Staff Empowerment Research Articles

Advancing a Model for Enhancing Research Competencies among Non-Academic Staff in Northeast Thailand Higher Education Institutions

The development of research competency among non-academic personnel in higher education institutions is a crucial endeavor that aligns with the evolving demands of the 21st-century workforce. This study employs a comprehensive research and development approach to create an advanced model for enhancing research competencies encompassing knowledge, skill, and attitude. The model's design is informed by meticulous need analysis, ensuring its relevance to the unique challenges faced by non-academic staff. Through expert evaluation, the model's efficacy is demonstrated in improving research-related capacities. The evaluation results underscore its robustness across various dimensions, with significant improvements observed in participants' research competencies. This study highlights the interconnectedness of knowledge, skill, and attitude in fostering research competency and supports the broader view that tailored interventions, derived from thorough need analysis, play a pivotal role in driving meaningful and sustainable improvements in research-related skills and capabilities. Ultimately, this research contributes to the ongoing discourse on non-academic staff empowerment and the advancement of higher education institutions in an increasingly research-focused landscape.

Rational quality and cost of critical care systems are more important than individual considerations: a view from India.

Critical or Intensive Care Units (CCU/ICUs) play a crucial role in treating critically ill patients, but they contribute significantly to healthcare costs. In India and many other resource-limited countries, private ICU treatment is largely unaffordable for the poor and even a section of the middle class, who are not substantially insured. It is essential for all stakeholders involved in critical care to prioritize quality and cost-effectiveness. To ensure quality assurance, legally binding quality standards must be developed collaboratively by the government, professional bodies, hospital administrators, and domain experts. Regulatory benchmarks relevant to different types of ICUs can enforce adherence and transparency. Telemedicine, referral systems, and interhospital transport need improvement. Addressing attrition rates among staff and greater empowerment of formally qualified registered intensivists in the private hospitals can enhance outcomes and cost control. Long-term post-ICU recovery care is often unaffordable or unavailable in many parts of the world. Engaging families in home care and providing training in basic caregiving tasks can improve outcomes and reduce costs. In areas with limited access to qualified professionals, training of lay community caregivers and practitioners can be beneficial. Multidisciplinary post-ICU clinics and necessary telephonic handholding can support home-based patients and their families. Standardizing prices of essential necessities and promoting rational practices are crucial. System-wide efforts and novel approaches like decentralization of critical care services are necessary to ensure holistic quality and cost-effectiveness, particularly in densely populated countries with resource limitations. These innovations will not only improve care but also enhance preparedness for future pandemics.

Occupational stress and coping strategies of the nursing staff of a Public University Hospital during the COVID-19 pandemic

Background & Aim: Nursing staff are exposed to high-stress levels daily due to the demanding work environment. This study examined nursing staff occupational stress and coping mechanisms during the COVID-19 pandemic.‎
 Methods & Materials: A cross-sectional study with a sample of 108 nursing staff was carried out. The Expanded Nursing Stress Scale (ENSS), the Brief Coping Orientation to Problems Experienced (Brief COPE) Scale, and constructed questions were used for data collection. Data were analyzed using chi-square (χ2), Pearson methods, and Multiple linear regression analysis. Statistical significance was determined at p-value ≤ 0.05.
 Results: Overall Occupational stress was assessed with a mean score of 146.8 (SD±35.3). In Brief COPE Scale, a higher mean was assessed for “social support - information seeking” and lower for “substance use” or “withdrawal” (p<0.001). A significant difference in response distributions was observed regarding their degree of concern or fear about COVID-19 (p<0.01). Increased levels of Overall Occupational Stress (ENSS) were associated with higher levels of BCOPE. Emotional Focus and Venting and Diffusion of Emotions (β=5.15, p=0.026), younger age of the participants (β=-5.78, p=0.033), years of working in the healthcare sector (β=14.46, p=0.004) or the highest fear/concern about being infected and infecting their patients (β=6.22, p=0.032).
 Conclusion: Nursing staff experienced moderate levels of occupational stress, while challenges raised by the pandemic were handled through seeking social support, positive reframing and acceptance, taking protective measures, and turning to religion. Developing meaningful administrative and educational strategies for staff empowerment and resilience may reduce anxiety and occupational stress for nurses.

