الگوی نگهداشت کارکنان نسل زد در سازمان¬های دولتی(مورد مطالعه: وزارت کشور)
محورهای موضوعی : مدیریت منابع انسانی
سیده مریم دیباجی
1
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لیلا سعیدی
2
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صدیقه طوطیان
3
1 - گروه مدیریت دولتی، تهران جنوب، دانشگاه آزاد اسلامی، تهران، ایران
2 - professor azad university in tehran west
3 - استادیار مدیریت دانشگاه آزاد اسلامی
کلید واژه: نگهداشت منابع انسانی, کارکنان نسل زد, سازمان¬های دولتی,
چکیده مقاله :
زمینه و هدف: ویژگی‌های منحصر به فرد نسل Z همچون انتظارات شغلی متفاوت، نیاز به تعادل بین کار و زندگی و تمایل به توسعه مهارت‌های فردی، نگهداشت آنان در سازمانهای دولتی را به یکی از مباحث مهم تبدیل کرده است. هدف این پژوهش، طراحی الگوی نگهداشت کارکنان نسل زد در سازمانهای دولتی(وزارت کشور) می باشد.
روش تحقیق: در این پژوهش از رویکرد آمیخته متوالی اکتشافی استفاده شد، بدین‌صورت که در مرحله کیفی با استفاده از روش تحلیل محتوای کیفی، ابعاد، مولفهها و شاخصهای الگو از طریق مصاحبه نیمهساختاریافته با 15 نفر از خبرگان دانشگاهی و اجرایی وزارت کشور، احصاء شد. در مرحلۀ کمی، برای اعتبارسنجی الگو، از مدلسازی معادلات ساختاری استفاده شد، بدین‌صورت که پرسشنامهای براساس عوامل احصاء شده در مرحله کیفی، طراحی و در بین 120 نفر از کارکنان نسل Z در بخش‌های مختلف وزرات کشور، توزیع شد تا روابط بین شاخصها و مقولهها ارزیابی شود. دادههای مرحله کمی با استفاده از نرم افزار Smart Pls نسخه 3 مورد تحلیل قرار گرفتند.
یافته ها: یافته ها نشان داد که الگوی نگهداشت کارکنان نسل زد در سازمانهای دولتی شامل خوشایندسازی محیط شغلی، خوشایندسازی شغل و اقدامات حمایتی است که از عوامل سازمانی، برون سازمانی و فردی نسل تاثیر پذیرفته و به پیامدهای فردی، سازمانی و اجتماعی منتهی میگردد. تحلیلهای کمی نیز معنیداری ارتباط بین شاخصها و مولفه‌های مورد نظر را تایید کردند.
نتیجه گیری: نتایج این پژوهش میتواند برای مدیریت مدیریت فرایند نگهداشت کارکنان نسل زد در سازمانهای دولتی مفید باشد.
Background and Objective: The distinctive attributes of Generation Z—including their diverse employment expectations, the emphasis on work-life balance, and the aspiration to enhance personal skills—have rendered their retention within government organizations a matter of significant importance. The objective of the current study is to develop a model for retaining Generation Z employees within government institutions, specifically targeting the Ministry of Interior.
Research Methodology: This study employed a sequential mixed-methods approach. In the qualitative phase, the dimensions, components, and indicators of the model were examined through qualitative content analysis, utilizing semi-structured interviews with fifteen academic and executive experts from the Ministry of Interior. In the subsequent quantitative phase, structural equation modeling was applied to validate the proposed model. A questionnaire was developed based on the factors identified during the qualitative stage and was distributed among 120 Generation Z employees across various departments within the Ministry of Interior to assess the relationships among indicators and categories. The data collected in the quantitative phase were analyzed using Smart PLS version 3 software.
Findings: The findings indicate that the retention pattern of Generation Z employees within government organizations encompasses aspects such as job satisfaction and support measures, which are influenced by organizational, external, and individual factors pertinent to this generation. These factors subsequently contribute to various individual, organizational, and societal outcomes. Quantitative analyses further validated the significant correlations between the identified indicators and respective components.
Conclusion: The findings of this study may prove valuable in the management of the retention processes for Generation Z employees within governmental institutions.
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