Designing the Model of Employee-Organization Relationship based on Positive Organizational Behavior Approach (Case Study: Shiraz University of Medical Sciences)

The employee-organization relationship is a multi-level phenomenon that is not comprehensible without the interaction between organization and employees. The main concern of this research is that, how the public health organizations can improve this relationship based on the recommendation derived from the model proposed in this qualitative research. This model can help managers and employees to reduce the tensions of exchange and to improve the quality of relationships. This model was designed using the approach of Strauss and Corbin in grounded theory and data analysis software of MAXQDA20. Accordingly, 2343 concept, 229 subcategories, and 23 main categories were extracted and categorized from 17 semi-structured specialized interviews. After data analysis and interpretation, the special context and empowerment relationship or deterrent relationship, along with the system of manager competency requirements as the superior conditions directly determine the unity of the goals and interests of employee and organization as the core category phenomenon. Eleven conditions such as the empowerment of manager, employees, organizational context, and employment relationships as strategies are indirectly influenced by behavioral  and organization context as the context conditions and the degree of the influence of the leverages of extra-organizational power as the interventional conditions lead to favorable consequences of coordination of the official culture of the organization with informal individual culture, scientific sufficiency, commercialization of knowledge, elite training bankruptcy, unfavorable consequences of unbalanced informal organization governance, and the mutual decline of management and system.