جستجوی مقالات مرتبط با کلیدواژه « فرهنگ سازمانی » در نشریات گروه « مدیریت »

The employees of any organization are considered as its most valuable asset and their performance has a great impact on moving towards the goals and fulfilling the mission of the organization. In this regard, human resources management plays a very important role in this field with tasks such as attracting, maintaining, nurturing and promoting capable human forces. The aim of the current research was the effect of human resource management activities on organizational performance with the mediating role of organizational culture, organizational commitment and employee retention in free universities of Fars province. The research method was applied in terms of purpose and questionnaire in terms of data collection. The statistical population of the research included all managers of Azad universities in Fars province, who were selected as the sample size using Morgan's table and stratified random sampling method with proportional allocation of 100 people. Convergent validity, Cronbach's alpha coefficient, and composite reliability methods were used to determine the validity and reliability of the mentioned questionnaire, respectively, and the validity and reliability were confirmed based on this. The results of the structural equation test showed that, from the point of view of managers, the two variables of organizational culture and organizational commitment have a significant mediating effect on the effect between human resource management and organizational performance, but employee retention does not have a mediating effect on the said relationship.

The main goal of the current research is to institutionalize an organizational culture based on synergy. In this research, descriptive-quantitative research method was used. The statistical population of this research included all employees (Tourism Holding - Parsian Hotels Group), the sample size was 165, and the sampling method was random. The questionnaire tool was made by the researcher, and its validity was verified by face validity and reliability with Cronbach's alpha test and it was 0.88. Structural equation method with PLS Smart software was also used for data analysis. The findings showed that all the factors constituting the organizational culture institutionalization model based on synergy in the tourism holding of Parsian Hotels Group (team building, cohesion, structure, innovation, support, motivation, participation and performance) are significant at the 95% confidence level, and as a result, the overall fit of the model GOF was equal to 0.65, which shows the usefulness of the model. Based on this, it can be concluded that the proposed model of institutionalization of organizational culture and synergy in the tourism holding of Parsian Hotel Group can be considered by its management.

This research aims to validate the organizational culture model based on Islamic resistance in the school of martyr Haj Qasem Soleimani. This research has a mixed approach of developmental application in terms of purpose and survey in terms of nature and method. The tools of data collection were documents, interviews, and questionnaires. The socio-statistical research in the qualitative part includes university professors, experts in Islamic resistance culture, senior managers of Sistan and Baluchistan Governorate, and Shahid Soleimani's comrades in a number of 21 people selected by purposeful sampling. The statistical population of this research in the quantitative part is 812 managers and experts from Sistan and Baluchistan province. The sample size based on Cohen's table is 205 people who were selected in a stratified manner. In this research, NVIVO, EXCEL, and SMART PLS software were used for data analysis. The results of open coding led to the extraction of 88 primary codes, 33 basic themes, and 11 organizing themes. Also, the results show that 11 themes of the research model are placed in three levels "strategy-oriented culture", "culture of promoting Islamic values", "commitment-oriented culture", "resistance and sustainability culture" and "participation and cooperation culture" are the most influential themes and themes. "Justice-oriented culture", "Ethical culture", "Criticism culture" and "Jihadist and revolutionary culture" are the most influential themes. The most effective relationship between a knowledge-oriented culture and a moral-oriented culture to implement the organizational culture model based on Islamic resistance exists in the school of Martyr Haj Qasim Soleimani in Sistan and Baluchistan Governorate.

Employee safety and health is a key and influential concept in the industry. This concept, within the framework of human resource maintenance systems and organizational safety and health, has the potential to minimize the risks faced by organizations, managers, employees, and even society. It also provides the groundwork for the organization's human capital to experience a desirable level of overall well-being, leading to job satisfaction and improved performance. With this premise in mind, the present study aims to design an appropriate model for employee safety and health with a human capital management approach in the oil industry of Iran.

Design/ methodology/ approach: 

 This research is interpretive in terms of its paradigm and applied in terms of its objective. The research strategy is qualitative in terms of the execution process, utilizing the grounded theory method and the Strauss and Corbin approach for data collection. The research strategy is exploratory in nature and inductive in its logic. To implement these research methods, in-depth, semi-structured interviews were conducted purposefully by the researcher. These interviews involved 15 managers and experts in the field of safety and health in the oil industry, as well as academic experts in human resources. The interviews continued until theoretical saturation was achieved. The validity of the qualitative research was assessed using the Lincoln and Guba method, and its reliability was confirmed through the test-retest method. The data analysis process in the grounded theory approach began with open coding, followed by axial and selective coding. It is noteworthy that the study sample was drawn from the southern oil-rich regions.

