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

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 conducted using Jamovi 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).本研究以菲律宾公共部门为研究情境，探讨组织人力资源、领导力、文化以及国家价值观适配性对组织韧性的影响。本研究通过向186名受访者发放问卷，采用Jamovi软件开展路径分析，结果显示：战略人力资源管理在国家价值观（national values, NV）与组织韧性（organizational resilience, OR）的关系中存在显著中介路径[NV→HR（B=0.33，SE=0.08，p<0.001）与HR→OR（B=0.17，SE=0.06，p=0.016）]；同时，战略人力资源管理在适应性文化（adaptive culture, AC）与组织韧性的关系中亦存在显著中介路径[AC→HR（B=0.48，SE=0.13，p<0.001）与HR→OR（B=0.17，SE=0.06，p=0.016）]；此外，该路径分析模型的预测结果与实际数据匹配度较高，拟合效果良好（标准化残差均方根（Standardized Root Mean Square Residual, SRMR）=0.000，比较拟合指数（Comparative Fit Index, CFI）=0.000）。