Management of Organizational Development
mohsen najafi; Ahmad ali Khaef elahi; seyed hosein Kazemi
Abstract
The present study aims to explore strategies for improving innovation capabilities in public service organizations, case study: Tehran Municipality. This research is developmental-applied in terms of purpose and qualitative in nature with an inductive approach. The data collection method in this study ...
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The present study aims to explore strategies for improving innovation capabilities in public service organizations, case study: Tehran Municipality. This research is developmental-applied in terms of purpose and qualitative in nature with an inductive approach. The data collection method in this study is based on field studies (semi-structured interviews). In order to analyze the data, the coding method was used using Maxqda software based on thematic analysis technique. The research findings showed that the main strategies for improving innovation capabilities in Tehran Municipality include promoting innovation culture (knowledge-based innovation culture, citizen-centered innovation culture), using new technologies (smart system technologies, digitalization of urban services), They are continuous monitoring and evaluation of programs (monitoring citizen needs, continuous monitoring of programs), human resource empowerment (skills development, continuous training), optimal utilization of resources (dynamic capabilities, cost optimization), coalition strategy (active participation of the municipality, networking, active participation of citizens), and transformation strategy (transformational leadership, transformation in research and development). The results of this research can help managers and policymakers in Tehran Municipality and other organizations providing public services to improve their innovation capabilities and provide better services to citizens by applying these strategies.
Organizational Behavior
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.
Human Resource Management
Ali Shariat nejad; Reza sepahvand; seydhe nasim mousavi; Rezvan Mennati
Abstract
In the field of organizational management, examining the reaction of employees to unfavorable conditions within the organization and factors effective in creating tensions, such as job dissatisfaction, is of particular importance. This study is applied in terms of its purpose and descriptive-survey in ...
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In the field of organizational management, examining the reaction of employees to unfavorable conditions within the organization and factors effective in creating tensions, such as job dissatisfaction, is of particular importance. This study is applied in terms of its purpose and descriptive-survey in terms of its nature and method. The statistical population includes senior managers and human resources managers of government organizations, and a sample of 20 people was selected using purposive sampling. The data collection tools included interviews (in the qualitative part) and questionnaires (in the quantitative part), whose validity and reliability were confirmed using content and theoretical methods, as well as by measuring intra- and inter-coder reliability. Qualitative data were analyzed using content analysis and Maxqda software, and quantitative data were analyzed using the ISM method. The research findings identified the dimensions and components affecting civil disobedience in human resources in four main areas: formation contexts, intervening factors, dimensions and consequences of civil disobedience in human resources.
Management of Organizational Development
Kosar Mojaddam; Parnia Asgari; Hadi Teimouri
Abstract
In recent decades, within the competitive and complex landscape of modern organizations, managerial personality traits have been recognized as key factors in organizational success. One such trait, the desire for popularity, is considered a potentially detrimental managerial characteristic that may adversely ...
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In recent decades, within the competitive and complex landscape of modern organizations, managerial personality traits have been recognized as key factors in organizational success. One such trait, the desire for popularity, is considered a potentially detrimental managerial characteristic that may adversely affect decision-making and overall organizational effectiveness. The present study aims to identify the antecedents and consequences of managers’ popularity-seeking behavior in the workplace. Employing a systematic review and qualitative meta-synthesis approach, and following the Sandelowski and Barroso method, this research analyzed findings from previous studies. Given the novelty of the subject, this work represents the first systematic investigation of its kind in Iran. Study selection was based on the PRISMA framework, through which 48 scholarly sources were identified, and 36 studies were ultimately included in the final analysis. Using a three-stage coding process, initial codes were extracted and then categorized using thematic analysis into three groups of antecedents and consequences: individual, organizational, and environmental. The reliability of the research model was assessed using intra-topic agreement, and its validity was evaluated through the Sandelowski and Barroso method. The findings confirmed that both reliability and validity measures were satisfactory.
Management of Organizational Development
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.
Human Resource Management
Jaleh Farzaneh Hssanzadeh; Vahid Nasehifar
Abstract
This study investigates the role of organizational socialization in shaping newcomers’ identity within Iran’s electricity industry. Drawing on social identity theory, a conceptual model was developed in which organizational socialization strategies were considered as predictors, perceived ...
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This study investigates the role of organizational socialization in shaping newcomers’ identity within Iran’s electricity industry. Drawing on social identity theory, a conceptual model was developed in which organizational socialization strategies were considered as predictors, perceived social affirmation as a mediating variable, and person–group fit as a moderating variable. Data were collected through a quantitative survey of 150 newly recruited employees at the Tehran Regional Electricity Company. To test the hypotheses, the PROCESS Macro approach was employed to examine direct, mediating, and moderating effects. The findings revealed that organizational socialization positively and significantly influenced both team identity and organizational identity through the mediating role of perceived social affirmation. Moreover, person–group fit strengthened the relationship between social affirmation and team identity, but it did not show a significant moderating effect on organizational identity. These results enrich the literature on organizational behavior and human resource development by highlighting the importance of effective socialization strategies, supportive work environments, and value alignment in facilitating adaptation and identity formation among newcomers in public service organizations, particularly within the electricity sector.