Based on the data derived from the interviews and their qualitative analysis using the grounded theory method, 641 open codes, 50 axial codes, and 23 selective codes were identified. These codes were used to categorize causal factors, the central phenomenon, contextual factors, intervening factors, strategies, and outcomes, ultimately leading to the development of the employee safety and health model. Thus, the causal, intervening, and contextual conditions for employee safety and health were determined. The results also indicate that through the three stages of strategic management—strategy analysis, strategy formulation, and strategy implementation—employee safety and health strategies were identified. Furthermore, the model's outcomes, including reduced safety incidents, improved health and safety, enhanced materials and equipment development, improved workplace safety and health, and ultimately, improved environmental safety and health, were highlighted. Therefore, by applying and implementing the resulting model, it is expected that a significant portion of the risks and hazards related to employee safety and health can be mitigated. Additionally, the human capital in the human resource maintenance system and their workplace and environmental conditions will witness growth and development, leading to the advancement of the oil industry and the improvement of societal conditions.

Limitations & Consequences:

 Among the limitations of this research was the difficulty in accessing sample members for specialized interviews. Additionally, the lack of similar research in this area and the existence of only quantitative studies without qualitative investigation posed challenges. Regarding implications, this study, by employing a qualitative approach, attempts to fill the theoretical and conceptual gaps to the extent possible.

Practical Consequences:

 The application of this model will lead to improved employee safety and health, with threats identified and mitigated. Furthermore, hazardous materials will be identified and categorized, and the safety and health of both internal and external organizational environments will be enhanced. Moreover, the results of this research, owing to the grounded theory method, can be generalized to other industries and organizations.

Innovation or value of the Article: 

To date, no research has been conducted to improve employee safety and health using a qualitative research approach based on grounded theory, nor has an appropriate paradigmatic model been provided to managers in the oil industry.

The purpose of this research is to formulate and present a mathematical model for the purpose of organizational culture architecture based on creating alignment between the strategic reference points of organizational elements. The research method is applicable-developmental in terms of its purpose, and exploratory in terms of its nature. The statistical population of the research includes 20 academic and organizational experts, and the sampling was done in a purposeful, judgmental and snowball manner, and the interviews continued until theoretical saturation was reached. Semi-structured interview was used in this research. Delphi and fuzzy neural system were used to collect and analyze data. For data analysis, in order to refine the components and criteria of the conceptual model from the point of view of experts, the fuzzy Delphi technique was used, and in order to present the mathematical model, the adaptive fuzzy inference system and Matlab software were used. The results showed that a total of 4 dimensions, 12 components, and 57 evaluation criteria and several sub-criteria were identified, which include antecedents (business strategy, leadership, organizational structure, technology, human resources strategy), process (organizational culture, change strategy), results (individual, group, organizational performance), consequences (general accountability, increase of social capitals), and the obtained model has been tested in the organizations of the Islamic Revolution Mustazafan Foundation, and finally, the characteristics and suitability of this model has been evaluated in simulating and predicting the desired organizational culture based on the creation of alignment between the strategic reference points of the organizational elements.

The aim of the current research is to provide a model of the factors of leaving the service of the elites in Iran's continental plateau (Fallaat-e Gharreh) oil company. The research method is applicable in terms of purpose, qualitative in terms of implementation, and a descriptive-survey type. This research is also thematic analysis. The statistical population of this research includes 12 managers of Continental Plateau Oil Company and universities, and the purposeful sampling method was used. Also, in order to collect data,, indicators were extracted by means of content analysis of related backgrounds and the library method, and the research model was extracted through three-step coding. According to the analysis that has been carried out using thematic analysis method to determine the factors of leaving the service of the elites in Continental Plateau Oil Company of Iran, 47 indicators (items), 8 components and 3 dimensions have been identified and confirmed. The results showed that the factors of leaving the service of elites include three organizational dimensions (job nature, management, organizational culture), individual (motivation, demographic characteristics, psychological factors), and environmental (laws and regulations, environmental pressures).

