Fatemeh Razavi; hamed dehghanan; Mohammad Reza Ghasemian Moghadam; Kobra Bakhshizadeh Borj
Abstract
In recent years, the increasing prevalence of deviant behaviors in the workplace and their economic, social, and psychological consequences have drawn the attention of many researchers. In this study, we present a framework that identifies three neuropsychological pathways leading to deviant behaviors, ...
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In recent years, the increasing prevalence of deviant behaviors in the workplace and their economic, social, and psychological consequences have drawn the attention of many researchers. In this study, we present a framework that identifies three neuropsychological pathways leading to deviant behaviors, supported by various theories such as Hoffman's Drive Theory, Festinger's Cognitive Dissonance Theory, and Murphy's Fraud Theory. The purpose of developing this framework is to understand the nature and mechanisms of employees' deviant behaviors and to encourage a neuropsychological approach in implementing processes to identify individuals prone to deviant behaviors within organizations.The sample for this study consisted of 40 employees from the Vice-Chancellor for Development and Human Resources at Allameh Tabataba'i University, who voluntarily participated in the study. Their heart rates were recorded in a resting state using a neurofeedback device. Brain hemisphere dominance tests, self-report questionnaires, and 360-degree deviant behavior assessments were distributed and collected. The results indicated an increase in deviant behavior from Group 1 to Group 4. The left-brain group with lower heart rates showed the highest deviant behavior, while the left-brain group with higher heart rates exhibited the least deviant behavior.
Mehdi Yazdanshenas; Zohreh Dehdashti Shahrokh; Hamed Dehghanan; Behnaz Pani
Abstract
Resilience has garnered significant attention in human resource development research. However, limited scholarly research has focused on female managers. This study aims to bridge this gap by providing an in-depth examination of female managers' resilience. Employing a qualitative meta-synthesis approach, ...
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Resilience has garnered significant attention in human resource development research. However, limited scholarly research has focused on female managers. This study aims to bridge this gap by providing an in-depth examination of female managers' resilience. Employing a qualitative meta-synthesis approach, this research reviews a collection of studies on resilience. The literature search was conducted in two phases: an exploratory and a focused search. Through a review of academic databases, 1,047 articles containing "resilience" were identified. Articles whose titles and abstracts did not include keywords related to resilience were excluded. The remaining articles were analyzed for alignment with the study. Ultimately, 35 articles matching the research objectives were selected for analysis. Using Sandelowski and Barroso’s framework, the findings were synthesized. In total, 22 concepts and five categories were identified. The antecedents of female managers' resilience were classified into individual, organizational, and situational factors. The outcomes were categorized into organizational and individual achievements. Among examined factors, self-efficacy, work-life balance, family support, and reflective learning received the most references. The findings highlight a range of factors that human resource professionals should consider in fostering female managers' resilience, sustaining human capital, and ensuring business sustainability.ا
Mohammad Taban; Seydmehdi Vayseh; Hamed Ghasempour
Abstract
This research, based on a mixed methodology, seeks to construct an interpretive structural modeling of the causes of job boredom among the employees of the operational units (line) of the Ilam Province Electricity Distribution Company. The participants in the study are 16 key informants who were invited ...
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This research, based on a mixed methodology, seeks to construct an interpretive structural modeling of the causes of job boredom among the employees of the operational units (line) of the Ilam Province Electricity Distribution Company. The participants in the study are 16 key informants who were invited for in-depth interviews through a purposeful method. After ensuring the reliability of the data, a paired questionnaire was distributed among the participants in the previous stage for the purpose of modeling. The results showed that the interpretive structural model of the causes of job boredom is organized with 6 factors at 3 levels. At the first level, individual causes, intra-organizational causes related to the job, intra-organizational causes related to the organizational context, and extra-organizational causes were identified. At the second level, intra-organizational causes related to the organization's social environment, and at the third level, intra-organizational causes related to human resource management were found.
