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طراحی مدل مدیریت منابع انسانی برای کارکنان نسل Z با استفاده از رویکرد داده بنیاد | ||
مدیریت منابع انسانی پایدار | ||
دوره 4، شماره 7، مهر 1401، صفحه 213-191 اصل مقاله (1.19 M) | ||
نوع مقاله: مقاله پژوهشی | ||
شناسه دیجیتال (DOI): 10.22080/shrm.2022.4103 | ||
نویسندگان | ||
محدثه میجانی1؛ حمید زارع* 2؛ حسین خنیفر3 | ||
1دانشجوی دکتری گروه مدیریت و حسابداری، پردیس فارابی دانشگاه تهران | ||
2دانشیار گروه مدیریت و حسابداری، پردیس فارابی دانشگاه تهران | ||
3استاد گروه مدیریت دولتی پردیس فارابی داشگاه تهران | ||
تاریخ دریافت: 05 اسفند 1401، تاریخ پذیرش: 05 اسفند 1401 | ||
چکیده | ||
نسل جدیدی که امروزه سازمانها با آن روبه رو شدهاند و باید خودشان را برای ورودشان آماده کنند نسل Z است. مدیران باید هم ویژگیهای فردی این نسل را درک کنند و هم بدانند چگونه آنها را مدیریت کنند. پژوهش حاضر به دنبال ارائه الگوی مناسب مدیریت منابع انسانی برای نسل نوی کارکنان در سازمانهای حوزه IT با استفاده از نظریه دادهبنیاد است. گردآوری دادهها با استفاده از روش نمونهگیری هدفمند از طریق مصاحبه نیمه ساختاریافته با 15 مدیر منابع انسانی و 20 کارمند نسل Z انجام شد. در پژوهش حاضر پس از مصاحبه با گروههای هدف، نتایج در قالب مدل استراوس و کوربین در شش دسته اصلی عوامل علی، زمینهای، مداخلهگر (میانجی)، مقوله محوری، استراتژیها (راهبرد) و پیامدهای به کارگیری مدل منابع انسانی نسل نو کارکنان طبقهبندی شدند. در همین راستا سه عامل زمینهای از جمله؛ فراهم بودن زیرساختها، ترجیحات آموزشی و توسعهای و محیط کاری حمایتکننده شناسایی شدند. همچنین برای عوامل علی پنج عامل اصلی؛ فرهنگ (پذیرش فرهنگ سازمانی)، عوامل اقتصادی، عوامل سازمانی، ساختار مشوق خلاقیت و نوآوری رهبری شناسایی شدند. راهبردها شامل: سیاستهای جبران خدمات و سیاستهای جذب و استخدام هستند. برای عوامل مداخلهگر نیز دو عامل اصلی عوامل مربوط به کارکنان و عوامل مربوط به سازمان شناسایی شدند. و در نهایت نتایج حاصل از تحقیق نشان داد که در صورت به کارگیری مدل منابع انسانی برای نسل نو کارکنان، این امر سه پیامد اصلی در پی خواهد داشت که شامل؛ پیامدهای مالی و اقتصادی، پیامدهای مدیریتی و پیامدهای فراسازمانی هستند. | ||
کلیدواژهها | ||
الگوی منابع انسانی؛ مدیریت منابع انسانی؛ نسل؛ نسل Z کارکنان؛ رویکرد د اده بنیاد | ||
عنوان مقاله [English] | ||
Designing a human resource management model for Z generation employees using the GT approach.. | ||
نویسندگان [English] | ||
mohaddeseh mijani1؛ Hamid Zare2؛ Hossein Khanifar3 | ||
1PhD student of Department of Management and Accounting, Farabi Campus of Tehran University | ||
2faculty member of university of Tehran | ||
3Professor of Public Administration Department, Farabi Campus, University of Tehran | ||
چکیده [English] | ||
The new generation that organizations are facing today and must prepare themselves for their entry is Z Generation. Managers must both understand the individual characteristics of this generation and know how to manage them. The current research seeks to provide a suitable model of human resource management for Z generation employees in IT organizations. Data collection was done by using the snowball sampling method to select experts and through semi-structured interviews with 15 human resource managers and 20 employees of Z generation to analyze the qualitative data collected from the interviews with managers of IT companies. In the framework of the grounded theory strategy, the method of continuous comparison analysis is used. The results were classified in the form of Strauss and Corbin's model in six main categories of causal factors, contextual factors, intervening (mediating), central category, strategies (strategy) and the consequences of applying the human resources model of the new generation of employees. Finally, the results of the research showed that if the human resources model is used for the new generation of employees, this will have three main consequences, which include; Financial and economic consequences are management consequences and extra-organizational consequences. | ||
کلیدواژهها [English] | ||
human resources model, human resources management, generation, Z generation employees, GT approach | ||
مراجع | ||
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