Designing a human resource management pattern based on generational differences (Case study: one of the medical universities in IRAN)

Subject Areas : medical documents

maryam moradiyan ¹ (PhD Student in Public Administration, Sanandaj Branch, Islamic Azad University, Sanandaj, Iran)
adel salavati ² (Assistant Professor, Department of Public Administration, Sanandaj Branch, Islamic Azad University, Sanandaj, Iran)
kuomars Ahmadi ³ (Assistant Professor, Department of Public Administration, Sanandaj Branch, Islamic Azad University, Sanandaj, Iran)

Received: 2020-05-15 Accepted : 2020-08-04 Published : 2020-08-22

Keywords: Action Oriented Generation, Civic Generation, Generation Difference, Technology Generation, Human Resource Management, Ideal Generation,

Abstract :

Introduction: Human resource management has always been influenced by many factors and one of these factors is the ruling generations of the organization that determine the type of management within the organization. Therefore, the purpose of this study is to design a human resource management model based on generational differences among employees. It was one of the medical universities in IRAN. Methods: The research method was applied in terms of purpose, exploratory in terms of data type, mixed (qualitative-quantitative), and descriptive-correlation in terms of data collection time. The statistical population of the qualitative research section included university experts in the fields of human resource management and educational management, as well as executive experts, including senior and middle managers of the university. Using targeted sampling method and saturation principle, 11 people were selected as sample size. The second group of the statistical population of this study included all employees of the University of Medical Sciences, who were selected as the sample size using the stochastic cluster random sampling method. In this study, in order to collect data, the library method, semi-structured interview and researcher-made questionnaire of human resource management based on the qualitative part (in the quantitative part) were used. In order to investigate the validity of the questionnaire, formal validity, content and structure were used and to calculate its reliability, Cronbach's alpha coefficient and combined (composite) reliability were used. The results showed that the researcher's questionnaire was valid and reliable. Content analysis and content analysis using MAXQDA12 software were used to analyze the qualitative data of the research. In the quantitative section, according to the research questions, descriptive statistics methods (mean, standard deviation, frequency distribution charts and diagrams) and inferential (confirmatory factor analysis) and SPSS and LISREL software were used. Results: Findings from the implementation of the research model showed that idealistic components with a coefficient of 0.82, action components with a coefficient of 0.56, technology component with a coefficient of 0.40 and civil component with a coefficient of 0.31 are effective on human resource management. Conclusion: Analysis of the current situation showed that the most important components of human resource management based on generational differences include the idealistic generation with the first rank and the active generation, technology and civil with the next ranks. Therefore, it is necessary to pay attention to strengthening the culture of creativity and innovation, diversity, observance of professional ethics, professionalism and meritocracy in universities.

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