نوع مقاله : مقاله پژوهشی
نویسندگان
1 استاد، گروه مدیریت دولتی، دانشکده مدیریت، دانشگاه تهران، تهران، ایران.
2 دکتری، گروه مدیریت آموزش عالی، دانشکده روان‌شناسی و علوم تربیتی، دانشگاه علامه طباطبائی، تهران، ایران.
چکیده
کلیدواژه‌ها
عنوان مقاله [English]
نویسندگان [English]
Background & Purpose: Generation Z is a generation that is not satisfied with sitting still and accepting the situation and is interested in change and progress. Interestingly, this group is interested in entering the jobs they see around them to earn more money and grow professionally. Competent and committed employees are valuable assets for any organizations, thus today they are referred to as human capital. Talent retention management is very essential because competent employees can increase the efficiency and effectiveness of the organization and bring your company to the highest level in the competitive and business environment. The purpose of this qualitative research is to provide a talent retention model among generation Z employees of government organizations.
Methodology: In this research, the multiple foundation data method of Cranholm and Gould Kohl was used. The participants of this research include human resources specialists and experts from universities and government organizations who were determined through the theoretical sampling method. In order to identify the categories of talent retention model among generation Z employees of government organizations, a semi-structured interview was used, using this tool, in-depth interviews were conducted with 35 human resources experts from universities and government organizations, and the required information was collected. To analyze the data, the method of theorizing the multiple data base of Cranholm and Gould Kohl was used.
Findings: In this research, in the inductive coding stage, 5 categories (central category, individual and organizational support platforms, social and cultural contexts, personal and occupational and organizational obstacles, individual and organizational results and consequences) and 31 concepts were extracted. And then conceptual refinement, model coding (presentation of the model), theoretical adaptation of the model, experimental validation and evaluation of the theoretical coherence of the model and enrichment of the theory were described.
Conclusion: Keeping the Z generation human resources is one of the keys to the success, survival and health of any business. Effective managers believe that keeping Z generation employees will increase customer satisfaction and retention, business satisfaction, in government organizations. Apart from the discussion of rights, which is a universal need for all generations of the workforce, other issues such as a better work-life balance, more advancement opportunities, and meaningful benefits are also of high value to Generation Z. These issues are so valuable to this generation that they may move to a lower paying job to get them. This group of employees is also looking for employers' support in the field of well-being, especially financial and psychological well-being, and they are looking for stronger intra-organizational relationships than previous generations. Therefore, at the time of recruiting, hiring, and maintaining this group of employees, special attention should be paid to this group of needs.
کلیدواژه‌ها [English]
)