Document Type : Original Article
Authors
1
Master of Public Administration, Faculty of Management and Accounting, Allameh Tabatabai University, Tehran, Iran,.
2
Assistant Professor, Management Department, Higher Labor Education Institute, Qazvin, Iran.
3
Assistant Professor, Department of Management, Higher Labor Education Institute, Qazvin, Iran.
4
Master's student in Human Resource Management, Faculty of Management, Higher Labor Education Institute, Qazvin, Iran.
10.22098/cpa.2025.17291.1068
Abstract
Context and Purpose: Today, the development of behavioral competencies of Generation Z employees in government organizations by aligning human capacities with the needs of work environments, pave the way for effective interaction, active participation, and continuous learning, and help increase behavioral coherence and organizational productivity; therefore, the purpose of this research was to identify and prioritize the strategic drivers of the development of behavioral competencies of Generation Z employees in government organizations with a futures research approach.
Methodology: In terms of the method of conduct, the present research is based on structural interaction matrix analysis with a strategic futures research approach and in terms of its purpose, it is of a developmental-applied type. The statistical population of this research consists of 30 experts, including university professors and senior managers of government organizations in the country, using a targeted method. The data of this study were collected through semi-structured interviews and a qualitative questionnaire rated from zero to three according to the structural interaction matrix and analyzed with the Miqmac statistical software.
Findings: The findings of this study showed that the strategic drivers of developing behavioral competencies of Generation Z employees in government organizations are observed to be the drivers of designing educational models appropriate to the diverse learning styles of employees, designing human resources policies and strategies appropriate to the characteristics of Generation Z, developing personal development programs appropriate to the behavioral and value needs of Generation Z, providing experience-based platforms and opportunities for developing skills and behavioral characteristics, and institutionalizing the foundations, norms, and principles of professional behavior in organizational culture as influential drivers (influence).
Keywords
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