شناسایی ابعادو مؤلفه های جذب و استخدام کارکنان نسل Z در سازمان های دولتی ایران

نوع مقاله : مقاله پژوهشی

نویسندگان

1 استادیار،گروه مدیریت دولتی،دانشگاه پیام نور ، تهران، ایران

2 استاد گروه مدیریت دولتی و گردشگری، دانشکده علوم اجتماعی، دانشگاه محقق اردبیلی،اردبیل،ایران.

3 کارشناسی ارشد مدیریت دولتی، دانشگاه پیام نور، رشت، ایران

4 دانشکده مدیریت دولتی و علوم سازمانی، دانشکدگان مدیریت، دانشگاه تهران، تهران، ایران

10.22080/shrm.2025.5650

چکیده

نسل Z جوانترین و جدیدترین افرادی هستند که وارد نیروی کار شده اند. سردرگمی‌در مورد ویژگی‌ها، ارزش‌های کاری، ترجیحات پاداش، تلاش برای جذب، استخدام و نگهداشت این گروه نسلی در سازمان‌های مجهول مانده باشد، از اینرو مدیران منابع انسانی بایستی ویژگی های مرتبط با اشتغال این نسل را مورد توجه قرار دهند. پژوهش حاضر، با در نظر گرفتن این موضوع درصدد پاسخ به این سؤال است که عوامل موثر در جذب و استخدام کارکنان نسل Z کدام هستند؟ جهت گردآوری داده ها از نظرات خبرگان به تعداد ۲۰ استفاده شد. داده های بدست آمده به کمک نرم افزار MAXQDA مورد تجزیه و تحلیل آماری قرار گرفت. یافته ها نشان داد که ابعاد و مولفه های تاثیرگذار در جذب و استخدام کارکنان نسل Z شامل: ویژگی های شخصیتی، محیط درونی سازمان، مصاحبه کنندگان، ساختار سازمانی و ویژگی های مدیران هستند. مجموع این عوامل الگوی جذب و استخدام کارکنان Z را شکل داد.در پژوهش های مختلفی که روی جذب و استخدام کارکنان نسل های مختلف انجام شده است فقط از نظر بعد کارکردی به کارکنان توجه شده است درحالی که در پژوهش حاضر علاوه بر بعد کارکردی کارکنان به شناخت جنبه های مختلف شخصیتی و رفتاری کارکنان و حتی مصاحبه کنندگان آنها نیز توجه شده است.ره آورد پژوهش حاضر شناخت هرچه بیشتر کارکنان در زمان بدو استخدام را مد نظر دارد تا سبب افزایش بهره وری سازمان های پویای امروزی گردد.

کلیدواژه‌ها

عنوان مقاله [English]

Identifying the dimensions and components of recruiting and hiring generation z employees in Iran's government organizations

نویسندگان [English]

  • seyed hamed hashemi 1
  • Habib Ebrahimpour 2
  • Mona Panahi 3
  • Shabnam Zarjou 4
1 Assistant Professor, Department of Public Administration, Payam Noor University, Tehran, Iran
2 Professor, Department of Public Administration and Tourism, Faculty of Social Sciences, University of Mohaghegh Ardabili, Ardabil, Iran.
3 Master of Public Administration, Payam Noor University, Rasht, Iran
4 Faculty of Public Administration and Organizational Sciences, Faculties of Management, University of Tehran, Tehran, Iran
چکیده [English]

Generation Z are the youngest and newest people to enter the workforce. Confusion about the characteristics, work values, reward preferences, efforts to attract, hire and keep this generation group in organizations remain unknown, therefore human resource managers should pay attention to the characteristics related to the employment of this generation. Considering this issue, the current research tries to answer the question, what are the effective factors in attracting and hiring generation Z employees? In order to collect data, the opinions of 20 experts were used. The obtained data were statistically analyzed with the help of MAXQDA software. The findings showed that the dimensions and components influencing the recruitment and hiring of generation Z employees include: personality traits, the internal environment of the organization, interviewers, organizational structure and the characteristics of managers. The sum of these factors formed the pattern of recruitment and employment of Z employees. In various researches that have been conducted on the recruitment and employment of employees of different generations, only the functional dimension has been paid attention to the employees, while in the present research, in addition to the functional dimension of the employees, Knowing the different personality and behavioral aspects of employees and even their interviewers has also been taken into consideration. The approach of the present research aims to know as many employees as possible at the time of recruitment in order to increase the productivity of today's dynamic organizations.

کلیدواژه‌ها [English]

  • Recruiting and hiring
  • employees
  • Generation Z
  • Iranian government organizations

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مدیریت منابع انسانی پایدار
دوره 7، شماره 12
فروردین 1404
صفحه 205-229

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