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الگوی تاب‌‌آوری منابع انسانی در صنعت بانکداری در شرایط کووید 19 با رویکرد آمیخته | ||
| مدیریت منابع انسانی پایدار | ||
| دوره 3، شماره 5، آبان 1400، صفحه 110-87 اصل مقاله (1.64 M) | ||
| نوع مقاله: مقاله پژوهشی | ||
| شناسه دیجیتال (DOI): 10.22080/shrm.2021.3749 | ||
| نویسندگان | ||
| زهره پورکریمی1؛ مهرداد حسینی شکیب* 2؛ عباس خمسه3 | ||
| 1کارشناسی ارشد، گروه مدیریت کسب و کار، واحد کرج، دانشگاه آزاد اسلامی، کرج، ایران | ||
| 2گروه مدیریت صنعتی ، واحد کرج ، دانشگاه آزاد اسلامی ، کرج ، ایران. | ||
| 3گروه مدیریت صنعتی، واحدکرج، دانشگاه آزاد اسلامی،کرج، ایران | ||
| تاریخ دریافت: 19 خرداد 1401، تاریخ پذیرش: 19 خرداد 1401 | ||
| چکیده | ||
| به‌‌منظور مطالعه رفتار کارکنان در هنگام بحران، پژوهش حاضر با هدف ارائه الگوی تاب‌‌آوری منابع انسانی در صنعت بانکداری در دوران کووید19 با استفاده از روش آمیخته انجام گرفت. این پژوهش، ازنظر نحوه گردآوری داده‌‌ها، اکتشافی-توصیفی و ازنظر هدف، توسعه‌‌ای-کاربردی است. مشارکت‌‌کنندگان بخش کیفی 14 نفر از خبرگان حوزه مدیریت و صنعت بانکداری بودند که با روش هدفمند، انتخاب شدند و با آنان مصاحبه نیمه ساختاریافته انجام شد. در بخش کمی گردآوری داده‌‌ها با استفاده از پرسشنامه از 196 نفر از مدیران و کارکنان بانک ملت استان البرز که به شیوه تصادفی انتخاب شدند، صورت گرفت. به منظور ارائه مدل کیفی، از تئوری داده بنیاد و نرم-افزار MAXQDA بهره گرفته شد و برای اعتبارسنجی مدل، از روش مدلسازی معادلات ساختاری و نرم‌‌افزار PLS استفاده شد. نتایج حاصل از کدگذاری باز و محوری، به استخراج 4 عامل (فردی و شخصیتی، زیرساخت و فناوری، اجتماعی و فرهنگی، سیاسی و قانونی)، 9 زیرمولفه و 33 شاخص منجر شد. یافته‌‌های بخش کمی نشان داد 28 شاخص از 33 شاخص، مورد تایید است و هر چهار عامل شناسایی شده تاثیر مثبت معناداری بر تاب‌‌آوری منابع انسانی دارند. مقایسه ضرایب تعیین نشان داد عامل فردی و شخصیتی، عامل زیرساخت و فناوری، عامل اجتماعی و فرهنگی و عامل سیاسی و قانونی به ترتیب بیش‌‌ترین تاثیر را بر تاب‌‌آوری منابع انسانی بانک‌‌ها داشته‌‌اند. نتایج مطالعه، این امکان را به مدیران بانک‌‌ها می‌‌دهد تا با شناسایی نقاط اساسی و مولفه‌‌های تاب‌‌آوری نیروی انسانی، راهبرد و طرحی منسجم برای بهبود شرایط موجود جهت مقابله با بحران‌‌ها و حوادث داشته باشند. | ||
| کلیدواژه‌ها | ||
| تاب‌‌آوری منابع انسانی؛ الگوی تاب‌‌آوری؛ کارکنان بانک؛ کووید 19؛ رویکرد آمیخته | ||
| عنوان مقاله [English] | ||
| The Pattern of Human Resources Resilience in the Banking Industry in the COVID-19 Pandemic Situation with a Mixed Exploratory Approach | ||
| نویسندگان [English] | ||
| Zohreh Pourkarimi1؛ Mehrdad Hosseini Shakib2؛ Abbas Khamseh3 | ||
| 1MA. Graduated, Department of Management, Karaj Branch, Islamic Azad University, Karaj, Iran. | ||
| 2Department of industrial management, Karaj branch, Islamic Azad University, Karaj, Iran. | ||
| 3Department of Industrial Management, Karaj Branch, Islamic Azad University, Karaj, Iran | ||
| چکیده [English] | ||
| In order to study the behavior of employees during the crisis, the present study was conducted with the aim of providing a model of human resource resilience in the banking industry during the Covid 19 period, which was done using qualitative and quantitative methods in a mixed approach. This research is exploratory-descriptive based on the method of data collection and nature and development-applied in terms of purpose. Participants in the qualitative section were 14 experts in the field of management and banking industry who were selected based on a purposeful method and they were interviewed semi-structured. In the quantitative part, data were collected using a questionnaire from 196 managers and employees of Mellat Bank in Alborz province who were randomly selected. In order to present the qualitative model, the grounded theory and MAXQDA software were used, and to validate the model, the structural equation modeling method and SMART PLS software was used. The results of open and axial coding led to the extraction of 4 categories (individual and personality, infrastructure and technology, social and cultural, political and legal factors), 9 sub-categories, and 33 indicators. The findings of the quantitative section showed that 28 out of 33 indicators are statistically confirmed and all four identified factors have a positive and significant impact on the human resource resilience of Mellat Bank in the Covid-19 era. Comparison of coefficients of determination also showed that individual and personality, infrastructure and technology, social and cultural, and political and legal factors had the greatest impact on the resilience of bank’s human resources, respectively. The results of this study allow bank managers to have an integrated plan to improve the existing conditions to deal with crises and accidents in order to increase these factors in their organization, by identifying the basic points dimensions, and components of human resilience. | ||
| کلیدواژه‌ها [English] | ||
| Human resource resilience, resilience pattern, bank staff, Covid 19, mixed approach | ||
| مراجع | ||
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