Maintenance of efficient, highly specialized, and valuable forces in the present age is one of the most important concerns of organizations, especially organizations with advanced technologies. The importance of human resources planning and management in these organizations has greatly increased, and in the various areas of human resource management, the approach to occupational anchor planning has been very much considered. The purpose of this study was to investigate the role of the job path anchors in human resource strategy among the target community. Participants were selected randomly from among 3500 students at the Faculty of Management of Yadegar-e-Imam Khomeini (RAH) Shahre Rey Branch, Islamic Azad University in Tehran Province, Iran. The sample size was 346 by the Cochran method and the questionnaire was collected by electronic means. At the time of the study, 346 questionnaires were completed and the analysis was performed based on 346 questionnaires. To collect data, standard job anchor questionnaires, and Human Resources Strategic HR Questionnaire was used. The study population included 346 people, of whom 203 were male and 143 were female. The age of the people below the age of 20 was 38, from 20 to 25 years old, 94, between the ages of 26 and 30, 60, people aged 31 to 35, and 76 people over the age of 35 years. The reliability of the work anchors was 91% and the human resources strategy questionnaire was 80%. Investigations have shown that, on the anchors of the career path, the factors of creativity - entrepreneurship, autonomy-independence, pure challenges and public management with a committed strategy and public management, creativity-entrepreneurship, security-stability in the strategy of contracting businesses and creativity - entrepreneurship, Pure challenges, security with secondary jobs, and creativity- entrepreneurship, public management, pure challenges in parenting jobs. According to the results of this study, it seems that the emphasis on reducing organizational structures, empowerment, and participatory decision making can determine the necessary grounds for determining the type of human resources strategy in an organization.
Background: The deficit of medical staff in various health care systems points out the need for a more detailed strategic management toward sustainability in human resources. The purpose of this study is to explore the relationships linking self-esteem, self-efficacy, general attitudes, and career preferences among medical students, aiming to provide insights that could support sustainable career development. Methods: We performed a monocentric observational study that included 157 students. The participants completed four standardized questionnaires evaluating the self-efficacy, the self-esteem, the general attitudes and beliefs, and the perception of medical career specialty. We assessed the relationships between the psychological variables and career preferences. Results: Significant correlations emerged between the students' year of study and the need for achievement, the importance of mentorship, and career decision-making. Clinical students, in particular, placed greater emphasis on gaining practical experience in their chosen field. Conclusions: Our results reaffirm the impact of occupational psychology in the health care system, providing more sustainability in career decisions. Further research involving larger and more diverse samples is recommended to gain a more comprehensive understanding of how the study of various psychological factors could impact human resources management in the field.
