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شناسایی انتظارات نسلهای کاری X، Y و Z از فرایند جبران خدمات (حقوق، مزایا و پاداش) در بانک تجارت | ||
مدیریت سازمانهای دولتی | ||
دوره 12، شماره 4 (پیاپی 48)، آبان 1403، صفحه 167-186 اصل مقاله (1.13 M) | ||
نوع مقاله: توصیفی | ||
شناسه دیجیتال (DOI): 10.30473/ipom.2024.72159.5023 | ||
نویسندگان | ||
فرناز نصیری1؛ عباس نرگسیان* 2؛ آرین قلی پور3 | ||
1کارشناسی ارشد، گروه آموزشی رهبری و سرمایه انسانی، دانشگاه تهران، تهران، ایران. | ||
2دانشیار، گروه آموزشی رهبری و سرمایه انسانی، دانشگاه تهران، تهران، ایران. | ||
3استاد، گروه آموزشی رهبری و سرمایه انسانی، دانشگاه تهران، تهران، ایران. | ||
چکیده | ||
امروزه سازمانها بیش از هر زمان دیگری با تنوع نیروی انسانی که مهمترین عامل اثرگذار و مزیت رقابتی به حساب میآید، روبهرو هستند و یکی از عوامل این تنوع علاوهبر تفاوتهای موجود، تفاوت بین نسلها است که همواره عامل مسئلهسازی بوده است و در پژوهشها کمتر مورد توجه قرار گرفته است. در این پژوهش به شناسایی انتظارات نسلهای کاری از فرایند جبران خدمات منابع انسانی براساس استاندارد 34000 در بانک تجارت پرداخته شد. پژوهش پیشرو از نظر هدف کاربردی و از نظر نحوه گردآوری دادهها توصیفی است. فلسفه پژوهش تفسیری، رویکرد توسعه تئوری استقرایی، انتخاب روششناختی پژوهش از نوع کیفی، استراتژی پژوهش از نوع تحلیل تم، افق زمانی پژوهش از نوع مقطعی و ابزار جمعآوری داده مصاحبه نیمه ساختاریافته است. لذا، با بهرهگیری از روش نمونهگیری حداکثر تنوع، با 30 نفر از پرسنل نسلهای کاری X، Y و Z در مدیریت امور سرمایههای انسانی بانک تجارت مصاحبه نیمه ساختاریافته صورت گرفت. مجموع 30 مصاحبه و تحلیل آنها منجر به شناسایی 3 تم اصلی، 23 تم فرعی و 79 دسته مفهومی شد. شناسایی انتظارات نسلهای کاری از فرایند جبران خدمات براساس مدل یاد شده صورت گرفت و براساس یافتههای پژوهش در فرایند جبران خدمات به دلیل وجود شرایط اقتصادی حاکم بر جامعه نیازهای هر سه نسل در اغلب تمها شبیه به هم بوده و تفاوتهایی نیز در جزئیات وجود دارد. در انتهای مقاله به محدودیتهای پژوهش اشاره و پیشنهادهایی برای پژوهشهای آتی ارائه شده است. | ||
کلیدواژهها | ||
فرایند جبران خدمات؛ شکاف نسلی؛ انتظارات نسلهای Y؛ X و Z؛ استاندارد 34000 | ||
عنوان مقاله [English] | ||
Identifying the Expectations of Working Generations X, Y and Z from the Compensation Process (Salaries, Benefits and Rewards) in Tejarat Bank | ||
نویسندگان [English] | ||
Farnaz Nasiri1؛ Abbas Nargesian2؛ Aryan Gholipor3 | ||
1MSc. Department of Leadership and Human Capital, University of Tehran, Tehran, Iran. | ||
2Associate Professor, Department of Leadership and Human Capital, University of Tehran, Tehran, Iran. | ||
3Professor, Department of Leadership and Human Capital, University of Tehran, Tehran, Iran. | ||
چکیده [English] | ||
Today, more than ever before, organizations are faced with the diversity of human resources, which is considered the most important effective factor and competitive advantage, and one of the factors of this diversity, in addition to the existing differences, is the difference between generations, which has always been a factor in creating problems and has received less attention in researches. In this research, the expectations of working generations from the compensation process of human resources services based on the 34000 model in Tejarat Bank were identified. The upcoming research is applied in terms of purpose and descriptive in terms of data collection. The philosophy of interpretive research, the approach of inductive theory development, the methodological choice of research is qualitative, the research strategy is theme analysis, the time horizon of research is cross-sectional, and the data collection tool is semi-structured interview. Therefore, using the maximum diversity sampling method, a semi-structured interview was conducted with 30 personnel of X, Y and Z working generations in the human capital management of Tejarat Bank. A total of 30 interviews and their analysis led to the identification of 3 main themes, 23 sub-themes and 79 conceptual categories. The identification of the expectations of working generations from the service compensation process was based on the mentioned model, and based on the research findings in the service compensation process, due to the economic conditions governing the society, the needs of all three generations are similar in most of the themes, and there are also differences in the details. At the end of the article, the limitations of the research are mentioned and suggestions for future research are presented. | ||
کلیدواژهها [English] | ||
Service Compensation Process, Generation Gap, Expectations of Generations X, Y and Z, 34000 Standard | ||
مراجع | ||
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