کلیشه یا واقعیت؟ بررسی تفاوت‌های شخصیتی در کلان‌داده‌های چهار نسل نیروی کار ایران

نوع مقاله : مقاله پژوهشی

نویسندگان

1 دانشجوی دکتری مدیریت دولتی، دانشکده مدیریت و حسابداری، دانشگاه علامه طباطبائی، تهران، ایران.

2 دانشجوی دکتری سنجش و اندازه گیری آموزشی، دانشکده روانشناسی و علوم تربیتی، دانشگاه تهران، تهران، ایران.

3 کارشناسی ارشد علوم کامپیوتر، دانشکده آمار، ریاضی و رایانه، دانشگاه علامه طباطبائی، تهران، ایران.

10.22034/jipas.2022.340226.1393

چکیده

مدیریت مؤثر گروه‌های سنی در فضای کار از موضوعات مطرح در فضای پژوهشی و اجرایی سازمانی است. با ورود نیروی کار جوان به سازمان‌ها و تنوع نسل‌های مختلف سؤالاتی درباره کمیّت و کیفیت تفاوت‌های شخصیتی و رفتاری افراد نسل‌های مختلف مطرح شده است. هدف از این پژوهش بررسی تفاوت‌های شخصیتی متولدین دهه‌های 50، 60، 70 و 80 و دلالت‌های آن برای مدیریت منابع انسانی است. به این منظور با استفاده از آزمون شخصیت نئو 240 سؤالی، در نمونۀ کلان 36719 نفری در سطح کشور داده‌های لازم گردآوری شد. بررسی تفاوت میانگین صفات پنج‌گانۀ شخصیتی بین نسل‌ها بر اساس تحلیل واریانس یک راهه، آزمون تعقیبی شفه و اندازه اثر انجام شد. نتایج نشانگر آن بود به‌رغم وجود تفاوت‌های معنادار آماری از نظر معناداری کاربردی و اندازه اثر تفاوت معناداری بین گروه‌های نسلی وجود ندارد و تفاوت‌های رایج احتمالاً عمدتاً نشئت‌گرفته از سن هستند تا کلیشه‌های نسلی. از این‌رو پیشنهاد می‌شود مدیران و متخصصان منابع انسانی به‌جای تکیه بر کلیشه‌های نسلی بر تفاوت‌های فردی افراد تمرکز کنند.

کلیدواژه‌ها


عنوان مقاله [English]

Stereotype or Reality? Investigating the Big Data of Personality Differences in Four Generations of Iran's Workforce

نویسندگان [English]

  • Milad Shams-Zare 1
  • Seyyede Hoda Naji 2
  • Alireza Dehfuli 3
1 PhD Student in Public Administration, Department of Public Administration, Faculty of Accounting and Management, Allameh Tabataba'i University, Tehran, Iran.
2 PhD Student in Educational Measurement, and assessment, Department of Measurement, and assessment, Faculty of Psychology and Educational Sciences, University of Tehran, Tehran, Iran.
3 Master in Computer Science, Department of Statistics and Computer, Faculty of Statistics, Mathematics and Computer, Allameh Tabataba'i University, Tehran, Iran.
چکیده [English]

The effective management of age groups in the workplace is one of the issues raised in the organizational research and execution. With the entry of young workforce into organizations and the diversity of different generations, questions have been raised about the quantity and quality of personality and behavioral differences of people of different generations. The purpose of this research is to investigate the personality differences of people born in the 50s, 60s, 70s and 80s and its implications for human resource management. For this purpose, using the 240-question NEO personality test, the required data were collected in a large sample of 36,719 people nationwide. The average difference of five personality traits between generations was investigated based on one-way analysis of variance, Sheffe's post hoc test and effect size. The results indicated that despite the presence of statistically significant differences, there is no significant difference between generational groups in terms of practical significance and effect size, and common differences are probably mainly derived from age rather than generational stereotypes. Therefore, instead of relying on generational stereotypes, it is suggested that managers and human resource specialists focus on individual differences.

کلیدواژه‌ها [English]

  • Age Groups
  • Generations
  • Personality
  • 5-Factor Model
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