Identify and rank the factors affecting intergenerational conflicts in the organization (Case study; Kerman Automotive Industries Staff)

Subject Areas : Human Capital Empowerment

rostam derakhshan ¹

1 - . Department of Management, Ramhormoz Branch, Islamic Azad University, Ramhormoz, Iran

Received: 2021-03-14 Accepted : 2021-10-27 Published : 2022-11-22

Keywords: Generation Gap, Organizational Conflict, ntergenerational conflicts, individual conflict,

Abstract :

The present study was conducted to identify and rank the factors affecting intergenerational conflicts in the organization. The present research is applied in terms of purpose and descriptive-analytical in terms of data collection. The statistical population in this study includes the headquarters of Kerman Motor Automotive Industries, which used the available probability sampling method to select members of the statistical sample. According to the statistical population of 310 staff members, the sample size of Cochran's formula is 173 people. To measure intergenerational conflicts, first an expert group consisting of 20 experts was formed, then a research questionnaire in 9 components and 36 items was obtained, which was measured in a 5-point Likert scale. The validity of the questionnaires was formally confirmed. The total reliability coefficient of the questionnaire was 0.752, which was obtained by Cronbach's alpha. The results show that technological and technical factors, acquired skills, generation gap, personality traits, personal beliefs, level of expectations, management style, organizational culture and administrative structure have a significant impact on creating intergenerational conflicts in Kerman Motor Company. But the situation of Kerman Motor car industries is in a favorable situation in terms of these factors.

References:

ایزدی یزادن آبادی، احمد(1379). مدیریت تعـارض، تهـران: انتـشارات دانـشگاه امـام حسین(ع).

بابایی، وحیده؛ دلخواه، جلیل؛ نیری، شهرزاد (1397). بررسی تفاوت های نسلی انگیزه خدمت عمومی کارکنان در سازمان های عمومی ، پایان نامه دوره کارشناسی ارشد در رشته مدیریت دولتی گرایش نیروی انسانی؛ دانشگاه تربیت مدرس، دانشکده مدیریت و اقتصاد.

جلالی, احمد, دلخواه, جلیل, افسر, امیر. (1398). شناسایی تفاوت‌های نسلی در کارکنان سازمان‌های دولتی. فصلنامه علمی مدیریت سازمان‌های دولتی, 7(شماره 3 (پیاپی 27)), 137-154.

خیراندیش مهدی،  بخشنده سمیه،  شعبانی اسماعیل (1397).فراتحلیل پژوهش های تفاوت ارزش های کاری در نسل های مختلف نیروی انسانی، مطالعات رفتار سازمانی سال هفتم شماره 2 (پیاپی 26)،صص: ۶۷ – ۹۲.

دانش، پروانه. ذاکری نصرآبادی، زهرا و عبداللهی، عظیمه(1393). تحلیل جامعه شناختی شکاف نسلی در ایران پژوهشگاه علوم انسانی و مطالعات فرهنگی، سال پنجم، شماره سوم صص: 1-30.

رضاییان، علی(1399).مبانی مدیریت رفتار سازمانی، تهران، سازمان مطالعه و تدوین کتب علوم انسانی دانشگاه ها (سمت).

رضائیان، علی(1387).  مدیریت تعارض و مذاکره، تهران: انتشارات سمت.

رهبر، عباسعلی.، و خرم شاد، محمدباقر.، و آدمی، علی.، و والی، علی. (1399). تبیین تفاوت نسلی در جامعه امروز ایران بر پایه ی ارزش های هویتی. مطالعات ملی, 21(1 (پیاپی 81) ), 47-65.

شهلائی, ناصر, منتظری, عباس, میرزایی ازندریانی, حسین, مهجوری کارمزدی, کمیل. (1398). بررسی تفاوت نسلی در کارکنان باتجربه و جوان در سازمان‌های نظامی (مطالعه موردی: کارکنان ستادی یکی از سازمان‌های نظامی).  فصلنامه علمی راهبرد دفاعی 17(3) : 61-88..

غفاری، محمد؛ قجری، سمیه؛ (1398). تاثیر ویژگی های جمعیت سناسی با میزان حل تعارضات (مورد مطالعه، کارکنان شرکت توزیع برق استان قم)؛ پایان نامه کارشناسی ارشد، رشته مدیریت دولتی، دانشگاه آزاد اسلامی واحد نراق.

Carver, L., & Candela, L. (2008). Attaining organizational commitment across different generations of nurses. Journal of Nursing Management, 16(8), 984-991.

