was determined 370 people.

 Based on the experts’ opinions, seventeen dimensions for individual, organizational, and environmental and seven dimensions for the human resources resilience in the conditions of the Corona crisis in the researched society were extracted, which became the basis of the conceptual model. Using the fit indices, the measurement, structural and general models were confirmed. Furthermore, all seventeen hypotheses were reported as positive and significant using path analysis.

Limitations & Consequences:

 The lack of similar research in the Corona crisis conditions, the limitations caused by the Corona crisis in order to statistical sample suitable participation.

Practical Consequences:  

Designing a suitable model for the NISOC employee’s resilience in the Corona crisis conditions to promote preventive measures to deal with covid-19 disease.

Innovation or value of the Article: 

Designing a model of human resources resilience and identifying its dimensions in the work environment along with providing operational indicators for implementation in the conditions of the Corona crisis.

The purpose of this research is to design an organizational agility scale for public organizations. The statistical population includes employees of Khuzestan Province Tax Administration. To design the scale, six factors with 25 items were originally designed using the literature and background of previous studies inspired by the A.T Kearny Institute model. These factors include: organizational leadership, organizational change, e-government, performance management, customer service and organizational culture. The designed questionnaire was provided to experts familiar with organizational agility. Data were analyzed by One-way Variance Analysis (ANOVA) and seven items from the first 25 items were eliminated. In the next step, a modified questionnaire was distributed among 180 individuals who were selected by random sampling method and based on the sampling formula from a limited population. To identify the final factors, the data of this stage was analyzed through exploratory factor analysis. Finally, four factors were identified: performance management, customer-oriented organizational culture, organizational change-based innovation and organizational leadership. All items were classified into four factors due to their lack of loading factor on more than one factor and the final scale was developed.

The research devoted to evaluate the performance of an organization based on a balanced scorecard approach. Evaluate the performance of Planning and Development Department of Khuzestan Steel Company in 1393 based on a balanced scorecard approach. This study is applied and descriptive methods. The population of this research includes managers, employees and customers of Department. Using previous research as well as the strategies, indicators compiled by the previous and interviews with experts the indexes of four perspectives were formulated. To measure the financial perspective and some indexes of internal processes the documents related to this perspective were used. Three questionnaires were developed to extract the realization of other indexes. For analysis of ratio data the fulfillment percentage of indexes and for interval scale indexes single-sample t-test were used. The surveyed population has achieved most objectives, that is, 95% financially, 49% concerning customers, 75% in questionnaire indexes and 57.8% in non-questionnaire indexes of Internal Processes, and 65% for Growth & Learning. the Planning and Development Department of Khuzestan Steel Company failed to archive all objectives but its performance in desired situation.

The aim of this research is to study the relationship between intentions to e-government with organizational agility in Tehran province Gaz Company. For this purpose a primary and five secondary hypotheses were formulated. The statistical society of this research is the gas company staff of Tehran province which among them using sampling formula of limited population, 120 people were selected. To collect the data, the intentions to e-government standard questionnaire of Torres et al and self-designed questionnaire of organizational agility were used. The validity of questionnaires was confirmed by professors and experts. Also using Cronbach's alpha test, the reliability of e-government questionnaire equal 87/ and organizational agility equal 92/ was determined. Collected data analyses took place in the SPSS software environment. Pearson correlation, Friedman and binomial tests respectively were used to hypotheses test, ranking of organizational agility dimension and review variables situation. Findings of the study indicated that intentions to e-government have a relationship with all agility dimensions (organizational leadership, organizational change, organizational culture, customer service, performance management) and as a result with organizational agility.