Mohammad Hakkak; Heydar Abbaspour
Abstract
Silent employee protest, or passive resistance, is a phenomenon in which employees, instead of openly expressing their dissatisfaction with workplace conditions or problems, indirectly demonstrate indifference, reduced productivity, or changes in behavior without any explicit statement. This type of ...
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Silent employee protest, or passive resistance, is a phenomenon in which employees, instead of openly expressing their dissatisfaction with workplace conditions or problems, indirectly demonstrate indifference, reduced productivity, or changes in behavior without any explicit statement. This type of protest may not be apparent from an organizational perspective, but it can have very serious and long-term consequences for organizational health, employee morale, and overall organizational productivity. Therefore, the present study aimed to identify and analyze the antecedents and consequences of the phenomenon of silent protest in government organizations in Ilam province. In terms of purpose, the present study is applied research and, in terms of data collection, falls into the category of exploratory research. Furthermore, this research is a mixed-methods study, both qualitative and quantitative, based on the philosophical approach of deductive-inductive reasoning. The statistical population of the study consists of experts in the field of management and human resources, who were selected through purposive sampling based on the principle of theoretical sufficiency. The data collection tool in the qualitative section is the interview, the validity and reliability of which were confirmed using content and theoretical validity, as well as intra-coder and inter-coder reliability assessment methods.
Saeed Mirvahedi; Mohsen Motiei; Zahra Salmani
Abstract
As an organization grows, maintaining the path to success becomes increasingly difficult. One of the most significant threats faced by growing companies is a phenomenon known as the Founder’s Trap. This phenomenon refers to a situation in which egocentrism, excessive control, and a lack of delegation ...
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As an organization grows, maintaining the path to success becomes increasingly difficult. One of the most significant threats faced by growing companies is a phenomenon known as the Founder’s Trap. This phenomenon refers to a situation in which egocentrism, excessive control, and a lack of delegation by the founder create a serious obstacle to the organization's growth and sustainability. Under such circumstances, the organization cannot effectively continue its development and performance. Given the importance of this issue, the aim of this research is to identify and explain effective strategies for overcoming the Founder’s Trap in Iranian entrepreneurial firms. This is a qualitative study and is considered applied research in terms of its purpose. Data were collected through semi-structured interviews with 10 founders of entrepreneurial firms in the provinces of Isfahan and Tehran, and were analyzed using thematic analysis. The findings indicate that some founders of the studied companies have been able to overcome the challenges of the founder's trap by leveraging personal and mental development of the founder, succession planning, a dynamic organizational culture, the design of a modern organizational structure and human resource development.
Ali Reza Jamshidi; saeid sehhat; vahid nasehifar; mehdi yazdanshenas
Abstract
The purpose of this study is to present a human resources marketing model. To achieve this goal, the structural-interpretive modeling approach and the Miqmac software were used. The statistical sample of the study included 14 human resources managers from Iranian home appliance industries and university ...
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The purpose of this study is to present a human resources marketing model. To achieve this goal, the structural-interpretive modeling approach and the Miqmac software were used. The statistical sample of the study included 14 human resources managers from Iranian home appliance industries and university professors in public administration and marketing with human resources expertise. According to these findings, the two components of technology integration and cultural and ethical influences are independent components of the model. Also, the three components of internal human resource marketing, the entry stage and the pre-exit stage are the linked components of the model; however, given that their influence is greater than the standard value (number 6), they tend to be more independent variables. On the other hand, the three components of external human resource marketing, cultural capital accumulation and employee engagement and retention are introduced as autonomous components of the model. Finally, the results showed that the two components of the pre-entry stage and the sustainable talent supply chain are the dependent components of the model, and among them, 21 confirmed relationships can be imagined in the human resource marketing model in the home appliance manufacturing industry.
ali shariatnejad; zahra askari
Abstract
Organizational symbols are known as symbolic textures that form culture and play an important role in establishing and institutionalizing organizational values and norms, so that by integrating and validating the usual norms, creating organizational unity and emphasizing the goals of the organization, ...