Employee Performance Implications of CSR for Organizational Resilience in the Banking Industry: The Mediation Role of Psychological Empowerment

Corporate social responsibility (CSR) has been found to be important in boosting organizations’ sustainability and resilience against crisis. Although employees constitute key internal stakeholders for CSR, limited attention has been paid to them. The purpose of this research is to examine how employee perceptions of CSR activities affect employee performance through their sense of psychological empowerment. Drawing upon a sample of 203 employees in the Cypriot banking sector, a structured questionnaire was administered to measure employee performance, psychological empowerment, and CSR activities as perceived by employees. The analysis of data, based on path modeling using the partial least squares (PLS) approach, confirms the mediating role of psychological empowerment between CSR activities (philanthropic, ethical, and environmental) and job performance. This study contributes to the theoretical evolvement of the CSR literature, as it established the mediating role that psychological empowerment plays between perceived CSR and job performance. The findings suggest that CSR should be treated not just as a pressing obligation but as a dynamic investment in organizational effectiveness, sustainability, and resilience because positive employee perceptions of CSR can contribute to staff empowerment and indirectly to job performance.

We have to turn a transatlantic liner-Leaders' perspectives on creating a meaningful life for older persons receiving municipal care.

To describe leaders' perspectives on what is important to create a meaningful daily life for older persons receiving municipal elderly care. This study combined the Participatory Appreciative Action Reflection approach and qualitative methods. Focus Group Discussions were performed with eighty leaders that was analysed with qualitative content analysis. One overall theme emerged "We have to turn a transatlantic liner". The leaders proposed a need to change from an institutional care to a more person-centered care approach on all levels of the healthcare system. This meant that everyone in the organization needed to think outside the box and find new ways to provide care to older persons. They needed to hire the right persons with the right values and knowledge. The leaders would need to provide for and support staff empowerment. There was also a need to see the older person and their relatives as co-participants. No Patient or Public Contribution.

Barriers and facilitating factors of care coordination for children with spinal muscular atrophy type I and II from the caregivers' perspective: an interview study

BackgroundChildren with medical complexity (CMC) require long-term care accompanied by different health- and social care professionals. Depending on the severity of the chronic condition, caregivers spend a lot of time coordinating appointments, communicating between providers, clarifying social legal issues, and more. Effective care coordination is seen as key to addressing the fragmented care that CMC and their families often face. Spinal muscular atrophy (SMA) is a rare genetic, neuromuscular disease which care involves drug therapy and supportive treatment. We examined the care coordination experiences through a qualitative interview analysis of n = 21 interviews with caregivers of children with SMA I or SMA II.ResultsThe code system consists of 7 codes and 12 sub-codes. “Disease and coordination management of the caregivers” describes the management of coordination-related illness demands. “General conditions of care” include enduring organizational aspects of the care network. “Expertise and skills” refers to both parent and professional expertise. “Coordination structure” describes the assessment of existing coordination mechanisms as well as the need for new ones. “Information exchange” defines the information exchange between professionals and parents as well as the exchange of parents among themselves and the perceived exchange between professionals. “Role distribution in care coordination” summarizes parents' “distribution” of coordinative roles among care network actors (including their own). “Quality of relationship” describes the perceived quality of the relationship between professionals and family.ConclusionCare coordination is influenced peripherally (e.g., by general conditions of care) and directly (e.g., by coordination mechanisms, interaction in the care network). Access to care coordination appears to be dependent on family circumstances, geographic location, and institutional affiliation. Previous coordination mechanisms were often unstructured and informal. Care coordination is frequently in the hands of caregivers mainly as the care network’s interface. Coordination is necessary and must be addressed on an individual basis of existing resources and family barriers. Existing coordination mechanisms in the context of other chronic conditions could also work for SMA. Regular assessments, centralized shared care pathways, and staff training and empowerment of families for self-management should be central components of all coordination models.Trial registration: German Clinical Trials Register (DRKS): DRKS00018778; Trial registration date 05. December 2019—Retrospectively registered; https://apps.who.int/trialsearch/Trial2.aspx?TrialID=DRKS00018778.

