فصلنامه مطالعات رفتار سازمانی
سال هشتم شماره 3 (پیاپی 31، پاییز 1398)

In recent years, one of the most significant challenges in public administration has been the issue of ethics. Creating and maintaining a high level of ethical behavior to enhance employee effectiveness and strengthen foster better interpersonal relationships is one of the essential issues that necessitates the training of ethical leaders for organizations. The conceptualization of ethical leadership is based on the individual’s perception of the characteristics and behaviors of ethical leadership which are influenced by the characteristics and cultural values of the societies under study. Therefore, this article attempts to re-conceptualize it in Iran, which has ethical, religious and cultural values different from other countries. The method of data gathering is focus groups and semi-structured in-depth interviews. For this purpose, three different focus groups including a total of 16 university professors, managers and organizational experts, and in-depth interviews with 14 experts up to the theoretical saturation stage were used. The data were analyzed by thematic analysis method and finally led to the identification of 28 sub themes in eight main themes in three individual, group and organizational levels. Identified main themes at the individual level include authentic and dignity, at the group level include ethical directing, empowerment of followers and ethical relationships, and at the organizational level include professional behavior, ethical decision making, inspiration, and ethical generalization.

Workplace is one of the social interaction places where numerous causes for Misbehavior exists. One of these behavioral patterns is organizational backstabbing. Understanding the causes and consequences and solutions of backstabbing management in organization is important for increasing employee effectiveness and organizational productivity. The purpose of this study is investigating the causes and consequences of backstabbing in the organization and presenting management solutions to prevent this phenomenon. The research method is qualitative. The study population consisted of managers of government organizations in Tehran who were selected by purposeful sampling until reaching theoretical saturation. The interview was used to collect data and data were analyzed through thematic analysis. The results of interviews show four main causes for backstabbing generation; two consequences of backstabbing; three solution for confronting and controlling backstabbing and three moderating factors. Based on these findings, organization and management decisions, environmental factors and individual factors would be the cause of backstabbing experience at workplace. The consequences of backstabbing include personal and organizational consequences. Finally, the recommended strategies to deal with this phenomenon include managerial and organizational solutions and solutions for victims.

The aim of present study was to examin the mediating role of work engagement in the relationship between nurses' goal orientation and self-perceived employability with performance. The statistical population of this research was the nurses of Farabi and Hefdah-e-Shahrivar Hospitals, which were 264 people. Sampling method was simple random sampling and sample size was determined 154 using Morgan table. In order to analyze the data, the information were first extracted from the questionnaire and then analyzed by SPSS19 and SMART PLS software. The findings of this research indicated that there was not a positive significant relationship between nurses' goal orientation and work engagement, while among its three dimensions that consist of learning goal orientation, performance prove goal orientation and performance avoid goal orientation, the learning goal orientation had a positive significant effect on work engagement. Also, the results showed that nurses' goal orientation had a positive significant effect on their performance. The nurses' self-perceived employability did not have a positive significant effect on performance, while the effect of nurses' self-perceived employability on their work engagement was positive and significant. In this research, nurses' work engagement was proved to have a positive and significant effect on their performance.

This study is designed with the aim of investigating the impact of career adaptability on employees' turnover intention and considering mediating role of job satisfaction and job stress. Type of study based on the objective, is practical and based on the essence and implementing method, is descriptive, correlational. Also, this study makes use of causal method according to studying impact of variables. Statistical population is all of the employees in Goltash Company, producing cosmetic products which are 393 employees. Sample size in the statistical power analysis method is equal to 212 people with the help of SPSS SamplePower. In order to analyze data, SPSS and SmartPLS are used. Results demonstrate that job satisfaction and job stress have serially mediating role in the relation between career adaptability and turnover intention. In this relation the role of job satisfaction as a mediating variable is approved, the mediating role of job stress is not approved and the direct relationship between career adaptability and turnover intention is not approved. Results of this study can be used by managers of organization and other cosmetic manufacturing companies.

The purpose of this study was to examine the relationship between self-efficacy and workplace friendship of Iran Islamic Azad universities’ faculty members with consideration of interpersonal trust as mediator. This research is a an applied one in terms of orientation, descriptive correlational in terms of strategy and, and a cross-sectional research in terms of time horizon. The statistical population of the study consisted of all faculty members of Islamic Azad University in the academic year 1395-1396 and 393 subjects were selected through multi-stage cluster sampling method. Three questionnaires were administered to collect date. These questionnaires were Sherer General Self-Efficacy (1982), McAlister Interpersonal Trust (1995), and Workplace Friendship Scale (Nielsen, Jex and Adams, 2000). Reliability is confirmed by Cronbach's Alpha coefficients of 0.87, 0.89 and 0.82.Experts ideas were used for validity confirmation.  Data analysis was done by structural equation modeling. The results illustrated that self-efficacy has no direct effect on workplace friendship but the interpersonal trust has a mediating role in the relation between self-efficacy and workplace friendship. It is suggested that universities’ chief executive officers and administrators create an environment to build trusting relationships among faculty members to improve workplace friendship.

In order to expand the literature on the effects and consequences of hypocritical behaviors in organizations, the present study aims to present a model iof the role of these behaviors in the organizational deviations along with explaining the mediating role of interpersonal trust and organizational silence in government organizations in Rafsanjan in 2018. In this regard, research questionnaires were prepared and distributed among the sample of 294 employees. To analyze the data, the structural equation modeling was implemented and to test the hypotheses, the pattern of relations between the antecedents of deviant behaviors with stimulating role of hypocritical behaviors in interpersonal communication by mediating role of interpersonal trust and organizational silence was developed and tested. The results showed that at confidence level of 95%, hypocritical behaviors were significantly associated with interpersonal trust and organizational silence. Interpersonal trust and silent strategy also have a direct significant relationship with organizational deviances. Finally, considering the direct effect of hypocritical behaviors on the occurrence of organizational deviances, it can be argued that the constructs of interpersonal trust and organizational silence play a relative mediating role in this regard. Thus, evidence suggests that hypocritical behaviors with a decrease in interpersonal trust have contributed to the prevalence of organizational silence and, consequently, to the emergence and increase of organizational deviances of employees.

The growing significance placed on understanding employees and their behavior within the organization has produced a great deal of interest in investigating employee perceptions of organizational climate. Despite the rich and growing body of literature on the topic, a negligible comprehensive typology of organizational climate exists. This research aims to provide a typology of organizational climate. The research method is a mix one and a sequential exploratory approach is used. In order to analyze the collected data through systematic review in the qualitative section, thematic analysis was used. Data were coded first manually and next by MAXQDA software. Qualitative Results show 437 primary codes, 37 basic themes, 5 organizing themes and 2 global themes that were presented in the form of a network themes. The findings of the qualitative section were submitted to 21 behavioral management university experts in the form of a validation questionnaire. The experts approved all identified themes with minor modifications. Finally, according to the findings and based on Bailey’s (1994) method, the following six organizational climates were recognized: functional, dysfunctional, friendly, antagonistic, transcendental and non-transcendental.