فصلنامه مطالعات رفتار سازمانی
سال هشتم شماره 4 (پیاپی 32، زمستان 1398)

One of the extensive forms of organizational and interpersonal misbehaviors in workplace is organizational mobbing and it means collective abuse of employees by a colleague or some other type of psychological harassment by a person who, by putting psychological pressure on the person, destroys her personality and interferes with regular, continuous, and permanent organizational tasks. Concerning the importance of mobbing and its negative consequences, identifying and preventing organizational mobbing behaviors plays a vital role in employees’ mental and physical health and in improving organizational productivity and efficiency. Hence, the present study aims to identify organizational factors which generate mobbing in an organization. In terms of purpose, this study is an applied one and it is a descriptive survey-type in terms of data collection and applied through Delphi technique. The statistical population consists of all experts familiar and involved in employees’ problems with specialty and experimental backgrounds selected purposefully. Ultimately, 29 experts participated in three Delphi turns and answered a Delphi questionnaire. First, by studying the related literature, 29 generating organizational mobbing were identified. Then, experts were provided with these 29 factors and by their modifications, finally 31 on factors were recognized in three Delphi turns. To measure the rate of experts’ concurrence, Kendal’s correlation coefficient was calculated. Delphi was implemented in three turns. As a result, 31 generating organizational mobbing factors were categorized in five groups: structural factors, behavioral – cognitive factors, occupational factors, managerial factors and cultural factors.

The purpose of this study was to investigate the effect of employees' Mizaj on their Whistle-blowing with the moderating role of demographic variables. This study is practical and descriptive in terms of purpose, and was done by a survey method. The statistical population of the study was 300 employees of Oil Company staff in one of the western regions of the country, using Cochran formula 169 of them were considered as statistical sample. Simple random sampling was used to select the sample members. The standard questionnaire of Salman Nejad and Park were used for data collection and data were analyzed using Smart PLS2 software for partial least squares modeling. Findings show that there is a positive and significant relationship between employees' warmness Mizaj and their Whistle-blowing, and the relationship between staff cold Mizaj and their Whistle-blowing is negative and significant. The relationship between dry Mizaj and staff Whistle-blowing is negative and significant and relationship between staff wet Mizaj and their Whistle-blowing is positive and significant. Also there is a significant and negative relationship between employees wet Mizaj and their Whistle-blowing. Finally, demographic variables in this study, which were expressed as moderating variables, had no significant effect on the relationship between warm Mizaj and staff Whistle-blowing, dry Mizaj and Whistle-blowing.

Meritocracy and establishment of worthy managers is one of the most essential factors in the success and progress of the government system that can facilitate the development of the country. Formulating the competencies required for running public office positions and presenting a model for selecting the right person from the most talented is the most important condition for the realization of a meritocratic system. The present study is a descriptive-survey in terms of implementation and an applied one in terms of purpose. In this study, a combination of several qualitative and quantitative methodologies were used to ensure the accuracy of the managers’ selection process. In the process of conducting the research, first, benchmarks of managerial competencies were applied using previous researches as well as the competencies used in developed countries and six main criteria and 28 sub-criteria were gathered. It followed by forming focus groups consisting 45 people as a panel of academics and some experts from the governing body and the Organization for Management and Planning. Using the fuzzy Delphi methodology, the basic competence criteria refined to 17 key sub-criteria, and in the next stage, the fuzzy hierarchical analysis technique used to identify and rank the most important and essential competencies for managers. Finally, in order to test the presented model, in another case study conducted in one of the aforementioned organizations, eight senior executives and stakeholders intended to choose one of their professional managers among three applicant for managerial post. In the proposed research model, they selected the right person for the post. The results show that strategic thinking, team formation and Information Technology management are among the most important priorities in professional competencies.

Despite the implementation of tools and techniques of project management, studies show many project failures. One of the complex human and organizational features is the emotions in the project that if not properly identified, controlled and managed, leads to many problems, such as clashes, strikes, excessive conflicts, psychological pressures, disturbances and crises. Literature addresses it as an individual emotional intelligence problem. But individual emotional intelligence cannot, first of all, fully address the above- mentioned problems, especially in the project context, and secondly, the project organization must be structured to allow the use of individual emotional intelligence capabilities to the project Staff, and thirdly, staff must be willing to use it in projects. Therefore, this research has been carried out to cover the aforementioned gaps in the literature. Deep unstructured interviews used for data gathering from one of the most promising Iranian project-oriented companies. The resulting data were analyzed using Grounded Theory methodology. Finally, based on the findings, the framework for requirement of processes of managing emotions in organizations was proposed. The results show this framework improves the organization's performance and prevents many of the above-mentioned issues and problems.