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Organizational symbols are known as symbolic textures that form culture and play an important role in establishing and institutionalizing organizational values and norms, so that by integrating and validating the usual norms, creating organizational unity and emphasizing the goals of the organization, it gives meaning, structuring and building ideology. Therefore, the current research was carried out with the aim of identifying and analyzing the causes of tendency towards symbolism and its consequences. The present research is an exploratory research in terms of practical purpose in terms of gathering information. Also, this research is a type of mixed qualitative and quantitative research based on comparative and inductive philosophy. The statistical population of the research is the experts who were selected by purposeful sampling and based on the principle of theoretical adequacy. The data collection tool is in the qualitative part of the interview, whose validity and reliability were confirmed using content validity and theoretical validity and intra-coder and inter-coder reliability methods.
Habib Allah Ranaei Kordshouli; Somaye Lalegani; Moslem Alimohammadlou; Alireza Amini
Abstract
The human staffing system, as one of the fundamental pillars of human resource management, plays a pivotal role in promoting social justice and enhancing the efficiency of the administrative system, particularly in the public sector. This study aims to critically examine the laws and regulations governing ...
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The human staffing system, as one of the fundamental pillars of human resource management, plays a pivotal role in promoting social justice and enhancing the efficiency of the administrative system, particularly in the public sector. This study aims to critically examine the laws and regulations governing the human staffing system in the public sector, with the goal of identifying current challenges and exposing the ideologies and structures that reinforce inequality and injustice. Using Fairclough’s Critical Discourse Analysis (CDA) method and a qualitative approach, the study critically analyzes the texts of the Constitution, the Civil Service Management Act, the Labor Law, and the National Selection Law. The findings reveal that existing laws are predominantly influenced by classical and new public management approaches, with a primary emphasis on control and hierarchy. Furthermore, principles such as justice and transparency—central to the new public service and Islamic governance—are only marginally reflected in these laws. The study underscores the need for legal reform and greater attention to unheard voices and marginalized groups in order to reduce discrimination and strengthen social justice within the administrative system.
abdollah saedi; Fatemeh Shams
Abstract
The present study was conducted with the aim of developing a model of the gig economy: A step towards human resource governance. The statistical population of the study consists of managers from government organizations and university professors specializing in the fields of digital economy, labor market, ...
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The present study was conducted with the aim of developing a model of the gig economy: A step towards human resource governance. The statistical population of the study consists of managers from government organizations and university professors specializing in the fields of digital economy, labor market, and human resource governance, who were selected based on the principle of theoretical sufficiency and a purposive sampling method, comprising 15 individuals. Research data were collected through semi-structured interviews. For qualitative data analysis, a thematic analysis approach was used based on the six-step framework of Brown and Clark (2006). Also, MAXQDA software was used to manage and organize the data, which facilitated the coding, categorization, and final analysis of the themes. To strengthen the validity of the results, participant review was used; in this way, the researcher's perception of the interviews was sent to the interviewees and their approval was obtained. Also, peer review was used to match the codes and themes. The findings indicate that in the developed model, the enablers, key factors, challenges, and opportunities of the gig economy were identified. Also, the consequences of this gig economy phenomenon and its impact on the human resources governance system were determined.
Ammar Abed; Ali Nasre Esfahani; Hadi Teimouri
Abstract
the current research was carried out with the aim of designing a humble leadership pattern. this study is a developmental-applied, qualitative research and was conducted with the grounded theory method. The field of research consists of managers and experts of the High Institute of Security and Administrative ...
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the current research was carried out with the aim of designing a humble leadership pattern. this study is a developmental-applied, qualitative research and was conducted with the grounded theory method. The field of research consists of managers and experts of the High Institute of Security and Administrative Development of Iraq, among which 30 people were selected to participate by using the purposeful sampling method. The required data was collected through semi-structured interviews, and the rule of theoretical data saturation. The results show that two categories of factors (individual factors and organizational factors) play a role as the causal conditions of humble leadership style in the organization. The results also indicate that the humble leadership style appears in the form of four main components, i.e. intellectual (cognitive), motivational, emotional and behavioral in the organization. And contextual conditions (tendency to create a special atmosphere, level of maturity of employees and not giving value to flatterers) and intervening conditions (managers' self-esteem, low uncertainty and positive organizational culture) also lead to the emergence of this leadership style in the organization. The strategies (infrastructural and management) and consequences (individual and organizational) of this leadership style have also been identified.
