بایسته‌های سیستم مدیریت عملکرد کارکنان نسل Z در بازار سرمایه: رویکرد تحلیل تم

نوع مقاله : مقاله پژوهشی

نویسندگان

1 کارشناسی ارشد، گروه منابع انسانی، دانشکده مدیریت، دانشگاه تهران، تهران، ایران.

2 استاد، گروه مدیریت دولتی، دانشکده مدیریت، دانشگاه تهران، تهران، ایران.

3 استادیار، گروه مدیریت دولتی، دانشکده مدیریت، دانشگاه تهران، تهران، ایران.

چکیده

زمینه و هدف: امروزه نسل‌های مختلفی از کارکنان در محیط‌های کاری وجود دارد. هر نسل ویژگی‌های خاص خود را دارد و مدیریت مؤثر این نسل‌ها، دغدغه مهمی برای سازمان‌هاست. از این رو، شناخت و فهم این ویژگی‌ها به‌منظور مدیریت‌کردن نسل‌ها ضروری است. مدیریت عملکرد، یکی از کارکردهای مهم مدیریت منابع انسانی است؛ از این رو در پژوهش حاضر، به بررسی مدیریت عملکرد کارکنان نسل Z پرداخته می‌شود؛ نسلی که بعد از نسل Y شکل گرفت و مطالعات چندانی روی آن‌ها انجام نشده است. بنابراین هدف این پژوهش، شناسایی بایسته‌های سیستم مدیریت عملکرد کارکنان نسل Z در بازار سرمایه است.
روش: بدین منظور از روش تحلیل تم، به‌عنوان یکی از روش‌های تحقیق کیفی استفاده شده است. پارادایم پژوهش، تفسیری است. از مصاحبه‌های نیمه‌ساختاریافته، به‌عنوان ابزار پژوهش جهت جمع‌آوری داده‌های اولیه از کارکنان نسل Z در بازار سرمایه استفاده شد. این کارکنان از طریق نمونه‌گیری هدفمند از نوع حداکثر تنوع انتخاب شدند.
یافته‌ها: از مجموع 26 مصاحبه و تحلیل آن‌ها، 4 تم اصلی، 12 تم فرعی و 114 تم پایه شناسایی شد که بر چهار مرحله اصلی مدیریت عملکرد مبتنی است.
نتیجه‌گیری: نتایج نشان‌دهنده اهمیت هر چهار مرحله سیستم مدیریت عملکرد برای کارکنان نسل Z است. ناکامی مستمر سازمان‌ها در پیاده‌سازی استاندارد این سیستم، به پیامدهای مخربی از قبیل ترک خدمت کارکنان منجر خواهد شد. در انتهای مقاله، به محدودیت‌های پژوهش اشاره شده و پیشنهادهایی برای پژوهش‌‌های آینده ارائه شده است.

کلیدواژه‌ها

عنوان مقاله [English]

Requirements of Performance Management System of Generation Z Employees in the Capital Market: A Thematic Analysis Approach

نویسندگان [English]

  • Sahand Akbari 1
  • Aryan Gholipour 2
  • Abbas Nargesiyan 3
1 MSc., Department of Human Resource, Faculty of Management, University of Tehran, Tehran, Iran.
2 Prof., Department of Public Administration, Faculty of Management, University of Tehran, Tehran, Iran.
3 . Assistant Prof., Department of Public Administration, Faculty of Management, University of Tehran, Tehran, Iran.
چکیده [English]

Background & Purpose: Nowadays, there are different generations of employees in the workplaces. Each generation has its own characteristics and effective management of these generations is a major challenge for organizations. Therefore, recognizing and understanding these characteristics is essential in order to managing these generations. Performance management is one of the most important functions of human resource management, which in this research has been investigated in generation Z as the generation after generation Y that few studies have been done about it. Therefore, the purpose of this research is to identify the essentials of performance management system of generation Z employees in the capital market.
Methodology: For this purpose, thematic analysis method has been used as one of the qualitative research methods. The research paradigm is interpretive and semi-structured interviews were used as a research tool to collect raw data from Generation Z employees in the capital market. These employees were selected by purposive sampling of the type of maximum diversity.
Findings: Total of 26 interviews after analysis led to the identification of 4 main themes, 12 secondary themes and 114 basic themes, which are based on the four main phases of performance management.
Conclusion: The results show the importance of all four phases of the performance management system for generation Z employees, and if organizations continue to fail to implement the standard of this system, it will bring about destructive outcomes like turnover. Finally, research limitations and suggestions for future research are provided.

کلیدواژه‌ها [English]

  • Generation
  • Generation Z
  • Performance management
  • Capital market
  • Thematic analysis

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مطالعات منابع انسانی
دوره 12، شماره 2
خرداد 1401
صفحه 54-77

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  • تاریخ دریافت: 28 فروردین 1401
  • تاریخ بازنگری: 19 تیر 1401
  • تاریخ پذیرش: 25 مرداد 1401

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