This research was conducted with the aim of comparative investigation of the relationship between organizational culture and organizational health in Iran's state-owned companies in order to provide a suitable model. First, the components of each of the variables were identified according to library studies and then confirmed using experts' opinions. According to the purpose, this research was developmental-applicative. The data collection method was a combination of library and field studies. First, the components of organizational culture were identified through library studies and confirmed by using the Delphi method and asking the opinions of research experts. The statistical population of this research includes two groups of experts and employees of the Gas, Water and Urban Wastewater Company of Kerman province. One-sample t-test, two-sample t-test and structural equation modeling were used to check the hypotheses. 25 spss and Smart pls3 software were used for data analysis. The results of the comparison showed that from the point of view of the experts, the components in the two statistical communities were not different, and with the same components, the organizational culture in the two companies can be measured, but the organizational culture in the two companies had a significant difference. Also, the results showed that there was a positive relationship between the organizational culture and its components: collaborative culture, identity culture, adaptability culture, mission culture and organizational health in the city gas and water and sewage company of Kerman province.

The aim of the current research is to understand the similarities between the structure of counterfactual thinking and the organizational culture model of Quinn and Cameron in order to regulate the behavior of employees. This research has been done with meta-synthisis method, which was analyzed after three stages of screening 40 Persian and English articles. Data analysis was done using three-level coding method (concept, subcategory, category). The structure of the organizational culture model (market organizational culture, developmental organizational culture, hierarchical organizational culture and tribal organizational culture) and the structure of counterfactual thinking included (upward comparison, downward comparison, reference to others and the environment, and self-reference) Then the similarities between these two were identified and analyzed including 8 similarities. The validity of the research was examined by the method and reliability through the Kappa coefficient of agreement. Out of the 8 similarities obtained, 6 were aligned and 2 were not aligned. The results of this article can be used to diagnose the behavior of employees.

Researchers have considered the category of entrepreneurial tendency a serious and coherent study for several decades. The entrepreneurial tendency is a situation in which a person shows his tendencies in relation to entrepreneurial behavior in an independent organization. Organizational culture is very important in introducing information systems in an organization. The concept of culture is related to attitude, values, goals, and organizational, professional, and national methods. In the 1960s, "Management Information Systems (MIS)" were first proposed as a concept. A function of MISs is to collect, process, and analyze organizational data. Today, large technology companies, such as Facebook, Twitter, and Snap, have achieved success by using MISs. Much research has been conducted on MISs, organizational culture, and entrepreneurial tendency, but so far, no research has examined all three variables. Therefore, the current research is an effort to answer the basic question as to whether organizational culture can play a mediating role in the relationship between MISs and entrepreneurial tendency.

The research is an applied study in goal and a descriptive correlational study in methodology, which used Structural Equation Modeling (SEM). The statistical population consisted of all staff of Shahid Beheshti University (N = 1127). The Cochran formula was used to determine the sample size as 288 individuals, who were selected by the stratified sampling method. The main tool for data collection was a standard questionnaire, whose face and content validity were confirmed by experts. Cronbach's alpha coefficient was used to determine the reliability of the questionnaires on MISs, organizational culture, and tendency to entrepreneurship, which were obtained as 0.88, 0.82, and 0.85, respectively, showing that all three questionnaires were reliable. Data were analyzed at both descriptive and inferential levels using SPSS and LISREL software.

Based on the results, MISs have a positive and significant effect on organizational culture and entrepreneurial tendency, and organizational culture has a positive and significant impact on entrepreneurial tendency. In addition, the mediating role of organizational culture was confirmed in the relationship between MISs and entrepreneurial tendency.

Conclusion/ Implications:

 According to the results of the data analysis based on the relationship between organizational culture and entrepreneurial tendency, it is suggested that the relevant managers and officials consider organizational culture and its components in the organization. It is necessary to strive for knowledge sharing, open communication, benefit systems, guidance and leadership, work meaningfulness, and risk-taking, pay attention to human resources as the most valuable resource in the organization, and promote the level of entrepreneurship in the organization. Also, it is suggested that managers use information systems to spread culture, promote entrepreneurship among employees, and use the maximum facilities and material resources to achieve specific goals.

