Employee Retention Model for Generation Z within Government Organizations: A Case Study of the Ministry of Interior

Subject Areas : human resource management

seyedeh maryam Dibaji ¹ , leila saeedi ^{2 *} , sedigheh tootian ³

1 -
2 - professor azad university in tehran west
3 - استادیار مدیریت دانشگاه آزاد اسلامی

Received: 2025-04-09 Accepted : 2025-05-19 Published : 2025-08-06

Keywords: Human Resource Retention, Generation Z Employees, Government Organizations,

Abstract :

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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