THE EFFECT OF EMOTIONAL LABOR AND BASIC SELF ON CONSTRUCTIVE NORMAL BEHAVIOR IN HOTEL OPERATIONS: THE INTERMEDIATE ROLE OF STAFF EMPOWERMENT

The main purpose of the research is to examine the effect of emotional labor, core self, constructive non-normative behavior and the mediating effect of personnel empowerment. The universe of the study is hotel businesses and the sample is the hotels in Ankara and Muğla. Research data were collected from managers in the hotel enterprises in question by interview form and survey technique from the staff. The data obtained with 538 questionnaires collected from the employees were analyzed. In the light of the data obtained from the employees, "factor analysis" was used for sizing and validating the scales. Correlation analysis was used to determine the relationship between the scales. For the validation of the research model, "Structural Equation Modeling" was preferred in measuring the interaction of the independent variables with the dependent variable and determining the mediating role in the LISREL package program. According to the results of the research, it has been observed that staff empowerment has a partial mediating role in the effect of collective emotional labor on constructive non-normative behavior. On the other hand, it has been revealed that staff empowerment is a full mediator in the effect of core ego on constructive non-normative behavior.

Reflective, pragmatic, and reactive decision-making by maternity service providers during the SARS-CoV-2 pandemic health system shock: a qualitative, grounded theory analysis

BackgroundPregnant and postpartum women were identified as having particular vulnerability to severe symptomatology of SARS-CoV-2 infection, so maternity services significantly reconfigured their care provision. We examined the experiences and perceptions of maternity care staff who provided care during the pandemic in South London, United Kingdom – a region of high ethnic diversity with varied levels of social complexity.MethodsWe conducted a qualitative interview study, as part of a service evaluation between August and November 2020, using in-depth, semi-structured interviews with a range of staff (N = 29) working in maternity services. Data were analysed using Grounded Theory analysis appropriate to cross-disciplinary health research.Analysis & findingsMaternity healthcare professionals provided their views, experiences, and perceptions of delivering care during the pandemic. Analysis rendered three emergent themes regarding decision-making during reconfigured maternity service provision, organised into pathways: 1) ‘Reflective decision-making’; 2) ‘Pragmatic decision-making’; and 3) ‘Reactive decision-making’. Whilst pragmatic decision-making was found to disrupt care, reactive-decision-making was perceived to devalue the care offered and provided. Alternatively, reflective decision-making, despite the difficult working conditions of the pandemic, was seen to benefit services, with regards to care of high-quality, sustainability of staff, and innovation within the service.ConclusionsDecision-making within maternity care was found to take three forms – where at best changes to services could be innovative, at worst they could cause devaluation in care being delivered, and more often than not, these changes were disruptive. With regard to positive changes, healthcare providers identified staff empowerment, flexible working patterns (both for themselves and collectively as teams), personalised care delivery, and change-making in general, as key areas to capitalise on current and ongoing innovations borne out of the pandemic. Key learnings included a focus on care-related, meaningful listening and engagement of staff at all levels, in order to drive forward high-quality care and avoid care disruption and devaluation.

Reducing catheter-associated urinary tract infections in the cardiac intensive care unit with a coordinated strategy and nursing staff empowerment

BackgroundCatheter-associated urinary tract infection (CAUTI) is one of the most common hospital-acquired infections. The use of urinary catheters is associated with several complications and increased mortality and morbidity. At the...

