Organizational Behaviour Studies Quarterly

Organizational Behaviour Studies Quarterly

Presenting a structural-interpretive model based on identifying and prioritizing the preferences of generation Z of human resources in Iran's government organizations

Document Type : Research Paper

Authors
Javad Ashrafi 1
Shams Al Sadat zahedi 2
Mohammad Montazeri 3
1 PhD student , Islamic Azad University , Sirjan, Iran
2 Professor of Management, Department, Sirjan Branch, Islamic Azad University, Sirjan, Iran
3 Assistant Professor, Department of Management, Payam Noor University, Tehran, Iran.
Abstract
The purpose of this research is to identify the job preferences of the fourth generation employees, the dimensions, components and characteristics of the fourth generation human resources management specific to this generation and to prioritize the recognition of these preferences for the organization's leaders and human resource managers in the organization. It is of vital importance. In terms of results, this research is considered to be a developmental research, in terms of its purpose,it is an applied research. The indicators related to the fourth generation management of human resources in Iran's government organizations were identified and prioritized based on Delphi analysis and then based on structural-interpretive analysis. The value system factor was placed in the autonomy variable group,it was also determined that indicators such as payment system, job promotion, and communication system are included in the group of dependent variables, and leadership style indicators and feedback system are in the group. The independent variables are placed. Based on the results of this research, the payment system and the feedback system are among the most important motivational factors of the fourth generation of human resources, which managers should consider in designing and establishing a management model and an effective leadership style
Keywords
generation z"
transactional leadership"
transformational leadership"
"
generational studies"
Subjects
  1. آذر، عادل و خسروانی، فرزانه (1395)، تحقیق در عملیات نرم رویکردهای ساختاردهی، تهران، انتشارات سازمان مدیریت صنعتی.
  2. باقری، زهرا و صفایی، ناصر (1395)، برنامه‌ریزی راهبردی منابع انسانی برمبنای الگوی  BSC. فصلنامه پژوهش­های مدیریت منابع انسانی دانشگاه جامع امام حسین، سال هشتم، شماره 3 (شماره پیاپی 25): 181-159.
  3. جعفرزاده‌پور، فروزنده (1396)، رسانه، ابزاری برای دسته­بندی نسل­ها در ایران، جامعه‌پژوهی فرهنگی:
    1-17.
  4. چیت‌ساز قمی، محمدجواد (1386)، بازشناسی مفاهیم نسل و شکاف نسلی، دوفصلنامه جوانان و مناسبات نسلی، سال اول، شماره 1 ، بهار و تابستان 1386.
  5. خیراندیش، مهدی؛ بخشنده، سمیه و شعبانی، اسماعیل (1397)، فراتحلیل پژوهش‌های تفاوت ارزش‌های کاری در نسل‌های مختلف نیروی انسانی، مطالعات رفتار سازمانی: 67-91.
  6. قلی‌نژاد چاری، محسن (1395)، مقایسه تفاوت‌های بین‌نسلی میان ارزش‌های محیط کاری منابع انسانی در بانک ملی و بانک رفاه، پایان‌نامه کارشناسی ارشد، دانشکده مدیریت و حسابداری، دانشگاه علامه طباطبایی.
  7. مسافری قمی، مراد؛ رستگار، عباس‌علی؛ آذر، عادل و دامغانیان، حسین (1396)، شناسایی نسل‌ها در محل کار ایران، نشریه مدیریت فرهنگ سازمانی، دوره 15، شماره 4: 947-975.
  8. هومن، حیدرعلی (1374)، اندازه‌گیری روانی و تربیتی و فن تهیه تست، تهران، انتشارات پارسا، 40.
  9. Abebe, J. O. & Kabaji, P. E. (2016). Obstacles and Constraints in Practicing Knowledge Management Amongst Humanitarian Agencies in Kenya. Available at SSRN.
  10. Adams, J. S., & Freedman, S. (1976). Equity theory revisited: Comments and annotated bibliography. In Advances in experimental social psychology (Vol. 9, pp. 43-90). Academic Press.
