بررسی تاثیر مدیریت منابع انسانی با مسئولیت اجتماعی بر ترس از ابتلا به کووید 19 با میانجی‌گری اعتماد سازمانی و نقش تعدیل گر ادراک از قدرت همه گیری کووید 19 (مورد مطالعه: بیمارستان های شهر اراک)

نوع مقاله : مقاله پژوهشی

نویسندگان

1 کارشناسی ارشد مدیریت استراتژیک، دانشگاه پیام نور، ساوه، ایران.

2 استادیار، مدیریت بازرگانی، گروه مدیریت بازرگانی، دانشگاه پیام نور، تهران، ایران.

3 دانشجوی دکتری، مدیریت صنعتی گرایش مالی، گروه مدیریت، دانشگاه آزاد اسلامی، دهاقان، ایران

4 گروه مدیریت بازرگانی، دانشگاه پیام نور، تهران، ایران

10.22080/shrm.2023.4165

چکیده

هدف این پژوهش بررسی تاثیر مدیریت منابع انسانی با مسئولیت اجتماعی بر ترس از ابتلا به کووید 19 با میانجی‌گری اعتماد سازمانی و نقش تعدیل‌گر ادراک از قدرت همه‌گیری کووید 19 بوده است. این تحقیق از نظر هدف کاربردی و در دسته تحقیق‌‌های توصیفی- همبستگی و رگرسیون قرار دارد. جامعه‌ی آماری پژوهش شامل کلیه کادر درمان در بیمارستان‌های شهر اراک (ولی عصر،امیر المومنین و امیر کبیر) که شامل 900 نفر بودند که با توجه به فرمول کوکران 270 نفر انتخاب شدند. ابزار جمع‌آوری اطلاعات پرسشنامه می‌باشد که از پرسشنامه استاندارد هی و همکاران(2021) استفاده شد. برای سنجش روایی پرسشنامه از قضاوت اساتید و خبرگان در این حوزه استفاده گردید. برای آزمون اعتبار پرسشنامه از آلفای کرونباخ استفاده گردید که عدد 787/0 به دست آمد. در این تحقیق برای بررسی روابط بین اجزا از مدلسازی معادلات ساختاری با استفاده از نرم افزار لیزرل استفاده شده است. با‌توجه به تجزیه و تحلیل داده‌ها نتایج حاکی از آن بوده است که مدیریت منابع انسانی با مسئولیت اجتماعی بر اعتماد سازمانی تاثیر مثبت دارد و اعتماد سازمانی بر ترس از ابتلا به همه‌گیری کووید 19 تاثیر منفی دارد همچنین مدیریت منابع انسانی با مسئولیت اجتماعی بر ترس کارکنان از ابتلا به همه‌گیری کووید 19 از طریق اعتماد سازمانی تاثیر دارد و نیز قدرت همه‌گیری کووید 19 تاثیر مدیریت منابع انسانی با مسئولیت اجتماعی بر ترس کارکنان از ابتلا به همه‌گیری کووید 19 را تعدیل می‌کند.

کلیدواژه‌ها

عنوان مقاله [English]

Investigating the Impact of Socially Responsible Human Resource Management on Fear of COVID-19 Mediated by Organizational Trust and the Modifying Role of Perception of COVID-19 Pandemic Power (Case Study: Arak Hospitals)

نویسندگان [English]

  • Sudeh bagheri 1
  • mohammad ahmadi 2
  • somayeh sazegari 3
  • ramezan gholami 4
1 MSc, Department of Strategic Managment, , Payame Noor University, Saveh, Iran.
2 Assistant Professor, Department of Business Management, Payame Noor University, Tehran, Iran
3 PhD. Candidate of Industrial Management, Department of Management, Dehaghan Branch, Islamic Azad University, Dehaghan, Iran
4 Department of Business Management, Payame Noor University, Tehran, Iran
چکیده [English]