Feasibility of implementing an innovative manual handling risk assessment training program for staff working in long-term care

BackgroundThe Risk Assessment for moving Individuals SafEly (RAISE) program is a hospital-based manual handling nursing training program. RAISE involves upskilling on continual risk assessment during patient-assisted movements. RAISE aims to optimise staff and patient safety while providing the patient with movement and rehabilitation opportunities. Implementation of RAISE in the hospital setting has been established. The aim of this study was to explore the feasibility of implementing RAISE in the long-term care setting.MethodsWe examined three feasibility domains: acceptability, practicality, and limited efficacy (observed nursing behaviour change which has the potential to reduce nursing injuries), using a prospective pilot pre-post design in the long-term care setting. Staff completed a 4-hour training session on RAISE delivered by two physiotherapists, followed by 8 h of supported behaviour change in the workplace. Staff acceptability and practicality of incorporating risk assessment strategies into manual handling approaches were explored through pre- and post-training staff surveys and a semi-structured interview. Resident acceptability of manual handling practices was explored via survey data collected after the RAISE training. Pre to post-training changes in staff knowledge and behaviour were examined through the pre- and post-training staff survey, and observation of staff assisting resident movement.ResultsTwo enrolled nurses and five residents participated. Staff reported the RAISE program was acceptable and practical to implement in the long-term care setting. There were no adverse events or safety concerns. Staff reported the RAISE program provided guidance and enhanced staff empowerment to make decisions during assisted resident movement. There were 26 observed resident-staff manual handling interactions recorded, with 13 pre-training and 13 post-training. Post-training, RAISE skills had improved and were completed 100% of the time, except for completing a physical risk assessment which improved from 46 to 85%, demonstrating limited efficacy. Residents reported it’s important for staff to be trained on how to assist them to mobilise and they found the concept of the RAISE program acceptable.ConclusionsThis pilot study supports the feasibility of long-term care facilities participating in future studies testing the effectiveness and cost-effectiveness of the Risk Assessment for moving Individuals SafEly (RAISE) patient and resident manual handling program.

The Effect of Four Melhem's Empowerment Factors on the Empowerment of Staff in Hormozgan University of Medical Sciences, Iran

Background: The only sustainable competitive advantage of organizations is their employees. Capable and efficient manpower are the most important assets of organizations and communities. This will lead to sustainable development. The purpose of this study was to determine the effect of empowerment through four factors of ability (knowledge and skills, trust, motivation and communication) among the staff of Hormozgan University of Medical Sciences.
 Methods: This was a descriptive study conducted in 2017.The statistical population consisted of 485 staff members of Hormozgan University of Medical Sciences. 215 people were selected by random sampling method. Then, the authors selected samples from each job category through stratified sampling method. To collect information, the authors used a standard empowerment questionnaire based on Melhem's model in addition to the demographic section. After distributing the questionnaire; t-student test and Spearman correlation were used to determine the status of research variables and also the type and extent of the relationship between them.
 Results: According to the results of t-student test, the average of all variables was more than 3 indicating the appropriate status of employees' capabilities. Moreover, the results of Spearman correlation test showed that the relationship between independent variables and dependent variables in this test was significant. All research hypotheses (main hypothesis and four sub-hypotheses) were confirmed. The results of the correlation coefficient of the relationship between knowledge and skill variables with empowerment showed a moderate intensity, while the correlation coefficient of the relationship between the variables of motivation, trust and communication with empowerment showed a low intensity.
 Conclusion: Due to the appropriate status of employees' empowerment, long-term empowerment programs are proposed to enhance employees' empowerment further.

Total Quality Management Practice on the Performance of Commercial Banks: Case of Sidian Bank Kenya Limited

