فصلنامه مطالعات رفتار سازمانی
سال دوازدهم شماره 3 (پیاپی 47، پاییز 1402)

One of the vital drivers of excellence and transformation of organizations is the leadership. Knowing how leadership is exercised by outstanding leaders with extraordinary performance and achievements can help to develop this superior capability in various organizations. This research has been done with the aim of conceptualizing and designing a quiddity-oriented model of Shahid Mansour Sattari's leadership style. This research is applied, interpretative and inductive, and has been done with a qualitative approach. The data purposefully selected analyzed through Glaserian Emerging Grounded Theory. The provided model consists of three main interconnected layers. The first layer shows his practices of leadership, which includes the main categories of arena-based leadership, modeling the way, human resource empowerment, and encouragement. The second layer (transformational and innovational leadership) represents the most important distinguishing features of his leadership and the result of the first layer. Transformational leadership includes the categories of challenge-orientating, continuous transformation and excellence, infrastructural and institutional transformations, and cultural transformation. Innovative leadership also includes creative removal of limitations, optimal utilization of capacities, promotion of creativity and innovation, and innovative achievements. The third layer of this leadership style is visionary, which represents how to draw and share the ideal of national and organizational self-sufficiency, organizational excellence, and scientific and technological self-sufficiency in order to promote air power and national authority. Accordingly, Shahid Sattari's leadership style represents a model that has been able to make significant innovative and transformational achievements in line with the vision of self-sufficiency. This leadership style has been successful and effective both in crisis situations and during organizational transformation and improvement. The promotion and application of this model can provide valuable knowledge for the development of the leadership ability of managers and help to understand how to achieve extraordinary results by organizational leaders.

The aim of this study is to validate the model of Individual disfavor in organization in Payame Noor university of west Azerbaijan province. According to the purpose, the current research is an applied one, in terms of the method of data collection it is a descriptivesurvey research and based on the nature of the data it is a quantitative research. For data collection, researcher-made questionnaires were provided to 210 university employees that were selected as a sample from the statistical population of 465 people by using the probability method and stratified sampling according to the volume. Data analysis was done using structural equation modeling and AMOS software. After checking the face and content validity, the construct validity of the questionnaires was validated through confirmatory factor analysis. Then, the proposed conceptual model was examined through path analysis using the maximum probability method, and then the fit of the experimental data was tested with the default model. The results showed that the factor loadings of most of the questions were acceptable and individual factors with a coefficient of 0.41, group factors with a coefficient of 0.30, and organizational factors with a coefficient of 0.38 had a significant effect on the individual disfavor in organization and the effect of the individual disfavor in organization was also significant on the individual consequences with a coefficient of 0.52 and on the organizational consequences with a coefficient of 0.27. Goodness of fit indexes was generally acceptable and the presented model was valid.

Today, one of the indicators of sustainable development in developing countries is entrepreneurship, and the expansion of entrepreneurial spirit in society has a positive and favorable effect on the economic and social growth of entrepreneurs. The aim of the current research is to extract the motivation model of entrepreneurial leaders, and therefore, considering the lack of theory and model in this field, the aim is to present the motivation model of entrepreneurial leaders. For this purpose, qualitative research based on Grounded Theorizing strategy (Glaser approach) was used and after deep analysis of interviews, extraction of codes and their cause and effect relationships, the motivation model of entrepreneurial leaders was extracted based on the framework of self-determination theory. The findings of the research lay the groundwork for identifying the main motivational drivers of entrepreneurial leaders and explaining their cause and effect relationships, explaining the central phenomenon (motivation) and the outputs and consequences of entrepreneurs' motivation. The results of this research can lead to suggestions to community responsible officials, entrepreneurs, and those interested in entrepreneurship. At the end, based on the findings of the research, necessary suggestions have been presented in three areas (Practical, Subject and methodological).