Aligning artifacts with organizational values facilitates the successful implementation of organizational strategies. For this reason, designing and managing these artifacts is of utmost importance. However, only a few studies have examined how organizational values transform into cultural artifacts. The present research investigates the display of values in cultural artifacts using the House of Quality (HoQ) matrix. This proposed approach seeks to ensure the integration of cultural artifacts and enhance their strategic influence and alignment with organizational values.

This study follows a Design Science Approach (DSA) and has used the Peffers et al.’s (2007) six-step model, which includes “identifying problems and motivation”, “defining objectives and solutions”, “design and development”, “demonstration”, “evaluation”, and “communication”. A group of researchers, organizational managers, designers, product and service development experts, and organizational culture experts participated in the artifact design. Hamrah-e Aval organization was selected as a platform for displaying and evaluating the designed artifacts.

The House of Quality (HoQ) matrix, which transforms customer needs into product technical features, was used. The House of Ideas (HoI) and House of Communication (HoC) matrices were designed to transform organizational values into cultural artifacts. This tool helps transform organizational values into the features of the proposed idea, and, finally, the cultural artifact.

This paper introduces a methodological approach to transforming values into tangible cultural artifacts by developing the HoQ Matrix and designing two new matrices. With the help of these matrices, organizations can design cultural artifacts to institutionalize organizational values.

The present research was conducted with the aim of exploring and explaining organizational factors affecting third-party liability insurance violations in the Iranian insurance industry.

The current study is based on a descriptive-exploratory mixed methodology. The statistical population of the qualitative part of the study includes experts from the fields of insurance management and economic sociology and development. The survey was conducted using a purposive and snowball sampling method of 26 experts until saturation. The statistical population of the quantitative part of the study included employees of Tehran insurance companies. A total of 354 people were selected as a statistical sample using a cluster sampling method. The instrument for data collection was semi-structured interviews with experts in the qualitative part and questionnaires in the quantitative part. The validity of the questionnaire was confirmed by form and content methods and its reliability by the Cronbach's alpha method. The data from the qualitative part of the study was analyzed using the thematic analysis method and the data from the quantitative part using confirmatory factor analysis with the Amos21 software.

Based on the results of the qualitative part, a total of 52 basic themes, 18 organizing themes and 5 inclusive themes (organizational justice, organizational commitment, informal organization, organizational culture and legality) were identified. According to the results of the quantitative part, organizational justice and organizational commitment have a negative and inverse effect with -0.84 and -0.56, respectively, and the variable of informal organization has a positive and direct effect with 0.54 on the violations of employees of insurance companies operating in the field of third-party liability insurance. The variable of organizational justice had an effect on the violations of insurance company employees through the influence on organizational commitment and informal organization.

Based on the research findings, it is suggested that the organizational factors presented in this study should be considered in the strategic plans of the insurance industry in addressing insurance violations and should be emphasized by insurance companies. In the area of organizational justice, it is suggested that in order to restore organizational justice, the mentioned values should be considered among the employees of the insurance companies and the implementation of justice in the organizational processes. In terms of organizational commitment, it is suggested that the dimensions of organizational commitment considered in this research should be considered as a basis for improving the organizational commitment of employees. In relation to informal organization, it is also suggested that if there is a positive attitude towards informal organizations, their existence should be used in line with the objectives and strategies of insurance companies.

 The tendency of employees to commit financial crimes is affected by internal and external organizational variables, since it is not possible to identify and modify external organizational variables that are especially rooted in the macro structure of society, therefore, identifying internal organizational factors affecting the tendency of employees Financial crimes with the aim of correcting them are more important in this research. This research has been done with the aim of identifying the organizational factors affecting employees' orientation.

 The method of this research is descriptive-survey. The statistical population of Payvar and Peymani employees, which was selected using Morgan's sample size table, was 336 people. The data was collected through a questionnaire with closed questions. The validity of the research tool was calculated using the study of scientific and library sources, the views of professors and elites related to the research topic, and its reliability was calculated using Cronbach's alpha test at 0.91. Finally, the research data has been analyzed with Friedman's test and sample t-test.

 The findings indicate that the highest average of research variables affecting the tendency of employees to commit financial crimes are: organization structure variables (3.85), first rank; Duties of managers (3/69), second rank; Monitoring and control system (3/32) ranks third and organizational culture (3/15) ranks fourth.

 According to the finding of the priority of influence in the findings, it is necessary to take corrective actions from the highest priority that has the most impact in order to reduce the tendency of employees to this problem.

