نوع مقاله : مقاله پژوهشی
نویسندگان
1 دانشجو دکتری، گروه مدیریت بازرگانی، دانشگاه یزد، یزد، ایران
2 دانشیار، گروه مدیریت بازرگانی، دانشگاه یزد، یزد، ایران
3 استاد، گروه مدیریت بازرگانی، دانشگاه یزد، یزد، ایران
4 استادیار، گروه روانشناسی و علوم تربیتی، دانشگاه شهید بهشتی، تهران، ایران
چکیده
کلیدواژه‌ها
موضوعات
عنوان مقاله [English]
نویسندگان [English]
EXTENDED ABSTRACT
Introduction: Today, we operate in an emerging economic environment where knowledge is the primary asset. According to Thome, the essence of society has fundamentally shifted over the past two decades due to the rise of the knowledge economy. In this new economy, the critical task is leveraging knowledge assets to drive innovation in creating and delivering new products and services, while understanding quality and value-oriented markets. Knowledge has always been linked to progress and growth, and while knowledge management has existed since the formation of organizations, its importance has never been as pronounced as it is today. In post-industrial society, knowledge was recognized as a valuable organizational asset, placing knowledge workers at the center of organizational focus. In knowledge-based economies, knowledge assets are strategic, as these economies rely on the creation, distribution, and use of information and knowledge. Organizations strive to become learning entities, where employees' knowledge serves as the means of production, enabling the organization to achieve its goals through their commitment. Knowledge-based organizations are key players in national innovation systems, crucial for job creation and economic growth. Under performance pressures, these organizations emphasize specific competencies, as professional qualifications vary across job levels. Knowledge workers require unique skills, including innovative thinking, creative problem-solving, interdisciplinary knowledge, teamwork in project-oriented settings, and the ability to develop research plans. This study identifies characteristics that growing professional service organizations can use to select knowledge workers.
Methodology: The research’s method is descriptive one and employs a data conceptualization strategy, using an interpretive paradigm and inductive logic to address the research problem. The study explores how characteristics influence the selection of knowledge workers in technology and information-based companies within science and technology parks. Given the descriptive nature of the research, this study is based on a data-based strategy and the Strauss-Corbin theoretical model was used as a research approach. In this study, semi-structured in-depth interviews were conducted with 13 managers in the fall and winter of 1400. The criteria for selecting experts were managers who had at least three years of useful work experience and sufficient specialized knowledge in the field of selecting human resources in knowledge-based companies with at least 50 employees. In this study, data analysis was carried out using Atlas T software version 9 in three stages and using the primary, axial and selective coding data-based method, which identified 11 categories and 32 concepts. Data was collected in two stages: first, through library sources focusing on "knowledge workers" and "employee selection," and second, through semi-structured interviews with 13 managers, knowledge workers, and experts from knowledge-based IT businesses in Tehran's science and technology parks. Sampling was purposeful, continuing until theoretical saturation was reached. Data analysis involved open, central, and selective coding using Atlas T software.
Discussion and Results: In knowledge-based organizations, knowledge workers are crucial assets for offering innovative products and services. Managers recognize that retaining and developing employees' skills is key to success and competitive advantage. This study is the first to examine the factors influencing the selection of knowledge workers in knowledge-based companies in the country. The findings reveal key factors evaluated during employee selection, and a model is proposed for further research and practical application.
After designing the model, feedback was gathered from interviewees and experts in human resource management, confirming its validity. The selection process is critical in choosing the right candidate for a position, and it requires careful attention to ensure organizational success. The results showed that problem-solving ability, communication skills, teamwork spirit, intelligence, scientific capability, risk-taking and management skills as central phenomena, experience and expertise, intellectual and innovative spirit and policy were considered as causal conditions, and their presence will lead to personal development, motivation, satisfaction and improvement of individual performance for knowledge workers, and to organizational commitment and improvement of organizational performance for the organization. However, in this model, contextual factors and intervening conditions have affected the relationships.
Conclusion: Knowledge workers are vital to the success of knowledge-based organizations. This study identifies the key factors—such as experience, professional ethics, and innovation potential—that influence the selection of employees. Skills like problem-solving, communication, and leadership are critical for effective performance. The model developed in this study can help organizations improve their selection processes, fostering a more innovative and productive environment.
Improving these processes can help organizations attract and retain top talent, enhancing their overall success. Continuous learning and critical thinking are essential for employees to adapt and thrive in dynamic environments.
کلیدواژه‌ها [English]
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