فصلنامه مطالعات رفتار سازمانی
سال چهارم شماره 2 (پیاپی 13، تابستان 1394)

The concept of anomie was born in sociology and is equivalent with lack of norms، normative conflict and ambiguity. Anomic organization loses shared norms at lowest level. According to Durkheim، fundamental change through shattered the existing normative framework to pave the way to anomie. If an organization lacks the capacity to change، in facing to fundamental change will undergo to anomie. Data is collected with mixed method. Research strategy is case study. Qualitative data is analyzed with content analysis. Qualitative data were collected through in-depth interviews and quantitative data through questionnaire. First، the qualitative data were collected and quantitative data were added to evaluate verification of them. The case study is one of the largest institutions in country''s publishing industry. Findings were shown case study suffers from organizational anomie (in all three dimension). Findings indicate that change capacity in all components is at lowest level. Therefore، the hypothesis of negative relationship between change capacity and organizational anomie was confirmed. In this case Durkheim''s theory is proved: Fundamental changes cause to violation previous work norms. Lack of change capacity in case to not traverse the transition process with correct manner and cannot govern new normative structure thus organizational anomie govern on all departments.

The purpose of this study was to investigate the factors influencing the behavior of Self –Developmen، with emphasis on the role of organizational support and Islamic attitude toward work. The current study is a descriptive study in which 949 nurses are selected as the sample. Data was gathered by use of structural equations model and then it was analyzed using Lizrel software. Due to the results، the nurses’ self – development behavior is influenced by some variables including Islamic attitude toward work، self – efficacy، job motivation، age، gender and educational degree and organizational support، and between Islamic attitude toward work، organizational support and supervisor support with self – development behavior there is a significant positive correlation. As a result، the Islamic attitude toward work and organizational support، have the highest correlation with self – development behavior.

This study has examined the effect of behavioral styles of managers on the formation of Golem effect in staffs of Medical Science University of Ilam using quantitative method. The research method was descriptive-correlation. In this study، behavioral styles of managers have been considered as independent variables and Golem Effect as a dependent variable. According to Cochran formula and simple random sampling method، the sample size of 185 people was selected randomly among the statistical population of 350 staffs of Medical Science University of Ilam in 2014. Data collection tool is questionnaire that has both formal and conceptual validity and its reliability was calculated by Cronbach’s Alpha 0. 7 for all the variables. The results of data analysis using correlation and regression analysis showed that، among four behavioral styles، expressive and driver styles are effective in reducing Golem effect، but there is no significant relation between amiable and analytical styles and Golem effect. so، it can be expressed that appropriate planning to improve the leadership styles of «expressive» and «driver» among the managers results in reducing Golem Effect among the employees of Medical Sciences University of Ilam.

Happiness is an important factor for an organization and its stakeholders. The happy organization is one of the approaches for organization development adopted by many organizations. However، most of practitioners do not have sufficient knowledge about happiness in a workplace and creating such an organization. The aim of this study is to assess the happy organization in the Khuzestan Payam-e-Nour (PNU) University. The population is consisted of the whole employees (faculties، administrative personnel، managers) employed in the Khuzestan Payam-e-Nour (PNU) University. The sampling was conducted through random stratified sampling. A survey was carried out in order to collect the data. The validity of tool was determined by using experts view and factor analysis and the reliability determined by Cronbach alpha. The results showed that in PNU the stakeholders are happy and such variables as organizational justice، involving in decisions and goal setting influence on a happy organization directly as well as through moderator variable of organizational justice.

The main task of a leader in today''s organizations is to making motivation and positive attitude in employee، and increase their sense of cooperation and valuable. Also، the leadership is effective on anti- productive behavior. In the midst the empowerment of employee can be an important role in reducing or increasing this process. So the purpose of this study was to evaluate the effect of servant leadership behaviors style on anti-production style behaviors of employee is by intermediation empowering employees. The research population consisted of all employees working in central Tehran Bus (600 cases) that the sample size was limited to 234 people by using Cochran formula. Reliability of the anti product behavior questionnaire of Bennett and Robinson was (89/0)، Servant Leadership Style Questionnaire (86/0) and psychological empowerment questionnaire of spritz and Mishra (95/0). Analysis of the data also was performing by using structural equation modeling with the use of LISREL software. Results shows that all servant leadership relations، are define as anti-production staff behavior and psychological empowerment thus the hypothesis of the research were confirmed based on that the servant leadership style through anti-productive behaviors affect employees'' psychological empowerment.

This qualitative research is conducted to provide a clarifying model on vigor among the employees of private banks in Qom province. It is a qualitative study conducted by data-based theory. 23 interviews were conducted with vigorous employees of private banks in Qom province. The results from these interviews were a set of preliminary implications recollected by coding process and predicaments were extracted; then in critical coding step، the links between these predicaments were determine under such titles as causal conditions، phenomenon – orientation، strategies، thematic factors، intervening conditions and the outcomes of employees’ vigor in the format of critical coding paradigm; in selective coding step، story trend was drawn. Identified intervening factors were classified into two macro and minor factors. Macro factors include economic and socio cultural conditions of the society while minor ones include organizational policies، organizational structure and justice comprehension. Thematic factors include family ambience، managerial factors، colleagues’ features، agronomy and affective events. Ultimately، identified outcomes in present study include: personal outcomes، familial outcomes، organizational outcomes and social outcomes.

Having employees who are willing to behave beyond their official roles، is a key factor in delivering quality services to the recipient of the organization’s services. Because، in most service organizations، employees are in direct contact with recipients of services and therefore، the behavior and reactions of them، have a significant impact on peoples’ perceived quality of services that delivered by them. However، it should be considered that in the first step، the employees also are an internal customer and in the organization’s internal market، are recipients of the service. Thereby، their perception about the quality of service that delivered to them has an important impact on their organizational behaviors. Considering the importance of this issue، this research is to investigate the effect of employees’ perceived quality of internal services on their service-oriented citizenship behaviors. To do so، a sample consists of police organization’s officers in Bushehr city were selected and surveyed. Furthermore، the structural equation modeling was used to analyze the data. It was found that police officers’ perception about the internal service quality that delivered to them has a positive and significant effect on their service-oriented citizenship behaviors. Furthermore، it was cleared that understanding employees’ need by managers، appropriate internal communication، accessibility of managers for their employees and their courtesy to employees، respectively have more positive effect on employees’ citizenship behavior.