The aim of this study was to investigate the effect of socially responsible human resource management on the fear of developing COVID-19 mediated by organizational trust and the moderating role of perception of COVID-19 pandemic power. This research is in the category of descriptive-correlation and regression researches in terms of applied purpose. The statistical population of the study included all medical staff in hospitals in Arak (Vali Asr, Amir Al-Momenin and Amir Kabir) which included 900 people and 270 people were selected according to Cochran's formula. The data collection tool is a questionnaire that the standard questionnaire of Hee et al. (2021) was used. Judges of professors and experts in this field were used to assess the validity of the questionnaire. Cronbach's alpha was used to test the validity of the questionnaire, which was 0.787. In this research, structural equation modeling using LISREL software has been used to investigate the relationships between components. According to the data analysis, the results showed that socially responsible human resource management has a positive effect on organizational trust and organizational trust has a negative effect on the fear of getting COVID-19 pandemic, also, socially responsible human resource management has an effect on employees fear of getting the COVID-19 pandemic through organizational trust, and the power of the COVID-19 pandemic moderates the impact of socially responsible human resource management on employees fear of getting the COVID-19 pandemic.

کلیدواژه‌ها [English]

  • Human Resource Management
  • Social Responsibility
  • Organizational Trust
  • Perception of COVID-19 pandemic Power

مراجع

 
 