This research was done for the purpose of designing and validation of organizational culture transformation model based on the productivity. For designing used the method of Grounded Theory, and for validation used the method of first and second order factor analysis. Statistical population in quantitative was the experts in higher education management, higher education development planning, sociology, educational management and media management. Statistical population in quantitative section was also the teachers, experts, students of Farhangian University, staff managers and employees of the Ministry of Education. The method of sampling in a qualitative section of the research was non-probability purposive sampling, and in quantitative section was done by multistage cluster random sampling. The number of samples in quantitative and qualitative sections equaled with 20 and 380 persons in order. The tools of gathering data in qualitative part are semi-structured interview and in quantitative section, 53 question’s questionnaire in Likret scale. According to findings of qualitative sections, model of organizational culture transformation model based on the productivity designed by with 11 factors: The mission of the organization, technology and innovation, the process of recruitment and employment, education and skills, belief, value and moral foundations, organization structure, incentive system, intra-organizational communication, performance feedback, constructive interaction with the environment and organizational support. The findings of quantitative part showed that, model of organizational culture transformation model based on the productivity is highly creditable by experts. So according to the experts, organizational culture transformation model based on the productivity can be utilized with these 11 factors.

The main duty of the Faraja command headquarters is to maintain the safety of people in the society. Accordingly, it needs forces that can realize this by relying on their wisdom. Paying attention to the importance of intelligence in the discussion of public security, this research was conducted with the aim of explaining the organizational micro-structural model and its antecedents and consequences in the police headquarters of the Islamic Republic of Iran. the present research method according to the purpose is an applied one; In terms of data collection, it utilizes a descriptive-correlation method; and also, in terms of data type, it was quantitative. The statistical population included the employees of the police command headquarters in Tehran city, which was considered as the sample size of 371 people using the formulas for determining the sample size and stratified random sampling method. In order to collect data, mixed questionnaires were used to measure the variables of job satisfaction, organizational citizenship behavior, transformational leadership, organizational culture, and knowledge management. Also, in order to measure organizational wisdom, the standard questionnaire of Schmidt et al. (2012) was used. Content and construct validity were used to calculate the validity of the questionnaires. Also, reliability was calculated through Cronbach's alpha coefficient and composite reliability. The values ​​of these two coefficients for all research constructs were above 0.7, which indicated the reliability of the measurement tool. The data obtained from the questionnaire were analyzed using descriptive and inferential statistics (structural equation modeling) and SPSS and Lisrel software. The findings showed that based on theoretical foundations, the factors influencing organizational wisdom include: transformational leadership, organizational culture, and knowledge management, as well as the factors influencing organizational wisdom include: job satisfaction and organizational citizenship behavior; Based on the effective and effective factors identified from the theoretical foundations and research background, the research model was presented; The degree of fit of the presented model was suitable according to the identified factors; Also, the findings showed that transformational leadership (0.72), organizational culture (0.47) and knowledge management (0.65) have an effect on organizational wisdom, and organizational wisdom also affects job satisfaction (0.53) and organizational citizenship behavior (60). 0) has an effect. Organizational wisdom not only expresses the ability to effectively choose and apply appropriate knowledge in a specific situation, but also includes the ability to collect, unify and relate this knowledge with acceptable organizational tools.

A strong organizational culture can be recognized as a primary factor in fostering collaboration and participation among employees. The aim of this article is to examine the status of organizational culture using a participatory culture strategy approach at the Tehran Urban Studies and Planning Center. 

This study is considered applied-developmental research, based on quantitative data collection through questionnaires. The statistical population consists of managers and employees of the Tehran Urban Studies and Planning Center, totaling 155 individuals. The sample size was determined to be 110 individuals using Cochran's formula. 

After ensuring the adequacy of model fit, the structural equation model was confirmed based on the research pattern and recent changes in confirmatory factor analysis. Since the model fit was good, there was no need to remove indicators from the model or draw covariance between errors. 

: Based on the results of structural equations, the path coefficient from internal environment to main phenomenon is 0.87, from external environment to main phenomenon is 0.59, from external environment to moderating factors is 0.61, from main phenomenon to moderating factors is 0.68, from institutional requirements to moderating factors is 0.79, and from moderating factors to outcomes is 0.69.

