Document Type : Research Paper
Authors
1 Assistant Professor, Management faculty, Lorestan university, Khorramabad, Iran.
2 Ph.D. Student in Public Management, Management Department, Faculty of Economics and Management, Lorestan University, Khorramabad, Iran.
Abstract
the present study was conducted with the aim of identifying the factors influencing employee defensive voice and presenting a model for how this phenomenon emerges. This research is based on a mixed-methods approach, conducted qualitatively and quantitatively within an inductive-deductive paradigm. In terms of objective, the study is applied, and in terms of nature and method, it is descriptive-survey. The statistical population of the research consists of human resources specialists and university professors, 20 of whom were selected using the purposive sampling method. The data collection tool in the qualitative phase is an interview, whose validity and reliability were confirmed, respectively, through content validity, theoretical validity, and intra-coder and inter-coder reliability. In this research, qualitative data were analyzed using the content analysis method and the MAXQDA software, and the quantitative results were analyzed using the Structural Equation Modeling (SEM) method. The research findings are presented in the form of a model for the formation of employee defensive voice, categorized into four main dimensions: the bases for the formation of employee defensive voice, the correlating and intervening factors in the formation of employee defensive voice, the dimensions of employee defensive voice, and the consequences of the formation of employee defensive voice.
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