اعتبار یابی مدل تعلق‌خاطر پایدار کارکنان نسل جدید مطالعه‌ای در کسب‌وکارهای مرتبط با فناوری اطلاعات و ارتباطات

زمینه و هدف: در دو دهه اخیر پژوهش‌های مختلفی حول موضوع تعلق‌خاطر خاطر کارکنان هم در سطح ملّی و هم در سطح بین‌المللی انجام پذیرفته است. پژوهش حاضر باهدف بررسی کمّی متغیرهای تاثیرگذار بر تعلق‌خاطر کارکنان نسل جدید، صورت پذیرفته است.روش شناسی: این پژوهش کاربردی، کمی و توصیفی همبستگی است. به‌منظور جمع‌آوری داده‌ها از ابزار پرسشنامه محقق ساخت، استفاده‌شده است. جامعه آماری پژوهش، کارکنان شاغل در کسب‌وکارهای مرتبط با فناوری اطلاعات و ارتباطات می‌باشند و از روش تصادفی ساده جهت انتخاب نمونه استفاده‌شده است. جهت تجزیه‌وتحلیل داده‌ها از روش مدل‌سازی معادلات ساختاری و نرم‌افزار لیزرل استفاده‌شده است.یافته ها: بر اساس نتایج تجزیه‌وتحلیل انجام‌شده، تمامی فرضیه‌های پژوهش، مورد تایید قرار گرفت و لذا متغیرهای فرهنگ‌سازمانی همسو باارزش‌های نسل جدید، تعامل موثر مدیر و کارمند، فضای کاری جذاب و رشد دهنده، اقدامات منابع انسانی متمرکز بر انتظارات نسل جدید، ماهیت و هویت شرکت (صنعت)، به‌طور مثبت و معناداری بر تعلق‌خاطر پایدار کارکنان نسل جدید، تاثیرگذار است.نتایج: فضای کاری رشد دهنده و جذاب به‌طور مستقیم بر تعلق‌خاطر کارکنان نسل جدید تاثیر داشته و آنچه بر شکل‌گیری این فضا تاثیرگذار است عواملی ازجمله تعامل مثبت مدیر و کارمند، اقدامات منابع انسانی متمرکز بر انتظارات نسل جدید و هویت شرکت می‌باشند. عامل فرهنگ‌سازمانی متمرکز بر ارزش‌های نسل جدید نیز به‌عنوان عامل ریشه‌ای و غیرمستقیم بر تعلق‌خاطر کارکنان این نسل تاثیرگذار است.

validation of the sustainable attachment model of new-generation employees a study in businesses related to information and communication technology

a b s t r a c tbackground and aim: and purpose: in the last two decades, various types of research have been conducted on the issue of employee loyalty both at the national and international levels. the present study was carried out to quantitatively investigate the influencing variables on the belongingness of the new generation employees.methodology: this research is applied, quantitative and descriptive-correlational. to collect data, a researcher-made questionnaire tool was used. the study's statistical population is employees working in businesses related to information and communication technology, and a simple random method was used to select the sample. the structural equation modelling method and lisrel software were used to analyze the data.results: based on the results of the analysis, all the hypotheses of the research were confirmed, and therefore the organizational culture variables aligned with the values of the new generation, the effective interaction between the manager and the employee, an attractive and developing work environment, human resources measures focused on the expectations of the new generation, the nature and identity the company (industry) has a positive and significant effect on the sustainable loyalty of new generation employees.conclusion: a stimulating and attractive work environment has a direct impact on the belongingness of the new generation employees, and what influences the formation of this environment are factors such as the positive interaction between the manager and the employee, human resource measures focused on the expectations of the new generation and the company's identity. the organizational culture factor focused on the values of the new generation is also a root and indirect factor affecting the belongingness of the employees of this generationextended abstractintroductionemployee engagement is referred to as a positive organizational behavior, a behavior that can be measured, developed and managed in order to improve the performance of the work environment, and has been the subject of extensive research in recent years by academic centers and authorities and management consulting institutions.the issue of employee engagement, as one of the concerns of organizations in the last three decades, has gained a lot of attention among researchers. according to the results of surveys conducted at the international level by gallup, only 21% of employees in the world have high engagement, and according to this report, only 9% of employees in our country are engage in workplace.the  result of the research indicate that the employees of the new generation compared to other generations, although they have better relative engagement, but the employees of this generation have a low engagement rate at the level of companies and organizations.in general, the main problem of this research is the lack of a valid comprehensive model regarding the sustainable engagement of new generation employees, which can be used to design and implement measures in the field of human resources in a way that can ultimately improve the engagement of new generation employees. methodologyaccording to the purpose of this research, which is to validate the model of sustainable engagement of the new generation employees, correlational research strategy has been used in general, and structural equation modeling method has been used to investigate and analyze the relationships between model variables.in order to collect research data and information, a researcher-made questionnaire was used (due to the uniqueness of the research conceptual model and the lack of previous related history). in order to check the validity of the measuring instrument (questionnaire), the first-order confirmatory factor analysis method was used, and to check the reliability of the measuring instrument (questionnaire), cronbach's alpha coefficient was used. all people born in the 1960s and 1970s working in businesses related to information and communication technology were considered as the study population of the research.in this research, the kolmogorov-smirnov test was used to check the normality of the collected data and the structural equation modeling method (and specifically the correlation test and the path analysis method) was used to check the developed hypotheses and to analyze the data, spss and lisrel software have also been used. results and discussionbased on the results of the statistical hypothesis test and the findings of the current research:organizational culture with new generation values ​​has a positive and significant impact on the effective interaction between manager and employee, and in other words, in a culture that values ​​growth and learning, participation and teamwork, competence and meritocracy, respect and gratitude, and creativity and innovation, which these cultural characteristics strengthen the effective interaction between manager and employeethe effective interaction between the manager and the employee has a positive and meaningful effect on the formation of an attractive and developing work environment, and in other words, the effective interaction between the manager and the employee through effective and timely recognition of the manager from the employee, appropriate delegation of authority by the manager, communication friendly, empathetic and based on the respect of the manager and the employee and the cooperation and mutual understanding of the manager and the employee is formed, it leads to the formation of an attractive and developing work environment for the new generation employeesthe nature and identity of the company (industry) has a positive and meaningful effect on the attractive and growing work environment, and in other words, the scientific and up-to-dateness of the company, being a leader in innovation and providing innovative services, the perspective of the company and the brand of the company that determine the nature and the identity of the company (industry) is with the employees of the new generation, it has an impact on the formation of an attractive and growing work environment for the employees of the new generation.an attractive and developing work environment has a positive and significant effect on the lasting memory of the new generation employees, and in other words, freshness and vitality of the work environment, friendly and intimate work environment, cooperation and team work environment, suitable learning environment, energizing work environment, which causes the formation of an attractive and developing work environment, which affects the lasting engagement of the new generation employees conclusionin general and based on the findings of this research, in order to improve employee engagement, the variable of attractive and stimulating work environment has a direct effect on the engagement of new generation employees, and the variables of the actions of the human resources unit and the company's identity indirectly. they affect the engagement of the employees and in a way they interfere with the variable of an attractive and developing work environment; and the manager-employee relationship variable in this process somehow plays the role of an intermediary between the culture and the attractive and developing work environment variable, which is the root cause of culture and the driver of this variable. fundingthere is no funding support. authors’ contribution all of the authors approved thecontent of the manuscript and agreed on all aspects of the work. conflict of interest authors declared no conflict of interest. acknowledgmentswe are grateful to all the scientific consultants of this paper.