فصلنامه چشم انداز مدیریت دولتی
پیاپی 37 (بهار 1398)

Nowadays, creative deviance is the only factor that can lead to new creativity and innovations in organizations. The ultimate purpose of this research is to present a model of creative deviance as an individual maladaptive behavior using a qualitative approach.  In order to identify the categories, deep interviews with experts were conducted using open questionnaires and theoretical sampling method. The qualitative data analysis of this study was based on the Strauss and Corbin guidelines, which included three main stages of data coding.
Research According to the results, management and organizational component (causal conditions), structural strain (phenomenon), creative deviance (action/reaction strategy) characteristics of actors (context), managerial and biographical conditions (intervening conditions) and positive and negative consequences on the individual and organizational levels (consequences) were extracted and so creative deviance model has been developed. Among the various alternatives of the employees responded to the manager orders, one of them was the disobedience that was investigate in this research; While other alternatives, such as bootlegging, which are very similar to creative deviance should be considered in future research. The output of this research can be a step towards how the employee’s creative ideas evolve.  The present study, considering the commonalities between the two phenomena include deviance and creativity, has broken down the previous assumptions about the positive and negative of this phenomenon and introduces creative deviance as a neutral phenomenon.

Identifying the organizational deviant behaviors of employees and predicting their reduction mechanisms, especially in supervisory organizations. this article was performed by Q Sorting method. The method of this research was applied in terms of its purpose and in terms of data collection method it was descriptive and for data collection, library study and interviewing have been used.
Research The results of the research showed that although both individual and organizational factors affect organizational deviant behaviors, individual factors are more effective than organizational factors.  Research findings cannot be attributed to non-supervisory organizations.
Practical Consequences: Considering the heavy costs of organizational deviations of employees on the organization and society, identifying these behaviors, especially in regulatory organizations that have a significant psychological and financial impact on society, can be useful. Given the quantitative and qualitative approach of the present research, new indicators in the field of financial and regulatory have been extracted and presented.

The importance of performance management is obvious; however, there is not a comprehensive model that describes the concept of performance and variables and the relation between these variables in individual, team and organizational level. This study aims at developing a comprehensive model of organizational performance using multilevel approach.  This is a developmental study based on research objective and was conducted using exploratory strategy and qualitative method. After studying more than one thousand scientific documents including articles and books, the comprehensive model of performance were developed.
Research Based on multilevel approach, the single-level model of individual, team and organizational performance were developed. Then, the cross-level models were developed. Finally, the comprehensive model of organizational performance using multilevel approach was developed.
Practical Consequences: Identifying performance variables and explaining the relationships between them in a comprehensive way helps organizations to consider the impact of these variables on different levels of individual, group and organizational performance management system, and increase its effectiveness. Performance is a multilevel phenomena and conventional theorizing approach, which studies performance in micro or macro level, can not analyzes this phenomena since it can not consider top-down and bottom-up effect of interested phenomena. As a result, errors accurse due to simplification of organizational phenomena. Multilevel approach enables the researchers and managers to see organizational phenomena as a multilevel subject and to analyze the effect of phenomenon in the higher level and also the influence of higher level factors at the phenomenon. Therefor, it can decrees or alleviate the gap between theory and practice. The paper, while pointing out how to use multilevel theory, helps to develop existing performance models of management knowledge at three levels: individual, group, and organizational, and with the approach of the single-level, cross-level, and multilevel approaches.

Organizational envy's a negative feeling at all levels of the organization. Consequences like Weakening interpersonal relationships, eliminating friendships and harming the exchange of knowledge for the organization Has a companion. This research is combines methods and the type of research is the study of deductive and inductive.The statistical population of the research is top managers and middle managers of governmental organizations in Khorramabad city. Sampling method was used to select 27 of them as sample members. In this study, using a combination of qualitative and quantitative methods, first with use of qualitative data obtained from exploratory studies included exploratory literature review and interviews exploring the causes of Organizational envyhave been identified. Second by extracting their agents through research survey data are evaluated. The results are includingtwo parts, first a series of organizational inertia causes are identified and second the importance and priority of these factors are determined.  The results indicate that the dissemination of culture of injustice, Personality weakness, workplace discrimination, social degradation, personality disagreement with others Lack of attention to individual skills and abilities, promotion of colleagues and low exchange of member leaders. The most important factors affecting on organizational envy.
Practical consequences:Because envy in the workplace leads to negative attitudes and destructive behaviors in the workplace. Therefore, the envy phenomenon in the corporate environment is to increase productivity and improve the performance of individuals.  The present study adds to the management's research by identifying and prioritizing factors affecting organizational envy.

To investigate the key factors of knowledge management success (KM) in urban water and sewage companies using the ISM-DEMATEL technique.  Through the review of literature, nine factors were selected as the main factors, and after confirmation of relevant indicators by the experts, two questionnaires were distributed among the experts for ranking and determining the relationship between the relevant components. Using the ISM-DEMATEL approach, a structural model was formed, and then causal relationships between the factors were mapped out by the interaction-effect diagram. Among the factors studied, strategies and goals have had the greatest impact on the success of implementing knowledge management in Iranian water and wastewater companies.  A set of key success factors can serve as guidance for organizations to ensure that key factors are covered during KM implementation.
Practical implications: Provides a model for effective development of knowledge management step by step. This research is probably the first to present an integrated view of key success factors for implementation of knowledge management in the water and wastewater industry.