  11. Arsenault, P. M. (2004). Validating generational differences: A legitimate diversity and leadership issue. Leadership & Organization Development Journal.
  12. Baron, A., & Galizio, M. (2005). Positive and negative reinforcement: Should the distinction be preserved?. The Behavior Analyst, 28(2), 85-98.
  13. Becker, T. E., & Billings, R. S. (1993). Profiles of commitment: An empirical test. Journal of organizational behavior, 14(2), 177-190.
  14.  
  15. Berkup, S. B. (2014). Working with generations X and Y in generation Z period: Management of different generations in business life. Mediterranean Journal of Social Sciences, 5(19), 218-218.
  16. Bernardin, H. J., & Russell, J. E. (2006). Human resource management (p. 736). Tata McGraw-Hill.
  17. Cogin, J. (2012). Are generational differences in work values fact or fiction ? Multi-country evidence and implications. The International Journal of Human Resource Management, 23(11), 2268–2294
  18. Cohn, D., & Taylor, P. (2010). Baby boomers approach 65–glumly. Pew Research Social & Demographic Trends.
  19. Constantinos-Vasilios Priporasa, Nikolaos Stylosb, Irene (Eirini) Kamenidou (2019), City image, city brand personality and generation Z residents' life satisfaction under economic crisis: Predictors of city-related social media engagement Journal of Business Research. Published by Elsevier Inc.p11
  20. Corey Seemiller, Meghan Grace, (2017), Generation Z Leads: A Guide for Developing the Leadership Capacity of Generation Z Students, CreateSpace Independent Publishing Platform,86page
  21. Corey Seemiller, Meghan Grace, (2016), Generation Z Goes to College, Publisher John Wiley & Sons, , ISBN1119143454, 9781119143451. 320 pages
  22. Costanza, D. P., Finkelstein, L. M., Imose, R. A., & Ravid, D. M. (2020). Inappropriate inferences from generational research. Cambridge, UK: Cambridge University Press.
  23. Dave Clark, (2019). 10 Defining Characteristics of Generation Z, JAN 16,2019. workplace culture (83) http://www.ttisi.com/
  24. Edmunds, J., B. Turner, (2005), Global generations: Social change in the twentieth century. The British Journal of Sociology, Vol. 56, pp. 559-577.
  25. Egri, C. P., & Ralston, D. A. (2004). Generation cohorts and personal values: A comparison of China and the United States. Organization science, 15(2), 210-220.
  26. Eisner, S. P. (2005). Managing generation Y. SAM advanced management journal, 70(4), 4.
  27. Ekonomiczny, U. (2008). Prace naukowe Uniwersytetu Ekonomicznego we Wrocławiu: Research papers of Wrocław University of Economics.‏
  28. Gancheva, G., (2013), How to engage employees according to their age [Online], Available: http://www.capital.bg/biznes/ kompanii/2014/03/25/2268532
  29. Georges, F. T. (2020). Organisational Commitment: A Review of the Evolution from Side-Bets to the Three-Component Conceptualisation Model. Global Journal of Management And Business Research.
  30. Gimbergsson, E., & Lundberg, S. (2016). Work values of Generation Z: A quantitative study explaining different groups of Generation Z’s work values.
  31. Goh, E., & Lee, C. (2018). A workforce to be reckoned with: The emerging pivotal Generation Z hospitality workforce. International Journal of Hospitality Management, 73, 20-28.
  32.  
  33. Grace Masback, (2016),The Voice of Gen Z: Understanding the Attitudes and Attributes of America's Next Greatest Generation,Publisher CreateSpace IndependentP ublishing Platform, ISBN1539591603, 9781539591603. 110 pages
  34. Grow, J. m., & Yang, S. (2018). Generation-Z Enters the Advertising Workplace: Expectations Through a Gendered Lens. Journal of Advertising Education, 22(1), 7–22
  35. Guba, E. G., & Lincoln, Y. S. (1994). Competing paradigms in qualitative research. Handbook of qualitative research, 2(163-194), 105.
