فصلنامه مطالعات رفتار سازمانی
سال دهم شماره 1 (پیاپی 37، بهار 1400)

Today's dynamic and complex environment no longer provides much opportunity for appropriate response. Companies that can't keep up with the changes are being destroyed. In addition, employees have less room for attention in the information age bombardment of the digital age. Any ambiguity in both matters adds to the complexity. Organizational leaders need to communicate information in a transparent, accurate, and timely manner in order to communicate and align with employees. Metaphor as a powerful and very effective tool in conveying concepts can help the leader to achieve his goals; a powerful tool that many great poets and writers have used; because metaphor conveys a large amount of concepts in the fewest words. Perspective, inspiration and persuasion are considered to be the main functions of metaphor. The present study aims to investigate the role and function of metaphor in the behavior of the organization leader in one of the successful organizations that has experienced several successful organizational changes using ethnography and content analysis. In more than a year of observing and participating in various meetings of the leader of the organization, an attempt has been made to identify the metaphors used and to classify them according to function. After reviewing and performing content analysis, four functions were identified for metaphors. The leader seems to have focused more on using specific functions than metaphors based on their function at different times.

Given the growing complexity of organizations and the differences in people's thoughts, attitudes, and beliefs, conflict is seen as an inevitable component of organizational life. Since today, manpower is considered as the main asset of organizations and as a competitive advantage, management and control of the conflict phenomenon, especially with Difficult Personalities in organizations is one of the most important management skills that managers need. Definitely, Difficult employees constantly use problematic communication styles such as shouting, moaning and complaining, or taunting to express what they are feeling or thinking, in order to direct or mislead others' behaviors and attitudes. The present study simulates the decision-making situation of difficult personalities using gamification and examines the relationship rational thinking and success in interacting with difficult personalities through an experimental approach. To measure rational/experiential thinking, two methods of using the REI40 test and manipulating thinking style using a laboratory activity were used. The results of the data analysis showed that the rational thinking measured through REI40, had a positive effect on conflict management with difficult personalities; However, manipulation of thinking style did not have a significant effect on performance.

This study offers a systematic review of academic research on work family interface and provides the knowledge map according to the three perspectives of conflict, enrichment and balance. The evolution of researches from the beginning until now (2020) was explored with the method of "Bibliometric analysis" through the visualization tool named VOSviewer software. The most influential authors, journals and countries in the field of work and family were introduced. The findings show that 70% of work and family studies have been conducted since 2010 and 75% of studies have been done by 10 countries, which the United States, the United Kingdom and Canada have the largest share. Also the journals of “vocational behavior” and “applied psychology” and “Greenhaus” are the most influential Journals and author in this field. Co‑occurrence analysis on keywords shows 12 cluster and most frequencies for the keywords “Gender”, “Work family conflict” and “conflict”. The results achieved by this study will enhance understanding of work life research and enable future developments for the theorists and researchers.

Todays, the natural environment can affect the internal environment of organization because organizations are dependent on natural resources.The aim of this study was to investigate the effect of organizational nudge, emotional intelligence and internal motivation of employees on environmental behavior in organization. This study was applied in a descriptive and surveyed manner. The population of the study included 212 employees of Shiraz municipality who were selected through available sampling method. Partial least squares method and Smart PLS2 software were used for data analysis. Convergent validity was used to assess the validity and Cronbach's alpha was used to fit the reliability and its coefficient was greater than 0.7 for all research constructs. Results show that organizational nudge has a negative and significant effect on intrinsic motivation, but emotional intelligence has a positive and significant effect on employee motivation. The results confirmed the positive and significant effect of intrinsic motivation and proenvironmental behavior of employees. Also, intrinsic motivation in the organization does not mediate the relationship between organizational nudge and proenvironmental behavior of employees, but it mediates the relationship between emotional intelligence and proenvironmental behavior of employees

The purpose of this study is to investigate the role of mindfulness in the work environment (innovative work behaviors, relationships quality, thriving at work) with regard to the mediating role of cognitive flexibility. The statistical population of this study consists of 383 managers and employees of Mellat Insurance Company in Tehran, of which 192 people were selected as the sample size. The data of this research were collected through standard questionnaires and simple random method and were analyzed by structural equation modeling method by spss22 and smartpls3 software. The validity of the research questions was confirmed using convergent and divergent validity and the reliability of the questions was confirmed by factor loadings, Alpha Cronbach and Composite reliability. The results and findings of the study confirm the conceptual model and hypotheses of the research so that mindfulness has a positive and significant effect on cognitive flexibility and work environment. Also, cognitive flexibility as a mediating variable has a relative and significant role between mindfulness and work environment (innovative work behaviors, relationships quality, thriving at work).

Soulless robots with clockwise and involuntary motions are a parable of the non-engagement employees in a organization, which the whole of organization leads to inefficiency. Work engagement is key to achieving sustainable competitive advantage in today's dynamic economy. Considering the importance of work engagement in organizations, understanding the affecting factors on employees' work engagement are important , including the effects of humor behavior - a portrait of happiness and mental health and emotional energy - a portrait of warm and intimate communication. In this present study we attempt to investigate the mediating role of emotional energy in the impact of humor behavior on work engagement in the Minister of Culture and Islamic Guidance- Cinema Affairs Organization. The method of this research for achieving mentioned aim is practical and the data collection method is descriptive and correlational and 200 employees were considered as statistical population and 132 employees were chosen as sample by proportionate stratified random sampling method and Corcoran formula. Data gathering tools were Standard questionnaires that the validity and reliability evaluated. The statistical research results have been studied using Smart PLS 3 and SPSS 20. The research findings indicate that humor behavior positively and significantly affects the two variables of emotional energy and work engagement. Emotional energy also has a positive and significant effect on work engagement. Finally, the mediating role of this variable in the effect of humor behavior on and work engagement was confirmed.

The main purpose is to examine the effects of abusive supervision on Positive and negative behaviors of employees (originality and organizational citizenship behavior, counterproductive work behavior, knowledge hiding behaviors, and job burnout). This study is applied research and survey-analytical based on covariance matrix analysis using structural equation modeling (SEM). We tested hypotheses on data collected from 478 employees through seven surveys over a 3-month period in National Iranian Gas Company and its subsidiary companies. The main results show that abusive supervision positively affects on counterproductive work behavior, knowledge hiding behaviors, and job burnout; and negatively affects on originality and organizational citizenship behavior. This study demonstrates the mediating role of organizational justice in the effects of abusive supervision on variables, and thus deepens the understanding of the mediating effect. Findings show that organizational justice has a mediating role in the relationship between abusive supervision and negative behaviors of subordinates, and reduce the Positive effect of abusive supervision on counterproductive work behaviors, burnout and knowledge hiding behaviors. The results of control variables (gender and subordinate position) show that the effect of abusive supervision on OCB, in men, is more negative than women. Also perception of organizational justice in staff Employees is more than line Employees. Also in staff, the mediating role of organizational justice on the effect of abusive supervision on the Originality and CWB behaviors, is more than the line Employees.