The purpose of this study is to investigate the effect of emotional, behavioral and neurotic reactions on counter-productive work behaviors with emphasis on the mediating role of job burnout. This paper is an applied study in terms of purpose and it is a descriptive correlational specifically based on the structural equation model (SEM) in terms of data-collection. In this research, first, the theoretical model and the hypotheses were developed. Then, the research hypotheses were tested using structural equation modeling. All nurses (553 people) in one of governmental hospitals in Tehran were the statistical population of this study. The size of the sample is based on Morgan’s table and 225 people are selected by simple random sampling method and data are collected through a questionnaire. The results showed that, there is a positive and significant relationship between neuroticism, emotional coping and non-productive behaviors. Likewise, there is a negative and significant relationship between behavioral coping and non-productive working behaviors. Also, there is a positive and significant relationship between job burnout and non-productive work behaviors. The role of job burnout as a moderator on the relationship between nurses’ neuroticism and emotional coping on counter-productive work behaviors is also confirmed.

The present study aimed to investigate the dimensions of talent-based organizations and formulate a theoretical model for Public banks. The interpretive-constructive epistemology paradigm was used with a qualitative approach and the grounded theory strategy. Based on theoretical and purposeful sampling, semi-structured interviews with executive administers of the bank and professors of human resources management were conducted. After transcription and coding the three-step text of the interviews using the Nvivo qualitative software, the findings were extracted based on four main domains in the form of 15 selective codes and 38 axial codes. The pivotal talent phenomenon as the core of the model, 1- Context with three selective codes of political-legal structure, cultural structure and mental structure, 2- Causal Conditions with five selective codes of loose and horizontal structure, flexible and individual goals, three-dimensional evaluation, informal and horizontal relationships, dynamism and risk-taking, 3- Strategy with four selective codes of using evolutionary leaders, changing insights and beliefs, creating a talent bank and becoming a learning organization; and 4- Outcomes of the pivotal talent phenomenon for the organization with three selective codes for the establishment of a meritocratic system, an increase organizational effectiveness and survival of the organization were categorized and conceptualized.The expert directors and professors had strengthened some sort of optimism and epistemic hope in their own philosophy in order to overcome the obstacles of pivotal talent phenomenon and on the other hand, for trying to create and realize talent-oriented conditions and factors.

Toxic behaviors of managers are behaviors that cause emotional pain in employees. This pain has a negative effect on their self-esteem and reduces their focus on work-related tasks. Therefore, the purpose of this study is to discover the latent toxication in the mind of managers. In order to analyze the information researchers use the method of qualitative research and systematic data-based strategy as well that presented by experts. By using snowball improbable sampling 15 professional staffs that were under poisonous behaviors of managers interviewed by experts .Data analysis performed in three stages of open, axial and selective coding by Max QDA software. At first, 67 primitive codes (696 semantic units) extracted and grouped in 13 categorizes. Some categorizes used as axial codes, and the others make a new axial code to eventually design the paradigm model of poisonous behaviors of managers. In this model, worldview (causative factor), toxic managers include authoritarian, selfish, dictator, paranoid, absent and unpredictable (main category), environment inefficiencies (context), organizational weakness including inefficient organizational culture, structural inefficiency and, non-functional human resources (interfering conditions), political behavior intensification (strategy) and poisonous behaviors consequences (outcome) were identified. Finally, relationship between axial codes performed and selective coding proposed by using the researchers’ opinion and the software proposal.

This research was carried out with the aim of identifying the effective factors on employee engagement in the case of Parsian Gas Refining Company. The research method was combined (qualitative and quantitative) and ethnography methodology was used to extract factors. Collected and analyzed data were obtained through researcher’s own observations in the field of research and interviewing with 16 managers and staff of Parsian Gas Refining Company and were analyzed by thematic analysis method. Based on the analysis of research data in the qualitative section, engagement were categorized in the form of organizational and occupational types and influencing factors were identified in the two groups as positive and negative factors. Also, positive affecting factors were classified in three dimensions of individual factors, occupational factors and organizational factors, and negative affecting factors were classified into two dimensions namely individual factors and organizational factors. In the quantitative part of the research, a researcher-made questionnaire was provided based on the developed model of the qualitative section in order to validating the model. After confirming the validity and reliability of the questionnaires, distributing of the questionnaire was carried out in a sample of 345 employees of Parsian Gas Refining Company using stratified random sampling method. After collecting data, using the measurement patterns and structural equations, the proposed model in the AMOS 22 software package was recognized to be fit.

This study is aimed to explore the structural relationships among the factors affecting the employees' voice. To do so, by reviewing the literature a series of factors influencing the occurrence of organizational voice was identified and then the opinions of 15 senior and middle managers and academic professors about the relationships between these factors were examined. Finally, data were analyzed by utilizing the Interpretive Structural Modeling (ISM) and Fuzzy MICMAC methods. According to findings, organizational culture has an underlying role in organizational voice. In fact, it can be said that existence of an ideal organizational culture can be reflected in the improvement of employees’ knowledge, understanding about the organization, awareness and their experiences. These factors also increase the psychological safety and eventually, their self-confidence. Moreover, employees’ self-confidence also influences the willingness of organization for accepting and valuing their voice, their change commitment, job satisfaction and openness to experience. Finally, in an interaction to each other, these factors increase the employees’ courage to express their ideas. As a general result, this research showed that the appearance of organizational voice is a sign of the existence of an organization's desirable culture.