Organizational culture represents attitudes, beliefs, traditions, and values within an organization and reflects the main concerns of organizational sociology. This research aims to analyze the relationships among organizational culture indicators using the DEMATEL method at the Islamic Azad University in the west of Mazandaran province. The purpose of this research, in terms of the objective method, is applied, which has examined the current situation at the Islamic Azad University in the west of Mazandaran province as a case study. The present research community includes faculty members of Islamic Azad Universities in the west of Mazandaran, including Islamic Azad University of Mahmoudabad, Noor, Nowshahr, Chalous, Tonekabon, Ramsar, which altogether include 491 people. Out of this number, based on Cochran’s formula, 215 correctly completed questionnaires were considered as primary data for the DEMATEL technique. It should be noted that despite all the reviews during the completion and collection of the questionnaire, 12 questionnaires were not properly completed and were excluded from the review cycle. Using a review of previous literature, six indices of process-oriented versus result-oriented, employee-centered versus job-centered, professional-oriented versus local-oriented, open system versus closed system, easy control versus hard control, and legalism versus pragmatism were considered as organizational culture indicators. The DEMATEL technique was used to analyze the data, and based on the analysis, the index of legalism versus pragmatism was introduced as the most influential and most affected index, which also had the highest interaction with other indices.

The aim of this study is to examine and analyze how knowledge management strategies can play a role in effectively leveraging big data to create value in businesses, foster innovation, and improve strategic decision-making processes. This qualitative research was conducted using semi-structured interviews with 25 participants from various business sectors. Data analysis was performed thematically to identify main patterns and themes. Five main themes were identified: knowledge management strategies, leveraging big data, business value creation, the impact of technology on business, and challenges and obstacles. The findings indicated that organizational culture, advanced analytical tools, and innovative approaches in knowledge management are key factors in effective utilization of big data. This study emphasizes that knowledge management strategies are fundamental for leveraging big data in businesses and can contribute to value creation, innovation, and enhancing competitive advantage. Strengthening an organizational culture based on knowledge sharing and usage, employing analytical tools and new technologies, and adopting innovative approaches in knowledge management were identified as important factors in the success of leveraging big data.

In the process of strategic recruitment of human resources, one of the most important activities and actions of human resources specialists is socialization, alignment with the organizational culture and familiarization of new employees with the organization. The process that carries out the activities of socialization, alignment with the organizational culture and familiarization of new employees with the organization, is known as the human resources alignment program in today's world of management. Therefore, the current research was carried out with the aim of identifying the effective factors on the human resource onboarding program in government organizations. . The statistical population of this research includes senior managers and human resource managers of government organizations 20 people of whom were selected using a targeted sampling method. The data collection tool is an interview in the qualitative part and a questionnaire in the quantitative part, the validity and reliability of which were confirmed using the content method and theoretical validity and intra-coder and inter-coder reliability. In this research, qualitative data were analyzed with content analysis method and Maxqda software, and quantitative results were analyzed with ISM method. The results of the present research include the identification of the dimensions and components affecting the implementation of the human resources onboarding program in the four areas of the implementation of the onboarding program, the related and intervening factors of the onboarding program along with its dimensions and consequences.

Today, the discussion of the characteristics of proper management and its tremendous effects on the performance of employees in public and private companies can be clearly seen, and recently new styles of management have been proposed that can be very effective in implementing strategies and pursuing the goals of the organization; This research examines how responsible management affects the sharing of creative ideas of employees by mediating organizational identity and moderating organizational culture in Sepehr KarAmadan Company. This model has been tested by analyzing the survey responses collected from 310 managers and employees of Sepehr KarAmadan Company with SPSS23 and Smart PLS3 software. The findings of the research show that responsible management has a positive effect on the sharing of creative ideas by employees, responsible management has a positive effect on organizational identity, organizational identity has a positive effect on the sharing of creative ideas by employees, organizational identity has a positive effect on responsible management on Sharing creative ideas of employees mediates, organizational culture conversely moderates the effect of responsible management on organizational identity. Responsible management has a favorable/constructive effect on the sharing of creative ideas in Sepehr KarAmadan Company. By modeling responsible management in their actions, managers may encourage people to come up with creative ideas for their organization. Organizational identity may act as a buffer between the influence of responsible management and the creative actions and beliefs of idea sharing employees.