HR Practices to maintain Employee Commitment during the Health Crisis in Bahrain. The Example of Ministry of Education Employees

Table of Contents

1. Chapter 1: Theoretical Framework

1.1 Health Crises Management

1.2 Mobilized Theory of Commitment

1.3 HR practices

1.3.1 Reconnecting Employees

1.3.2 Managing Social Distancing

1.3.3 Infrastructure

1.3.4 Reducing communication gap

1.3.5 Controlling Cyberattacks

1.3.6 Untrained employee

2. Chapter 2: Methodology

2.1 Restatement of Purpose

2.2 Research Design

2.3 Data Collection

2.4 Sampling Method

2.5 Data Analysis Technique

3. Chapter 3: Finding and Discussions

3.1.1 Background Data

3.2 Thematic Framework

3.2.1 Creating and Organizing Codes into Themes

3.2.2 Reviewing and defining names to themes

Research Objectives and Themes

This research investigates the working experiences and conditions of Ministry of Education employees in Bahrain following the global health crisis, specifically analyzing how these shifts and new human resource practices impact employee commitment and performance.

• The influence of health crisis management on employee commitment levels.
• The redesign of working conditions and increased flexibility provided to staff.
• HR's role in facilitating communication across departments during a pandemic.
• The influence of HR on supervisor leadership and its subsequent effect on staff commitment.

Extract from the Thesis

Summary of Chapters

Chapter 1: Theoretical Framework: Explores existing literature on health crisis management, organizational commitment theory, and various HR practices implemented during the pandemic.

Chapter 2: Methodology: Details the qualitative research design, specifically focusing on the phenomenological approach and thematic analysis of interviews conducted with Ministry of Education employees.

Chapter 3: Finding and Discussions: Presents the demographic background of participants and provides a comprehensive thematic analysis of the collected interview data.

Keywords

COVID-19, Commitment level, Ministry of Education, HR practices, Health Crises Management, Remote working, Employee performance, Thematic analysis, Work-from-home, Organizational commitment, Crisis management, Employee motivation, Telecommunication, Qualitative research, Bahrain.

Frequently Asked Questions

What is the primary focus of this research?

This thesis examines the impact of HR practices and changed working conditions during the COVID-19 pandemic on the work commitment of employees at the Ministry of Education in Bahrain.

What are the core research themes?

The core themes include health crisis management, remote team management, digital infrastructure, the impact of COVID-19 on performance, and the changing role of HR and supervisory leadership.

What is the main research question of the study?

The research asks: How do HR practices influence employees' work commitment in the context of a significant health crisis?

Which methodology was chosen for this study?

The researcher employed a qualitative research design, using semi-structured interviews and thematic analysis via NVivo 11 to interpret participant experiences.

What does the main body of the work cover?

The main body covers a theoretical review of commitment models, an analysis of HR practices such as WFH and infrastructure support, and a discussion of findings derived from interviews with staff and supervisors.

Which specific keywords define this study?

Key terms include COVID-19, HR practices, Commitment level, Ministry of Education, and Health Crises Management.

How did the Ministry of Education adapt to the pandemic?

The organization implemented measures such as work-from-home arrangements, rotation policies for office attendance, sanitization protocols, and the use of telecommunication tools like Zoom and Microsoft Teams.

What was the main challenge for supervisors?

Supervisors faced the difficulty of managing remote teams that were often untrained in digital tools, while also attempting to maintain team cohesion, motivation, and task efficiency from a distance.

What was the conclusion regarding employee commitment?

The study concludes that new HR practices significantly impacted commitment, with negative effects often stemming from resource unavailability at home, communication gaps, and the stress associated with technological transitions.