mehdi deyhimpour

Turnover the human capital service of any organization is one of the problems facing managers and this issue is exacerbated by bullying behaviors; Therefore, the present study aimed to analyze the effect of organizational bullying behaviors on the dismissal of military personnel by modifying the humorous behavior of commanders, which is applied in terms of purpose and descriptive-survey in terms of method. The statistical population of the study consisted of 571 employees of Imam Khomeini University of Marine Sciences and 230 people were selected using random sampling method based on Morgan table. The data collection tools were the organizational bullying questionnaires of Paranjik et al. (2006), the tendency to leave the service of Common et al. (1979) and the humorous behavior of the obedient et al. (2009) which were adjusted based on the Likert scale. To calculate the validity of the questionnaire through face validity (using expert theories) and convergent validity and to calculate the reliability of the questionnaire, Cronbach's alpha method was used, the coefficient was 0.81, 0.86 and 0.84. Demographic information (descriptive statistics) was used to analyze the data and SPSS and pls2 software were used to analyze the data in the inferential section. The results showed that organizational bullying behaviors affect the tendency of employees to leave the service and the variable behavior of commanders moderates this relationship.

One of the basic crises of organizations in today's era is the low presence and lack of work of employees under the name of invisible employees, the spread of this phenomenon along with the inherent weaknesses of government organizations leads to the creation of a tense and toxic atmosphere in the organization. Organizations can use the concept of social capital to face this phenomenon. The present research aims to adjust the relationship of invisible employees in creating organizational poisoning with an emphasis on the variable of social capital, which is applied research with a descriptive-correlational method. The statistical population of the research was the employees of government organizations in Mazandaran province, 230 people were selected by random cluster sampling method. Data was collected by questionnaire and reliability (by calculating Cronbach's alpha and combined reliability) and face validity were confirmed. Demographic information (descriptive statistics) was used for data analysis, and SPSS and PLS3 software were used for data analysis in the inferential part. The results of the research indicated that the behaviors of invisible employees affect the creation of organizational poisoning and the variable of social capital moderates this relationship.

The dismissal of professional staff as the human capital of organizations is one of the problems of human resource management and this issue is exacerbated by the occurrence of abnormal behaviors and the illusion of conspiracy; Therefore, the present study was conducted to investigate the effect of abnormal organizational behavior on the dismissal of military personnel mediated by the illusion of organizational conspiracy, which was applied in terms of purpose and descriptive-correlation in terms of method. The statistical population of the study consisted of 571 employees of Imam Khomeini University of Marine Sciences who were selected as a sample using simple random sampling method and based on Morgan table, 230 people were selected as the sample. To measure the research variables, Sadeghi et al. (2019), Hakak et al. (2019) and Kamen et al. (1979) questionnaires were used. . Data were analyzed by Pearson correlation coefficient and path analysis using SPSS and 2 PLS software. Structural equation modeling findings showed that all paths from organizational abnormal behavior and the illusion of organizational conspiracy to employee dismissal and also from the path of organizational abnormal behavior through the mediating variable of organizational conspiracy illusion to employee dismissal are significant and the relationships between them are confirmed and can be concluded. Adopting strategies to reduce the illusion of organizational conspiracy along with managing abnormal organizational behavior can reduce employee turnover.

Environmental factors are deemed as destructive, threatening, and actual challenges facing the foundations and performance of governmental organizations, and this has led some to call them the organizational rip currents. In order to counter this phenomenon, organizations can use organizational transparency and social capital concepts. The study at hand was carried out to manage organizational rip currents with an emphasis on the social capital and organizational transparency variables. The study was applied in terms of purpose and descriptive-correlational in terms of research method. The statistical population of the study regarded some of employees of governmental organizations in Mazandaran province, out of which a sample of 191 individuals was selected using cluster random sampling method. The data collection instrument was a questionnaire whose reliability and validity was confirmed through Chronbach’s alpha and combined validity by the professors and experts familiar with the topic. The data analysis was done by Pearson correlation coefficient and structural equation modeling using SPSS and PLS software packages. The findings of the structural equation modeling demonstrated that all paths from social capital and organizational transparency to organizational rip currents management and from social capital through the organizational transparency as a mediating variable to organizational rip currents management were significant and the relationship between them could be confirmed. Then, it could be concluded that the investment on social capital along with social transparency can help manage organizational rip currents.