purpose of this study was to determine the effect of good governance on organizational health with the mediating role of political behavior in the tax organization of north and east of Tehran. The study is applied one in terms of goal, and descriptive-survey in terms of data collection. Statistical universe of the study consisted of all the employees of the Tax Office of North and East of Tehran (276 persons) which selected through Qokran formula 161 person by the method of random-classified sampling. Data collected tools were through standardized questionnaires of good governance, organizational health and political behavior. After collecting the data, validity of the questionnaires through content and structural validity and their reliability through Cronbach's alpha for organizational health questionnaire were equal to 0.945, for good governance questionnaire 0.947, for political behavior questionnaire 0.889. To analyzing the data, structural equation modeling, Smart P.L.C software version 2 was used.
Research The findings of the study showed that political behavior plays a mediating role in the relationship between good governance and organizational health and also the variables of good governance and organizational health have a positive and significant effect on political behavior. Due to the multiplicity of research variables and due to the specific complexity of the research, for future research ,other components of the variables must be identified carefully and transparently both in the present statistical population and other organizations until other meaningful relationships be identified more and comprehensively.  it must be cleared that the governance and management are using the positive or negative aspects of policy in managing the organization, because applying any kind of policy can have different impact on the behavior of the staff and reflections of them.
Innovation or Value of the Article: this article adds to researches about policy making by examining the impact of good governance on organizational health with regard to the mediating role of political behavior.

  The authoritarian leadership style is one of the negative and unethical styles of leadership and is guided by the dark side styles of leadership. Regarding the negative effects and consequences of this leadership style, the purpose of this study was to investigate the effect of authoritarian leadership on silence and counterproductive work behaviors, taking into account the mediator's role of representational predicament.  The research is descriptive – correlation. The statistical population of the study consisted of employees of one of the law enforcement agencies of Tehran. The sample size was 89 with regard to the rules for determining the sample size in the PLS method. The sampling method was randomly available.The instruments for collecting data were questionnaire. To analyze the collected data, Vertical Factor Analysis and Structural Equation Modeling and Smart PLS software were used.
Research Based on the research results, the authoritarian leadership has a positive and significant impact on counterproductive work behaviors and representational predicament. The results showed that there is no significant relationship between authoritarian leadership with employees silence and the representational predicament with counterproductive work behaviors. Also, the mediator's role of representational predicament in the relationship between autocratic leadership and silence was confirmed but the mediator's role of representational predicament was not confirmed in the relationship between authoritarian leadership and counterproductive work behaviors. ndividuals are reluctant for a variety of reasons to express their true opinion about their leader and its characteristics and organizational conditions. Raising their awareness and ensuring that no negative consequences are made if they are genuinely honest can increase the level of confidence in the results.  Excessive and complex bureaucracies and the existence of some protective and information restrictions in the organization under study were the most important limitations of this study. Such restrictions reduce the amount of data to be analyzed. Future research in organizations with no limitations on data collection can increase the level of confidence and confidence in the results.  The article adds to managerial research, and particularly in the field of organizational leadership and the dark side of leadership, by examining the impact of authoritarian leadership on silent and counterproductive work behaviors given the mediating role of representational predicament.

The aim of this study is to study and explain factors related to management of of political behavior in the banking system and provide a pattern with regard to the role of mediating role in the central bank of Islamic republic of Iran.

The purpose of this study is the purpose of "applied" and then how data collection and work method are among the "descriptive - survey research". For this purpose, according to the existing theoretical and experimental literature, three managers of political behavior management questionnaire, factors related to management of political behavior and organizational silence were constructed to collect data. According to Cochran s formula, 356 employees of central bank of Iran were determined and selected by random sampling method which were reviewed through questionnaire. In order to analyze data from methods and statistical tests in two descriptive and inferential statistics, modeling of structural equations.

According to the results, the political behavior management variables and factors associated with management of political behavior at the level are more than satisfactory and the organizational silence variable is at a satisfactory level. The results show that the factors associated with management of political behavior on the management of political behavior have a direct and meaningful relation to organizational silence, as well as organizational silence on the management of political behavior is significant and significant.

Because of the multiplicity of research variables and specific complexity of research, the other elements of the variables must be studied closely to identify other variables of variables, more transparent and more comprehensive.

 According to the proposed model, the proposed model is proposed and it is proposed that managers cannot overcome political behaviors in the organization, but they can manage and control it in order to adapt to the proposed model.
Innovation or Value of the Article: according to the role of different factors (organizational factors, organizational factors, individual factors) with political behavior and mediating role of organizational silence in the management of political behavior on the one hand and the importance of the variables in the social system of islamic republic of iran regarding the role of mediating role of organizational silence.

The present study was conducted with the aim of designing a model of organizational structure agility of Razi University of Kermanshah.

 The methodology used in this study was a combination of ANP network analysis process and DEMATEL approach. The population under study in this study is experts and specialists in the field of architecture and agility and decision-making structure at Razi University of Kermanshah, which included 20 people.

The research findings showed that after determining the efficient indicators using survey and interview, to determine the most important factors of fuzzy Delphi method, a questionnaire with 51 questions (each question expressing a variable) was designed, which was done in three stages. A survey of 51 factors, 15 factors were eliminated from the final conceptual model of the research and the final model had 36 factors. The F. ANP method showed that the highest weight is related to the "interaction with other organs and industry" factor and gained the first priority.

 Due to the multiplicity of research variables and the specific complexities of the research, other components of the variables should be carefully considered for future research so that the other relationships of the variables are more transparent and comprehensive.

The results of the current research help universities to agilely design their administrative organization in order to better respond to a set of internal and external forces.
Innovation or Value of the Article: The current research adds to the existing knowledge in the field of organizational agility and introduces a model that has more comprehensiveness than other previous models.