  36. Gursoy, D., Maier, T. A. & Chi, C. G. (2008). Generational differences : An examination of work values and generational gaps in the hospitality workforce. International Journal of Hospitality Management, 27, 448–458
  37. Hamill, S. B. (1994). Parent-adolescent communication in sandwich generation families. Journal of Adolescent Research, 9(4), 458-482.
  38. Harwiki, W. (2016). The impact of servant leadership on organization culture, organizational commitment, organizational citizenship behaviour (OCB) and employee performance in women cooperatives. Procedia-Social and Behavioral Sciences, 219(1), 283-290.
  39. Hatfield, S.L., (2002), Understanding the four generations to enhance workplace management. AFP Exchange, Vol. 22, No. 4, pp. 72-74.
  40. Heckathorn, D. D. (2011). Comment: Snowball versus respondent-driven sampling. Sociological methodology, 41(1), 355-366.
  41. Howard, T. L., Peterson, E. A., & Ulferts, G. W. (2017). A note on the value of diversity in organisations. International Journal of Management and Decision Making, 16(3), 187-195.
  42. King, D.B. (2019). Functions of reminiscence in later life: Predicting change in the physical and mental health of older adults over time. Aging & Mental Health, 23 (2), 246-254
  43. Li, L., Zhu, Y., & Park, C. (2018). Leader–member exchange, sales performance, job satisfaction, and organizational commitment affect turnover intention. Social Behavior and Personality: an international journal, 46(11), 1909-1922.
  44. Lim, H. L. (2012). Generation Y workforce expectations: implications for the UAE. Education, Business and Society: Contemporary Middle Eastern Issues.
  45. Lussier, K. (2019). Of Maslow, motives, and managers: The hierarchy of needs in American business, 1960–1985. Journal of the History of the Behavioral Sciences, 55(4), 319-341.
  46. Lyons, S., & Kuron, L. (2014). Generational differences in the workplace: A review of the evidence and directions for future research. Journal of Organizational Behavior, 35(S1), S139-S157.
  47. Moran, D. (2002). Introduction to phenomenology. Routledge.
  48. Morgan F. J (2014). Differences in Generational Work Values in America and Their Implications for Educational Leadership: A Longitudinal Test of Twenge’s Model, (Doctoral Dissertation), University of Louisianaat Lafayette, Available from ProQuest Dissertation and Theses database, p.7.AA 3622936.
  49.  
  50. McCrindle, M., and Wolfinger, E. (2014), The ABC of XYZ: Understanding the Global Generations, Sydney: UNSW.
  51. Naim, M. F. (2021). Exploring Learning Preferences of Gen Z Employees: A Conceptual Analysis. In Applications of Work Integrated Learning Among Gen Z and Y Students (pp. 1-14). IGI Global.
  52. O'Reilly, C. A., & Chatman, J. (1986). Organizational commitment and psychological attachment: The effects of compliance, identification, and internalization on prosocial behavior. Journal of applied psychology, 71(3), 492.
  53. Parry, E., & Urwin, P. (2017). The evidence base for generational differences: Where do we go from here?. Work, Aging and Retirement, 3(2), 140-148.
  54. Rehman, S. A., Sehar, S., & Afzal, M. (2019). Performance Appraisal; Application of Victor Vroom Expectancy Theory. Saudi Journal of Nursing and Health Care, 2(12), 431-434.
  55. Tapscott, D. (2009). Grown up digital: McGraw-Hill Education Boston.
  56. Twenge, J. M. (2010). Generation me, the origins of birth cohort differences in personality traits, and cross‐temporal meta‐analysis. Social and Personality Psychology Compass, 2(3), 1120.
  57. Wang, A. (2011). Younger Generations’ Investing Behaviors in MutualFunds: Does Gender Matter?. The journal of wealth management, 13(4), 13-23.
  58. Webber, M., Crow-Miller, B., & Rogers, S. (2017). The South–North water transfer project: Remaking the geography of China. Regional Studies, 51(3), 370-382.
  59. Westbrook, L. (1994). Qualitative research methods: A review of major stages, data analysis techniques, and quality controls. Library & information science research, 16(3), 241-254.