Ali Shariat.Najade; Seyedh Nasim Mousavi
Abstract
social Undermining and tear occurs when negative emotions are used against a person or employee or there are issues that prevent a person or employee from achieving their goals or organizational goals, which in the long run leads to inertia, organizational stagnation. Therefore, the present study aimed ...
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social Undermining and tear occurs when negative emotions are used against a person or employee or there are issues that prevent a person or employee from achieving their goals or organizational goals, which in the long run leads to inertia, organizational stagnation. Therefore, the present study aimed to monitor the impact of organizational inertia on social Undermining by explaining the mediating role of managers' behavioral disorder. This research is an applied and descriptive survey. The statistical population of this study is the employees of knowledge-based companies in Stanolorestan, which was used to determine the sample size of Cochrane formula and the number of sample members was estimated to be 384 people who were selected using the available sampling method. The data collection tool in this study is a questionnaire whose validity was confirmed by using the content validity method and their reliability was confirmed by calculating Cronbach's alpha. In this study, to test and test the hypotheses and conceptual model, the structural equation approach and Smart Pls2 and Spss 19 software were used. The results of examining the hypotheses showed that social wear has a positive and significant effect on organizational inertia. In addition, the comparison of the results showed that among the dimensions of social Undermining, supervisor wear has the highest impact on organizational inertia. The results also show that managers' behavioral turmoil has a mediating role in the effect of social Undermining on organizational inertia
Hossein Damghanian; Abbas Ali Rastgar; Fatemeh Alavimatin
Abstract
The purpose of this study is to investigate the effect of the relationship conflict on the social undermining experience from the person who acts on this abrasive behavior point of view and who is treated with it, along with the role of gender demographic variable on this effect. The statistical population ...
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The purpose of this study is to investigate the effect of the relationship conflict on the social undermining experience from the person who acts on this abrasive behavior point of view and who is treated with it, along with the role of gender demographic variable on this effect. The statistical population of this study were 243 employees of selected branches of Alborz Insurance Company in Tehran. Krejcie and Morgan table was used to determine the sample size. Reliability of the questionnaire was confirmed. The findings of this study showed that the relationship conflict has a direct and significant effect on the social undermining experience and abrasive behavior, and also by mediating abrasive behavior, it affects the experience of social undermining indirectly, that means, the conflict of relationship will result in employees behavior, who act on abrasive behaviors to reduce the effect of unfavorable conditions, this in turn has a negative effect on the audience of this behavior and provokes the experience of social undermining. However, the demographic variable of gender as a moderator does not affect the direct effect of relationship conflict on the experience of social undermining and abrasive behavior as well as the direct effect of abrasive behavior on the experience of social undermining.
Marjan Fayyazi; Vahid Yousefian Arani
Volume 24, Issue 79 , March 2016, , Pages 47-72
Abstract
Organizational Deviance and misbehavior or the dark side of organizational behavior has been a matter of research during the last two decades. Social undermining is an interpersonal insidious misbehavior and is significantly associated with employee's outcomes if it continues over time. The effects of ...
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Organizational Deviance and misbehavior or the dark side of organizational behavior has been a matter of research during the last two decades. Social undermining is an interpersonal insidious misbehavior and is significantly associated with employee's outcomes if it continues over time. The effects of social undermining on employee's commitment and job involvement were tested among employees of Iran's presidential center for innovation and technology cooperation. The data gathered by distribution of questionnaire among 158 employees using random sampling method. Results show that social undermining by coworkers and supervisors has considerable effects on employee's job involvement and affective and normative commitment, but as predicted, not on continuous commitment. Moreover, based on fairness theory, the hypothesis of the mediating role of conscientiousness in the effects of social undermining on job involvement and organizational commitment was developed and tested. It is advised that organizations should consider preventing actions, training and counseling employees to minimize social undermining behavior and its consequences on employee's outcomes