Clark, K. R. (2017) “Managing Multiple Generations in the Workplace”. Radiologic Technology, 88(4), 379-396.

Collins Joseph F. Hair, Jr.  Rocco Tonette S. (2009) The older‐worker‐younger‐supervisor dyad: A test of the Reverse Pygmalion effect, humam resourse development quarterly, Volume20, Issue1 Pages 21-4.

D'Amato A, Herzfeldt R, (2008). Learning Orientation, Organizational Commitment and Talent Retention across Generations: A Study of European Managers, Journal of Managerial Psychology 23(8):929-953.

Dencker, J. C., Joshi, A., & Martocchio, J. J. (2007). Employee benefits ascontext for intergenerational conflict. Human Resource ManagementReview, 17, 208–220.

Donald, R. Hillman, (2014). MS Understanding Multigenerational Work-ValueConflict Resolution. Journal of Workplace Behavioral Health, 29:240–257.

Egri, C. P. & Ralston, D. A. (2004). China and the United States Generation Cohorts and

Personal Values: A Comparison of China and the United States. Organization

Science, 15(2), 210–220.

Jacobsen, B.o. (2007). Authenticity and over basic existential dilemmas: foundational

concepts of existential psychology and therapy, Existential analysis. 18(2): 288-296.

Kenton B, Penn S, (2009). Change, Conflict and Community: Challenging Thought and Action, Elsevier/Butterworth-Heinemann.

Lyons S. (2003). An exploration of generational values in life and at work, A dissertation submitted to the faculty of graduate studies and research, management, ottawa

Lyons S, Schweitzer L, S.W. Ng E. (2015), How have careers changed? An investigation of changing career patterns across four generations, Journal of Managerial Psychology 30(1):8-21.

Owens, Robert (2004), Organizational Behavior in Education by Pearcon Education.

Park, H., & Antonioni, D. (2007). Personality, reciprocity, and strength of conflict resolution strategy. Journal of Research in Personality, 41(1), 110–125.

Park, S. & Park, S. (2017). “Exploring the generation gap in the workplace in South Korea”. Human Resource Development International, 21(3), 276-283.    

Schweitzer A, Horn J, T Mikolajczyk R, Krause G, J Ott J (2015). Estimations of worldwide prevalence of chronic hepatitis B virus infection: a systematic review of data published between 1965 and 2013.; 386: 1546–1555.

Sessa, V., Kabacoff, R., Deal, J., & Brown, H. (2017). Research tools for thepsychologist-manager: Generational differences in leader values and leadershipbehaviors. Psychologist-Manager Journal, 10(1), 47–74.

Shahrina Md Nordin, Subarna Sivapalan, Ena Bhattacharyya, Hezlina Hashim Wan Fatimah Wan Ahmad, Azrai Abdullah (2014). Organizational Communication Climate and Conflict Management: Communications Management in an Oil and Gas Company. Social and Behavioral Sciences 109 :1046 – 1058.

Shelton, Charlotte. Darling, John (2003), (Form Chaos to Order: Exploring N Frontiers in conflict management), Http//cte. Rockhurst. Edu.

Silverstein M, Bengtson V (1997). Intergenerational Solidarity and the Structure of Adult Child–Parent Relations in American Families, American Journal of Sociology 103(2).

Skyttner, L., General Systems Theory, World Scientific, 2001, pp.45-46.

Sprague, C. (2008). The Silent Generation meets Generation Y: How to manage a four

generation workforce with panache. Human Capital Institute White, 1-15.

Tortorella, G., Miorando, R., Meiriño, M.  & Sawhney, R. (2019), "Managing practitioners’ experience and generational differences for adopting lean production principles", The TQM Journal, 31)5), 758-771.

Urick, Michael J., Hollensbe Elaine C., Suzanne S. Masterson, and Lyons Sean T. (2016), Understanding and Managing IntergenerationalConflict: An Examination of Influences and Strategies, Work, Aging and Retirement, Vol. 3, No. 2, pp. 166–185.

Wagner John A.; Hollenbeck, John R (2009) Organizational Behavior: Securing Competitive Advantage, Routledge.

WongM, GardinerE, LangW, CoulonL. (2008), Generational Differences in Personality and Motivation: Do They Exist and What Are the Implications for the Workplace? Journal of Managerial Psychology 23(8):878-890.

Wood, V.F., & Bell, P.A. (2008). Predicting interpersonal conflict resolution styles from personality characteristics. Personality and Individual Differences, 45(1), 126 – 131.