The Theories of Organizational Behavior
Saber Taghipour; Seyednajmoudin Mousavi; Mohammad Hakkak; Reza Sephahvand
Abstract
, the purpose of this study was to design a demonstration policy model in the banking industry. The qualitative community in this research was formed by all university professors in the field of public administration, banking management, strategic management, along with board members and CEOs of the ...
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, the purpose of this study was to design a demonstration policy model in the banking industry. The qualitative community in this research was formed by all university professors in the field of public administration, banking management, strategic management, along with board members and CEOs of the country's banks, and the number of participants in this study was 18 people. The quantitative statistical population of this study was made up of board members and senior managers of the country's banks. The number of 45 people from the statistical population was determined as the research sample. The findings of this study showed that organizational culture, personality traits of managers, environmental requirements, politicking, emotional intelligence, demonstrative management style, speculation, non-demanding, purposeful orientation of public opinion, showcase performance, organizational conditions and organizational atmosphere are considered as the main dimensions of performance policy in the banking industry. The identified prioritization showed that in the order of personality characteristics of managers, targeted orientation of public opinion, organization, organizational culture, environmental conditions, organizational climate, emotional intelligence, showcase performance, organizational conditions, non-existence, style Demonstrative management and politicization are important aspects of dramatic politicization.
Organizational Behavior
Reza Sephahvand; Ardeshir Shiri; Hamed Ghasempour; Fatemeh Fazelpour
Abstract
Self-wanted isolation is considered a silent phenomenon of the organization; A situation where the employee deliberately chooses a secluded corner and does not throw itself away from events and events and does not allow participation in organizational activities. self-wanted isolation from the employees' ...
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Self-wanted isolation is considered a silent phenomenon of the organization; A situation where the employee deliberately chooses a secluded corner and does not throw itself away from events and events and does not allow participation in organizational activities. self-wanted isolation from the employees' perception of the poor performance of the supporting role by the organization; atmosphere and unhealthy competition among colleagues has arisen, which leads the individual to leave the job after failing to use other behavioral strategies and despairing of leaving the job. Undiscovered dimensions and causes from researchers' point of view and hidden from managers' view led to the necessity of conducting research. Therefore, this research seeks to understand the conceptual depth and causal factors of this little-known phenomenon in Iran's administrative system. This research follows qualitative methodology And from the perspective of strategy, it is based on the data theory of the foundation. The statistical population consisted of experts working in government organizations in Ilam city, which was conducted in the form of theoretical sampling, taking into account the theoretical saturation base, with a number of 17 semi-structured interviews. Reliability of qualitative data was measured through the criteria of Lincoln and Guba (1985). Finally, delving into the depth of the data led to the emergence of 5 categories Organizational poisoning, The traditional form of the organization, Inefficiency of administrative processes, Experienced bitterness and organizational culture and atmosphere as causes of self-wanted isolation with other markers of phobia, silent protest, She had idealistic expectations and a conservative attitude
Reza Sephahvand; Mahdieh Vishlaghi; Fatemeh Alaviematin
Abstract
Perceived Overqualification is a common experience in the workplace; However, it has received less attention from domestic researchers. Identifying the variables associated with this structure is essential to our understanding of how it affects job outcomes. Based on the theory of person-job fit, the ...
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Perceived Overqualification is a common experience in the workplace; However, it has received less attention from domestic researchers. Identifying the variables associated with this structure is essential to our understanding of how it affects job outcomes. Based on the theory of person-job fit, the purpose of this research was to investigate the effect of Perceived Overqualification on Counterproductive Work Behaviors by considering the mediating role of Job Boredom, Job Alienation and Emotional Exhaustion. This research is an applied one in terms of purpose and the method of data is descriptive-survey. The statistical population of this study was the employees of the Gas Company of West Azerbaijan Province. Based on simple random sampling method, 225 people were selected for the sample. The main tool for data collection was a questionnaire. Data analysis and testing of research hypotheses were performed using structural equation modeling. The results showed that employees’ perception of their Perceived Overqualification leads to their counterproductive work behaviors; In addition, the mediating role of Job Boredom, Job Alienation and Emotional Exhaustion in this relationship was confirmed.