The purpose of the current research is to conceptualize seductive behavior under the title of "histrionic work" against "productive work" for organizations. In this research, which is a qualitative approach, using thematic analysis method and conducting 10 semi-structured interviews with middle-level managers of public organizations, 104 descriptive codes were extracted. after combining and summarizing the codes, the basic themes were classified in the form of 7 organizing themes. and finally, based on their position, they were placed in the levels of overarching themes. The findings of the research show that the understanding of the concept of performance is influenced by the knowledge of three levels of antecedents, examples and suffixes. The results of the research showed that the antecedents of the phenomenon of histrionic work were revealed in the form of three categories of individual-personal, organizational and environmental factors, and it has led to the creation and escalation of examples of performance behavior at both individual and organizational levels, and the occurrence of these behaviors creates performance consequences at both intra-organizational and extra-organizational levels. In order to minimize the consequences of histrionic work, it is necessary to pay attention to the control and management of its aggravating antecedents in the organization.

The 21st century is the era of human capital and proper exploitation of these value-creating resources. In this regard, it is necessary to emphasize the positive characteristics of human resources and avoid negative characteristics such as career plateaus and job burnout. Therefore, the main goal of the current research is to investigate the impact of mentoring and work engagement on the career plateau of state bank employees in Bushehr city. In this regard, the role of work engagement is investigated as an independent variable as well as a mediating variable. The current research is applied in terms of purpose and descriptive-survey in terms of data collection method. The statistical population of the research was made up of 550 employees of state banks in Bushehr, and the statistical sample of the research was estimated to be 220 people. The data collection tool was a five-point Likert scale questionnaire. The validity of the questionnaire was examined in terms of content and structure, and the reliability was calculated based on Cronbach's alpha coefficient for the variables of mentoring, work engagement and career plateau, respectively 89, 91, 74%. The collected data were analyzed using SPSS and LISREL statistical software. The results of data analysis showed that mentoring has a positive and significant effect on work engagement. Mentoring has a negative effect on the career plateau; But this effect is not significant.

Insisting on commitments means persistently pursuing decisions despite negative feedback and causes a person to hesitate in removing their wrong plans. The current research is of a mixed type and has been compiled with the aim of managers' insistence on initial commitments in government organizations (causes and consequences). The research strategy in the qualitative part is foundational data theorizing and in the quantitative part, survey. The participants of the qualitative part were 12 managers with management experience in government agencies, who were selected as the sample size using the saturation principle and snowball sampling method, and in the quantitative part, all the managers of the government agencies of Khorasan Razavi province were 386. People were selected by stratified random method according to the volume. The findings include causal conditions with three components of individual, group and organizational factors; A central category with a component of insisting on commitment; Strategy with three components of attracting resources, using time and not limiting; Consequences with two components of unfavorable governance, reduced performance; contexts with two components of cultural factors and social factors; The intervention was with the component of environmental factors. The results showed that the mentioned model has the necessary validity.

As a key and influential organizational issue to utilize the employees’ intellectual power and thoughts, their participation has become a competitive advantage. Given the considerable achievements of the positivism perspective, such as positive organizational behavior in the organization, the present research was aimed at designing the model of attracting employees’ participation in the organization with an emphasis on positive organizational behavior. The data was collected in the first stage through interviews with18 of experts and scholars in the management field (academic) were chosen by a purposive sampling method and with using Delphi method and in the second stage through a questionnaire.the statistical population of this research included 305 employees working for the Vice-Chancellor for Resource Management and Development of Shahid Beheshti University of Medical Sciences, and the statistical sample was calculated equal to 170 individuals through using Cochran’s formula. The fitting of the research model was done using confirmatory factor analysis and structural equations and using SmartPLS3 software. The results revealed a significant relationship between structural factors, behavioral factors, positive organizational behavior factors, environmental factors, and attracting employees’ participation. Furthermore, employees’ participation affects their job satisfaction, organizational commitment, and empowerment. According to the results of this research is suggested shahid Beheshti University of Medical Sciences can do things such as creating a suggestion system, reducing centralism in the organization, adjusting the formality of the organization, sharing information, creating motivation in employees, creating a supportive organizational atmosphere, strengthening the positive attitude of managers towards participation, developing employees' self-efficacy, increasing hope and development Optimistic style in the work environment should be used to attract the employees’ participation