Agarwal, P. (2021). Shattered but smiling: Human resource management and the wellbeing of hotel employees during COVID-19. International Journal of Hospitality Management, 93, 102765.
Alcaraz, J. M., Susaeta, L., Suarez, E., Colon, C., Gutiérrez-Martínez, I., Cunha, R., ... & Pin, J. R. (2019). The human resources management contribution to social responsibility and environmental sustainability: explorations from Ibero-America. The International Journal of Human Resource Management, 30(22), 3166-3189.
Archimi, C., Reynaud, E., Yasin, H. M., & Bhatti, Z. A. (2018). How perceived corporate social responsibility affects employee cynicism: The mediating role of organizational trust. Journal of business ethics, 151, 907-921.‏
Armstrong, M., & Taylor, S. (2020). Handbook of Human Resource Management Practice. 15t Edition, London: Kogan Page Publishers.
Dietz, G., & Hartog, D. N. D. (2006). Measuring trust inside organizations. Personnel Review, 35(5), 557-588.
Durmaz, E.S., Arslan, T., & Sincer, E. (2012). Organizational cynicism and organizational trust: the case study of Süleyman Demirel University,Turkey, International Journal of Business and Management Studies, 1(3),189- 199.
Dutton, J. E., & Jackson, S. E. (1987). Categorizing strategic issues: Links to organizational action. Academy of management review, 12(1), 76-90.‏
Fazli, S., Darvishi, F., Bushehri, A., & Nazarizadeh, F. (2015). Identification and ranking of environmental factors affecting innovation in the defense industry (Study of Defense Industries of the Islamic Republic of Iran), Basij Strategic Studies Quarterly, 18 (69), 153-182. (In Persian).
He, J., Mao, Y., Morrison, A. M., & Coca-Stefaniak, J. A. (2021). On being warm and friendly: the effect of socially responsible human resource management on employee fears of the threats of COVID-19. International Journal of Contemporary Hospitality Management, 33(1), 346-366.
Hosseinpour, D., Ghorbani Paji, A., & Fandiz, H. (2021). The effect of human resource development approaches and police social responsibility on turnover intention of police officers. Journal of Naja Human Resources, 15(61), 57-78. (In Persian).
Jia, X., Liao, S., Van der Heijden, B. I., & Guo, Z. (2019). The effect of socially responsible human resource management (SRHRM) on frontline employees’ knowledge sharing. International Journal of Contemporary Hospitality Management, 31 (9), 3646-3663.
Kloutsiniotis, P. V., & Mihail, D. M. (2020). The effects of high performance work systems in employees’ service-oriented OCB. International Journal of Hospitality Management, 90, 102610.‏
Lebel, R. D. (2016). “Overcoming the fear factor: how perceptions of supervisor openness lead employees to speak up when fearing external threat”. Organizational Behavior and Human Decision Processes, 135, 10-21.
Lee, Y., & Li, J. Y. Q. (2021). The role of communication transparency and organizational trust in publics' perceptions, attitudes and social distancing behaviour: A case study of the COVID‐19 outbreak. Journal of Contingencies and Crisis Management, 29(4), 368-384.
Li, P. P., Bai, Y., & Xi, Y. (2012). The Contextual Antecedents of Organizational Trust: A
Madera, J. M., Dawson, M., Guchait, P., & Belarmino, A. M. (2017). Strategic human resources management research in hospitality and tourism: A review of current literature and suggestions for the future. International journal of contemporary hospitality management, 29 (1), 48-67.
Mansoori, H., & Ghafournai, M. (2021). Model of Covid-19 Crisis Management Strategies Based on Human Resource Management Policies. Public Organizations Management, 10(1(Series 37)), 29-46. (In Persian)
Newman, A., Miao, Q., Hofman, P. S., & Zhu, C. J. (2016). The impact of socially responsible human resource management on employees' organizational citizenship behaviour: the mediating role of organizational identification. The international journal of human resource management, 27(4), 440-455.
Obrad, C., & Gherheș, V. (2018). A Human Resources Perspective on Responsible Corporate Behavior. Case Study: The Multinational Companies in Western Romania. Sustainability, 10(3), 726-740.
Pilevari N, Alizadeh N. (2021). Designing a Resilience Management Model for Human Resources during Corona Pandemic Conditions based on Islamic Teachings Using Fuzzy SWARA. Quran and Medicine, 5, 50-57. (In Persian)
Raja, U., Azeem, M. U., Haq, I. U., & Naseer, S. (2020). Perceived threat of terrorism and employee outcomes: The moderating role of negative affectivity and psychological capital. Journal of Business Research, 110, 316-326.
Servera-Francés, D., & Piqueras-Tomás, L. (2019). The effects of corporate social responsibility on consumer loyalty through consumer perceived value. Economic research-Ekonomska istraživanja, 32(1), 66-84.
Shahvazian, S., & Hashemi Gheinani, F. (2020). The Challenges of Human Resource Management during the Transition Period of Corona Pandemic Crisis and Providing Solutions in Iran Hotel Holding Industry. Tourism Management Studies, 15(0), 217-252. (In Persian).
Sharafzadeh, A. (2018). Investigating the Impact of Formal Aspects of Human Resource Management on Human Resources Integration and Organizational Trust (Case Study of Quds Razavi Company). Fourth National Conference on Community Empowerment in the Field of Humanities and Management Studies, Tehran, 16-1.(In Persian).
Shen, J., & Benson, J. (2016). When CSR Is A Social Norm: How Socially Responsible Human Resource Management Affects Employee Work Behavior. Journal of Management, 42(6), 1723-1746.
Shen, J., & Zhang, H. (2019). Socially Responsible Human Resource Management And Employee Support For External CSR: Roles Of Organizational CSR Climate And Perceived CSR Directed Toward Employees. Journal of Business Ethics, 156(3), 875-888.
Solteo, G. L. (2022). Influence of Organizational Transparency on Employees' Trust among Cooperatives in Davao del Norte. Influence of Organizational Transparency on Employees' Trust among Cooperatives in Davao del Norte, 98(1), 25-25.
Wang, C., Luo, B., Liu, Y., & Wei, Z. (2016). The impact of executives’ perceptions of environmental threats and organizational slack on innovation strategies. Nankai Business Review International, 7(2), 216-230.
Yang, Y., Zhang, H., & Chen, X. (2020). Coronavirus pandemic and tourism: Dynamic stochastic general equilibrium modeling of infectious disease outbreak. Annals of tourism research, 83, 102913.
Zhao, H., Zhou, Q., He, P. & Jiang, C. (2019). How and when does socially responsible HRM affect employees’ organizational citizenship behaviors toward the environment?, Journal of Business Ethics, 3, 1-15.
Zhong, Y., Li, Y., Ding, J., & Liao, Y. (2021). Risk management: Exploring emerging Human Resource issues during the COVID-19 pandemic. Journal of Risk and Financial Management, 14(5), 228.
مدیریت منابع انسانی پایدار
دوره 5، شماره 8
فروردین 1402
صفحه 217-205

فایل ها

هم رسانی

ارجاع به این مقاله

آمار