This study aims to investigate the effect of the dimensions of organizational agility components as a strategy to overcome organizational inertia with the mediating variable of social laziness of employees at Imam Khomeini University of Marine Sciences. In this applied study, method of collecting the data is descriptive-survey. To collect the data, a reliable and valid questionnaire were conducted through 191 people selected from among 385 university staff based on random sampling and Morgan table. The questionnaire tool was confirmed by calculating Cronbach's alpha and combined reliability by professors and experts familiar with the subject. Data analyzed by SPSS and PLS software. Structural equation modeling findings showed that all paths from organizational agility and social laziness to organizational inertia and also from organizational agility through the mediating variable of social laziness on organizational inertia are significant and the relationships between them are confirmed. It is concluded that investment in organizational agility capabilities along with reducing social laziness leads to reducing organizational inertia.

One of the destructive psychological disorders on employee performance is the creation of a negative attitude towards the organization, which is interpreted as organizational paranoia. Organizations can use the concepts of organizational transparency and social capital to prevent the formation of this phenomenon. The present study was conducted with the aim of organizational paranoid management with an emphasis on the variables of organizational transparency and social capital, which is applied in terms of purpose and descriptive-correlation in terms of method. The statistical population of the study consisted of a number of employees of government organizations in Mazandaran province, out of which 191 people were selected as the research sample using cluster random sampling method. The data collection tool was a questionnaire whose reliability and validity were confirmed by calculating Cronbach's alpha and combined reliability by professors and experts familiar with the subject. Data analysis was performed using Pearson correlation test and structural equation modeling by SPSS and PLS software packages. Structural equation modeling findings showed that all paths from organizational transparency and social capital to organizational paranoid management and the ones from organizational transparency through social capital mediator to organizational paranoid management are significant and the relationships between them are confirmed. It can be concluded that investing in social capital and increasing organizational transparency can help manage the organizational paranoia of employees.

The purpose of this study was to investigate the effect of emotional intelligence and its components on organizational agility among staff of Imam Khomeini Nava; academy in Nowshahr. This is an applied study and its method is descriptive - survey. The statistical population consisted of 588 staff of Imam Khomeini Naval Academy. The sample size was 233 people using Morgan table and they were selected through stratified random sampling. Data collection tool was a questionnaire and research data were collected using Coleman Emotional Intelligence Questionnaire (2001) and Nikpour and Salajegah Organizational Agility Ability Questionnaire (2012). Pearson's correlation coefficient and multiple regression were used for data analysis and hypothesis testing by SPSS software. The findings of the study indicate that there is a significant relationship between the components of emotional intelligence and organizational agility capabilities.

This research aim to investigate the effect of the factors causing an organizational narration on the turnover of military personnel, This research regarding its goal is practical and regarding method descriptive-survey. Statistical population of the employees of Imam Khomeini Naval Sciences University is  571 people, volume of sample is determined on the basis of Krejcie and Morgan and is 230 people. Sampling was done randomly. Tools of gathering data is questionary was a researcher made questionnaire and Denison (2000), The data gathering is questionnaire and data analysis is done by LISREL and SPSS. Findings show that there is a relationship between the dimensions of organizational Narration factors and Military employees, and the contribution of each of these factors is different.

The main objective of this research is to design a model for increasing organizational transparency in governmental organizations, which has been implemented qualitatively using a data driven theory-based approach. Semi-structured interviews were used for data collection using Strauss and Corbin method and paradigm model. The sampling technique was theoretical and purposeful and snowball, based on which 14 interviews were conducted with faculty members of universities and experts working in governmental organizations. The results of the data obtained from the interviews during the open, pivotal and selective codification process led to the creation of the data driven theory in the field of organizational transparency in governmental and educational organizations. The designed model in this research includes effective dimensions and components, barriers and strategies, causal conditions, terrain, interfaces and constituent elements that illustrate the pivotal phenomena, consequences and strategies.