In an effort to boost performance, Sidian Bank Kenya has been implementing quality management practices. However, the bank has faced difficulties as a result of demotivated employees and employees leaving the company in search of better opportunities. The bank hasn't even met the goals it set for itself, despite putting these total quality management measures into place. As a result, the study mostly looked into how Sidian Bank's performance in Nairobi City County, Kenya, is influenced by total quality management practices. A descriptive research design was used in the study. The Kenyan Sidian Bank was the focus of this study, and 66 managers and support staff were among the respondents. There were 66 respondents to the census. The questionnaires that were given to all of the respondents were used to collect the primary data. Despite not being a part of the final study, the pilot study included 10 bank employees who provided responses to the survey. The quantitative data shown in tables and figures was examined using descriptive statistics such as mean and standard deviation. Multiple regression analysis was used to establish the link between the variables. According to the study, continuous improvement, staff empowerment, top management commitment, and customer orientation all had a substantial impact on Sidian Bank performance. The study came to the conclusion that the goal of continuous improvement is to give employees the tools they need to deal with problems and gradually improve their work processes' effectiveness. Employee motivation has been shown to rise in direct correlation with employee empowerment through increased autonomy. Through its leadership and commitment to the overall quality management goal of customer satisfaction, top management fosters an organizational culture that places a priority on total quality and customer happiness, which in turn increases employee empowerment and job satisfaction. By implementing the appropriate management framework and customer-focused institutions to enhance business performance, customer orientation enables the bank to forge close relationships with its customers and generate revenue. The study suggested that the Bank set attainable objectives for the successful implementation of continuous improvement in order to reduce stress and maintain employee engagement on the successful path. By regularly soliciting and acting on feedback from employees, the bank should give them a voice and give them opportunities to advance through more autonomy, more responsibilities, or even a completely new position. In order to set an example and provide individuals with high-quality processes that they can use, the bank needs the commitment and engagement of its top managers across the board. The bank's customer orientation strategy should be viewed as a customer relationship management tool that aims to guarantee management of target customers and available capital in order to generate sustainable profits over the long term.

The Impact of COVID-19 on the Person-Centered Care Practices in Nursing Homes.

The COVID-19 pandemic has had a significant impact on long-term care residents, family, and staff. Nursing homes are facing persistent challenges such as staff shortage, lack of personal protective equipment (PPE), and staff experiencing mental health issues including burnout. COVID-19 precautions may have made implementing person-centered care (PCC) in nursing homes more difficult. This report provides a descriptive analysis of perceived COVID-19 impact on the PCC practice in nursing homes. Surveys (N = 379) were collected from 11 nursing homes across Georgia. PCC practice barriers include reduced choice for residents, staff anxiety related to COVID-19 precautions, increased prevalence of short-staffing, and expanded duties for direct care workers. Facilitators for PCC were also present and included staff engagement, the provision of mental health resources, supervisor support, and empowerment of staff. Applied practice and research to address these barriers and expand implementation of facilitators is needed.

Safety huddles in paediatric intensive care unit: Implementation and staff perception in a resource limited setting.

To evaluate the perception, knowledge, empowerment and comfort level of critical care staff in relation to the implementation of safety huddles in paediatric intensive care unit of a tertiary care hospital. The descriptive cross-sectional study was conducted at the Aga Khan University Hospital, Karachi, from September 2020 to February 2021, and comprised physicians, nurses and paramedics who were part of the safety huddle. Staff perception regarding this activity was evaluated using open-ended questions that were scored on a Likert scale. Data was analysed using STATA 15. Of the 50 participants, 27(54%) were females and 23(46%) were males. Overall, 26(52%) subjects were aged 20-30 years age, while 24(48%) were aged 31-50 years. Of the total, 37(74%) subjects strongly agreed that safety huddle had been routinely held in the unit since initiation; 42(84%) felt comfortable sharing their concerns about patient safety; and 37(74%) considered the huddles worthwhile. Majority 42(84%) felt more empowered through huddle participation. Moreover, 45(90%) participants strongly agreed that daily huddle helped them in becoming clearer about their responsibilities. For safety risk assessment, 41(82%) participants acknowledged that safety risks had been assessed and modified in routine huddles. Safety huddle was found to be a powerful tool to create a safe environment in a paediatric intensive care unit where all team members can speak up freely about patient safety.

A Fresh Look at the Nursing Home Workforce Crisis: Transforming Nursing Care Delivery Models.

