Management
Mehdi Azar; Davood Hosseinpour; Zahra Alipourdarvishi; Mohsen Mohammadiansaravy
Abstract
This research was conducted to discover the dominant phenomenon experienced by the representatives of the eras by using the qualitative research method and the phenomenological approach with the participation of fifteen representatives. The sampling method was purposeful. To collect data, a semi-structured ...
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This research was conducted to discover the dominant phenomenon experienced by the representatives of the eras by using the qualitative research method and the phenomenological approach with the participation of fifteen representatives. The sampling method was purposeful. To collect data, a semi-structured interview was used. Data analysis using Dickelman's interpretation method finally led to the identification of eight main themes including; Non-transparency, the inefficiency of the electoral system of representation, insufficient competence of the representatives in reviewing the budget, hopelessness of the representatives in providing national interests, partiality of the representatives, an unequal marathon of share-seeking From the public budget, there was arbitrary interference in the budget figures and the lack of indicators in the budget allocation. In this way, by continuous and comparative review of the text of the interviews, primary codes, and secondary and main themes, "conflict of interest" was identified as the main theme of the participants' experiences. Although the emergence of "conflict of interest" in the legislature as a symbol of pluralism is inevitable, nevertheless, it has consequences such as the sacrifice of national interests, the deviation of representatives. In securing local interests, it has also caused unequal and unbalanced distribution and allocation of budgets.
Organizational Behavior
Farhad Fallahpour; habib roodsaz; Hossein Aslipour; Hadi Khanmohammadi
Abstract
The current research is of an applied type and is included in the category of mixed research. The research data has been done with library method as well as semi-structured interviews. the theme analysis method was used and in the quantitative phase, the ISM method was used to level the causes of non-compliance ...
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The current research is of an applied type and is included in the category of mixed research. The research data has been done with library method as well as semi-structured interviews. the theme analysis method was used and in the quantitative phase, the ISM method was used to level the causes of non-compliance with digital social responsibility. The statistical population is all the experts in the field of organizational behavior and social responsibility in the executive bodies of Mazandaran province, which was used in the qualitative phase with the snowball method and in the quantitative phase with the targeted method. Data analysis was done using MAXQDA and Excel software. In the following, the research strategies are obtained according to the opinion of experts and the summary of the research and are prioritized by the IPA method. The results of the research showed that in total, four overarching themes were identified: weakness of organizational culture and training, weakness of organizational management and structure, weakness of organizational technology, and organizational pressures and tensions. Also, 9 main strategies were determined that action orientation and implementation of all rules, laws and strategies related to digital social responsibility by managers have been more important
Management
Hamzeh Farajollahi moghadam; Bijan Abdollahi; saeed jafarinia; akbar hassanpoor
Abstract
The current research is practical in terms of its purpose and it is classified as exploratory research from the point of view of the method of data collection. In this research, in order to collect data, an exploratory interview was conducted with 20 experts and activists in the field of executive coaching. ...
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The current research is practical in terms of its purpose and it is classified as exploratory research from the point of view of the method of data collection. In this research, in order to collect data, an exploratory interview was conducted with 20 experts and activists in the field of executive coaching. In order to analyze the data, the phenomenological method was used.The findings of the research led to the presentation of a model centered on organizational, individual and professional elements.The model for improving executive coaching in the Islamic Republic of Iran's Red Crescent Society, based on the three dimensions of individual, organizational and professional; 26 components of ethics, goal orientation, order orientation, action orientation, awareness, awareness, convergence, support orientation, motivation, transparency, holistic orientation,stability orientation,interaction orientation, goal orientation, adaptability, monitoring orientation, positive thinking,dependence, demographic, effectiveness,preparation, communication, self-improvement, growth orientation and 109 indicators. This study fills some gaps in the executive coaching literature.Unlike many previous studies in this field that have only relied on the evaluations of the effectiveness of executive coaching, this study has identified a set of factors related to the individual, organizational and professional levels with a phenomenological perspective and presented the identified factors in a model format.
Organizational Behavior
Mohammad Sadegh Hassanzadeh Pasikhani; tayebeh bina; Tooraj hassanzade Samarin
Abstract
The present study aimed to investigate the effect of organizational cronyism on social capital with the mediating role of organizational exclusion and the moderating role of incivility in the workplace. The research method is quantitative-survey and applied in terms of purpose. Data collection was carried ...