Mohammad Hakkak; Heshmatolah Asgari; Heidar Abbaspour
Abstract
Today, one of the challenges that harms the structure of government organizations is the phenomenon of "competence trap" among employees. This phenomenon may cause employees to refuse to accept new challenges and continue with their traditional methods, which can reduce their responsibility and hinder ...
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Today, one of the challenges that harms the structure of government organizations is the phenomenon of "competence trap" among employees. This phenomenon may cause employees to refuse to accept new challenges and continue with their traditional methods, which can reduce their responsibility and hinder their career advancement. Given that the competency trap is a serious obstacle to organizational change and development and has long-term damage to human resources and the organization, the present study was conducted with the aim of preparing a fuzzy map of the consequences of the competency trap among employees of government organizations.The present study is an exploratory research in terms of its purpose and in terms of data collection. This research is also a mixed qualitative and quantitative research based on the inductive deductive philosophy. The statistical population of this research comprises experts, consisting of faculty members from Lorestan University, along with managers and employees of governmental organizations in Lorestan Province. They were selected using purposive sampling based on the principle of theoretical saturation. The data collection tool in the qualitative part is a semi-structured interview,
farshid aslani; Marzieh Mohammadi
Abstract
This research was conducted with the aims of examining the phenomenon of organizational Tranquility and the factors influencing it in academic environment among faculty members of Payame Noor University. The present research seeks to understand the lived experiences of faculty members regarding organizational ...
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This research was conducted with the aims of examining the phenomenon of organizational Tranquility and the factors influencing it in academic environment among faculty members of Payame Noor University. The present research seeks to understand the lived experiences of faculty members regarding organizational Tranquility and to identify the antecedents and consequences of this phenomenon. The research method is qualitative and based on a phenomenological approach. Data were collected through semi-structured interviews with 15 faculty members of Payame Noor University and analyzed using thematic analysis and MAXQDA 2020 software. According to the results, organizational Tranquility is influenced by various factors, including work-life balance, motivation, organizational justice, scholarly management, positive organizational culture, and transparency. Moreover, the consequences of this phenomenon include increased job satisfaction, reduced employee turnover, enhanced creativity and innovation, and improved organizational productivity. The most important antecedents of organizational Tranquility were workspace management, effective leadership style, and reduction of superficial tasks. The findings indicate that organizational tranquility not only affects employees' mental health and job satisfaction but also leads to the improvement of overall organizational performance. Organizations can foster organizational tranquility by creating supportive work environments, strengthening organizational justice, and reducing stress-inducing factors.
Taha Hosseini; AmirHossein Kasrayi; Habib Roodsaz
Abstract
Organizational transformation has long been a central concern in management studies, and over past decades numerous models have been proposed to facilitate this process. Despite such efforts, critical questions remain regarding the effectiveness, comprehensiveness, and contextual relevance of these frameworks ...
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Organizational transformation has long been a central concern in management studies, and over past decades numerous models have been proposed to facilitate this process. Despite such efforts, critical questions remain regarding the effectiveness, comprehensiveness, and contextual relevance of these frameworks in today’s turbulent and complex environments. This study adopts a systematic review approach, based on a structured search of reputable academic databases, to identify and critically analyze a set of widely cited organizational transformation models. The review reveals that while many models exhibit strengths such as conceptual clarity and practical applicability, they simultaneously suffer from notable shortcomings. In particular, they often lack flexibility, holistic integration, and the ability to adapt to rapidly changing organizational conditions. Overall, the findings suggest that no single model adequately addresses all dimensions of organizational transformation. Most frameworks emphasize either structural or behavioral aspects, but rarely both in balance. Consequently, the study highlights the necessity of developing more comprehensive, multidimensional, and dynamic models that effectively integrate structural, cultural, technological, and human factors to ensure sustainable organizational transformation.
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