The current State of the Science Commentary focuses on workforce challenges in the nursing home (NH) setting that lie within the purview of professional nursing-what professional nurses can do to promote high-quality person-centered care within a context of existing resources-individually and broadly across the collective profession. Historically, three models of care delivery have characterized the way in which nursing care is organized and delivered in different settings: primary nursing, functional nursing, and team nursing. Based on the existing evidence, we call for scientific leadership in the redesign, testing, and implementation of a nursing care delivery model that operationalizes relationship-centered team nursing. This integrative model incorporates successful evidence-based approaches that have the potential to improve quality of care, resident quality of life, and staff quality of work life: clear communication, staff empowerment, coaching styles of supervision, and family/care partner involvement in care processes. In addition to the needed evidence base for NH care delivery models, it is imperative that educational programs incorporate content and clinical experiences that will enable the future nursing workforce to fill the leadership gap in NH care delivery. [Research in Gerontological Nursing, 16(1), 5-13.].

Influence of E-Learning on Performance and Employability among Business Education Students in Tertiary Institutions in Delta State

This research aimed to explore the impact of E-Learning on the academic performance and employability of Business Education students in tertiary institutions. The study was guided by four research questions and tested four null hypotheses. It utilized a descriptive correlational research design and involved a population of 937 Business Education students in Delta State tertiary institutions. A sample of 260 students was selected using proportionate stratified sampling. The data collection instrument was a questionnaire, which underwent validation by three experts from the Business Education Department. Reliability was assessed using Cronbach alpha coefficient. The research questions were addressed through mean, standard deviation, and Pearson’s coefficient of determination, while the hypotheses were examined using the Pearson Product moment correlation coefficient at a significance level of 0.05. The findings of the study indicated that E-Learning can positively influence the academic performance and employability of Business Education students in Delta State’s tertiary institutions. Factors contributing to the success or failure of E-Learning included equipment costs, management attitudes, and the need for well-equipped E-Learning centers. The study also highlighted that optimizing E-Learning for enhanced academic performance and employability could be achieved through adequate financing, continuous staff training and empowerment, and ensuring a stable power supply. Furthermore, the research revealed a significant positive influence of E-Learning on the academic performance and employability of Business Education students in Delta State’s tertiary institutions. As a recommendation, the study suggested that institutions allocate sufficient financial resources to support the implementation and maintenance of E-Learning infrastructure, covering equipment, software, learning management systems, and technical support.

Επαγγελματική Εξουθένωση Διοικητικού Προσωπικού σε Νοσοκομείο Αναφοράς COVID-19 στον Ένα Χρόνο Πανδημίας

Administrative staff of Hospitals was exposed to stressors that exacerbated negative emotions and exhaustion during the SARS-CoV-2 period. The purpose of the study is to determine the degree of occupational burnout of the administrative staff in a CoViD-19 Reference Hospital in Attica, and to analyze the effect of socio-demographic characteristics on the aforementioned variable. A quantitative synchronous approach has been used. As the research instrument, the Maslach Burnout Inventory was used to measure burnout levels in terms of the dimensions of emotional exhaustion, depersonalization, and personal accomplishment. T-test, analysis of variance (ANOVA), as well as non-parametric tests of Mann Whitney U and Kruskal Wallis tests, were applied. The level of statistical significance was set at 0.05. In this study, 69 women (72.6%) and 26 men (27.4%) participated. The age of majority is 45-55 years (58.95%), University/ATEI graduates (30.5%), and with 15-25 years of service (56.8%). The occupational burnout of administrators is high. High levels of emotional exhaustion are observed with moderate degree of depersonalization and moderate degree of personal achievement. A statistically significant difference between gender and burnout is found, with women exhibiting higher levels of emotional exhaustion (p<0.05). The educational level is statistically significant to the degree of depersonalization (p<0.05). Age, job status, employment relationship, and years of service are statistically significant and associated with emotional exhaustion (p<0.05). The findings clearly indicate that socio-demographic and occupational factors affect the burnout that hospital administrative staff expe- rience during the coronavirus period. The implementation of actions of psychological support, upskilling, develop- ment, and empowerment of administrative staff will contribute positively to the benefit of employees and the quality of services provided.