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The present study aimed to investigate the effect of organizational cronyism on social capital with the mediating role of organizational exclusion and the moderating role of incivility in the workplace. The research method is quantitative-survey and applied in terms of purpose. Data collection was carried out in two library and field methods using a standard questionnaire. The statistical population of the study includes all employees of Rasht Municipality, and the sample size is 288 people who were sampled using the convenience method. Structural equation modeling with the partial least squares (SEM) approach and Smart PLS software were used to analyze the data. The results of the study showed that organizational cronyism has a negative and significant effect on social capital. Organizational cronyism also has a positive and significant effect on organizational exclusion. In addition, it was determined that organizational exclusion has a negative and significant effect on social capital. The mediating role of organizational exclusion in the relationship between organizational cronyism and social capital was also confirmed. The results also showed that incivility in the workplace has a moderating role in the relationship between organizational cronyism and organizational exclusion and the relationship between organizational cronyism and social capital.
Human Resource Management
Ebrahim Rajabpour
Abstract
The main objective of the present study is to investigate the effect of perceived socially responsible human resource management on employee job performance, with an emphasis on the mediating role of servant leadership. The statistical population of the present study was the employees and managers of ...
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The main objective of the present study is to investigate the effect of perceived socially responsible human resource management on employee job performance, with an emphasis on the mediating role of servant leadership. The statistical population of the present study was the employees and managers of the Bushehr Province Gas Company, with about 400 people. The statistical sample of the research was estimated to be 196 people using Cochran's formula, and 204 people were selected for more generalization of the research findings. The data collection tool was a questionnaire. The validity of the research tool was measured by the content and structure method. The reliability of the research tool was also measured using Cronbach's alpha method, which was calculated as 95%. The findings of the study indicate that perceived socially responsible human resource management has a positive and significant effect on job performance and servant leadership. Servant leadership has a positive and significant effect on job performance. Also, the positive and significant mediating role of servant leadership in the relationship between perceived socially responsible human resource management and job performance was confirmed.
Human Resource Management
Mohsen ArefNezhad; Leila Yarahmadi
Abstract
Difficult employees are not inherently difficult people in all situations; the organizational conditions play a significant role in the emergence and increase of difficult behaviors among employees. The experience of working with these individuals can be very frustrating, as they represent a chaotic ...
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Difficult employees are not inherently difficult people in all situations; the organizational conditions play a significant role in the emergence and increase of difficult behaviors among employees. The experience of working with these individuals can be very frustrating, as they represent a chaotic force in the workplace that negatively impacts the organizational environment and beyond. Their difficult behaviors can jeopardize organizational health and cause serious harm. Therefore, this study aims to identify the factors that create difficult employees in government organizations and analyze these factors using the Fuzzy Cognitive Mapping (FCM) method. This research employs an exploratory mixed-methods approach (qualitative-quantitative) and is applied in nature. The statistical population includes university professors and managers of government organizations, from which 20 individuals were selected based on the principle of theoretical saturation using purposive sampling. The data collection tools for the qualitative section of the research were semi-structured interviews, while in the quantitative section, a questionnaire was used. The validity and reliability of these instruments were assessed through content validity, theoretical validity, and inter-coder and intra-coder reliability, as well as Cohen's Kappa test. Additionally, the validity and reliability of the questionnaire were confirmed using content validity and test-retest reliability.
Organizational Behavior
Mahdi Alizadeh; masoud shariati; mohammad payab
Abstract
The thriving phenomenon as a new structure in behavior has been noticed by many researchers. One of the most important issues involved in the success of the organization is the thriving of the employees. Considering the diversity and variability of the concept of thriving in the organization, this research ...
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The thriving phenomenon as a new structure in behavior has been noticed by many researchers. One of the most important issues involved in the success of the organization is the thriving of the employees. Considering the diversity and variability of the concept of thriving in the organization, this research seeks to understand and interpret the phenomenon of thriving with a phenomenological approach. In this research, interpretative research philosophy, inductive research approach, and phenomenological research strategy have been chosen. The data collection method is field and semi-structured interview tool. For this purpose, from the research community that included the employees of Karaj municipality, which was sampled by maximum diversity method, 20 people were interviewed. The findings of the research show that seven methods of experiencing thriving in the organization include: responsibility, being effective, being interested, being strong-willed, being multi-skilled, being empathetic and professional ethics. Based on the findings of the research, the descriptive classes are placed in three classes: individual capacity (being interested, willing and multi-skilled), group capacity (being empathetic and effective) and organizational capacity (responsibility and professional ethics), which shows There is a structural and hierarchical difference in addition to their semantic difference.
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