Examining the Relationship of National Values, Adaptive Culture, Transformational Leadership, and Strategic Human Resource Management to Organizational Resilience: A Quantitative Study in the Philippine Government

Date of Award

5-1-2023

Document Type

Thesis

Degree Name

Master of Arts in Psychology, Concentration in Industrial-Organizational Psychology (Thesis Program)

First Advisor

Emerald Jay D. Ilac, PhD

Abstract

This study examines the effects of an organization’s human resources, leadership, culture, and adaptation of national values to organizational resilience in the context of the Philippine public sector. Through a questionnaire administered to 186 respondents, results of the path analysis revealed that strategic human resource management showed significant mediation paths for the relationship between national values and organizational resilience [NV→HR (B = 0.33, SE = 0.08, p < 0.001) and HR→OR (B = 0.17, SE = 0.06, p = 0.016)] and between adaptive culture and organizational resilience [AC→HR (B = 0.48, SE = 0.13, p < 0.001) and HR→OR (B = 0.17, SE = 0.06, p = 0.016)]; and that the path analysis model also converged with its predictions matching the actual data well (SRMR = 0.000 and CFI = 0.000). This study found that strategic human resource management was a strong mediator for the relationship of both national values and adaptive culture to organizational resilience. It also found that the individual paths of national values, adaptive culture, and strategic human resource management to organizational resilience were significant, indicating a predictive relationship within the tested model.

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