SIMPLE SOLUTIONS TO A COMPLEX PROBLEM: LISTENING TO DIRECT CARE WORKERS’ PERCEPTIONS ABOUT RETENTION

Abstract Direct care workers (DCWs) play a crucial role in delivering long-term services in nursing homes, assisted living, and in-home care. The work is physically and emotionally demanding and generally low-paid, which makes retaining and managing the workforce extremely challenging and has resulted in an unending workforce crisis. This study provides data on retention-promoting factors from the perspective of DCWs working in high-performing facilities and home care agencies that were identified through national and state retention data and reviews from case management agencies. Qualitative interviews were conducted in the spring of 2022 with a purposive sample of DCWs (n=16). Interviews were transcribed, checked for accuracy, and coded via thematic analysis. Three overarching themes emerged: work culture, appreciation, and monetary benefits. Retention was supported by a work culture that emphasizes person-centered care, family atmosphere, relationship building, staff empowerment, coaching supervision, participative leadership, effective communication, and flexible working conditions. DCWs experienced appreciation from employers, supervisors, and clients, which they perceived to promote retention. This theme includes valuing, respecting, recognizing, and acknowledging the efforts of DCWs. Monetary benefits promoting retention were seen as regular wage raises, employee assistance funds, gift cards, bonuses, paid time off, health insurance benefits, and travel reimbursement. This study demonstrates that while worker retention is a crisis, there are modifiable aspects of the job that can promote workers’ retention. DCWs’ retention can be impacted by work culture and appreciation practices. Study findings have implications for facility policy and practice pertaining to DCW’s retention.

Systematic Literature Review on Human Resource Management Effect on Organization Performance

Purpose: The current study is the outcome of a thorough evaluation of the literature on functionalism in human resource management as it relates to organizational performance. It examines the role of human resource management and looks into various issues with human resource management in firms in such situations. Research Methodology: The theoretical underpinnings are accomplished through a systematic review and subsequent thematic content analysis of literature, including reports from published literature and research papers that have been published. These were critically examined, and the best matching documents were then carefully chosen for inclusion to reach a conclusion. Result: The result emphasizes the necessity for human resource management managers to implement cutting-edge strategies for faculty and staff empowerment so they may traverse the fast-changing environment and perform to their full potential against the odds. To engage stakeholders in amicably avoiding recalcitrance, a conceptual qualitative framework is established and recommended for the functionalism of tailored human resource management. This approach can help managers of human resources find opportunities during this crisis and help them come to significant conclusions about how to address issues and create a positive culture. Limitation: Risks of bias such as selection bias, insufficient blinding, attrition bias, and selective outcome reporting may be among the limitations. Future Implications: By working together to overcome predicted difficulties, this framework can help an educational leader manage stakeholders' expectations and benefit academics and practitioners alike. Novelty: Research novelty was a brand-new concept that might result in new knowledge or contribute to already-existing knowledge. Keywords: 1. Human Resource Management 2. Functionalism 3. Organization Performance 4. Systematic Literature Review

Systematic Literature Review on Human Resource Management Effect on Organization Performance

Present study is a result of a systematic review of literature on human resource management functionalism in the sphere of Organizational performance. It investigates different problems associated with human resource management in predicament organizations under such situation and explores the role of human resource management. The theoretical reinforcements are done through a systematic review and subsequent thematic content analysis of literature like published research papers, along with reports from published literature; these were critically examined and best matching documents are strategically selected for inclusion to reach conclusion. The outcome highlights the need for human resource management mangers to adopt innovative techniques for faculty and staff empowerment to navigate through the rapidly changing scenario and do the best on the constrained background. A conceptual qualitative framework is developed and prescribed for functionalism of customized human resource management to engross stakeholders in amicably avoiding recalcitrance. This framework can assist human resource management mangers to identify the opportunities during this crisis and make meaningful decisions to solve problems and build a supportive culture. This framework can assist an educational leader to manage stakeholders’ expectations through mutual collaboration in working towards overcoming anticipated obstacles and add value to both academicians and practitioners.