Introducing a Model of the Functions of Resilience Human Resources for Iranian Health System

Generally, long-term activities in unappropriated work environment would result in employee burnout and job turnover. In this condition, Employee Resilience attracted scholars’ attention and refers to employee ability for continue activities in unappropriated situation. Also, Human resource functions as set of programs that managers can use, have important role for employee resilience. Since most of health care personnel works on unappropriated situation, this research has been conducted to propose a novel Resilience Human Resource Management Functions (RHRMF) model with a focus on public health care system.

The current study uses a mixed qualitative-quantitative research approach. In the qualitative phase, 14 semi-structured interviews have been carried out with a research statistical population including human resource managers and experts of health care organizations by snowball sampling method based on theoretical saturation. Finally, the conceptual framework of the RHRMF model has been developed based on a thematic analysis. In the quantitative phase, the proposed model has been validated based on the Structural Equation Modeling.

After analyzing the interviews, 18 subsidiary themes as well as five main themes were identified as Resilience Human Resource Functions including workforce relations, compensation, recruitment, development, and performance management.

With a GOF value of 0.529, the Structural Equation Modeling indicates acceptaed validity and a strong modelling fit for the outcomes of the proposed model.