فصلنامه مطالعات رفتار سازمانی
سال دهم شماره 2 (پیاپی 38، تابستان 1400)

New features of today's organizations have led to the emergence of a new organizational structure called proactive behavior and to be considered as one of the organizational behavior. Proactive behavior can be a high-impact concept that plays an important role in enhancing individual, team, and organizational effectiveness in managing and operating an economic of organization. We provide an integrative and comprehensive review on antecedent of proactive behavior spanning 34 years (1985–2019), and in so doing extend the field in three different ways. First, we provide the concept of proactive behavior in comparison to other related approaches has been presented, furthermore, proactive behavior antecedent is identified by means of motivational, individual, and contextual antecedent. Finally, moderating and mediating variants concerning proactive behavior antecedent is extracted. All in all, our review paints a holistic picture of where the literature has been and where it should go into the future.Key Words: Proactive Behavior, Personal Initiative, Antecedent, Systematic Review.

Although until recently there was talk of knowledge management as an interesting topic in think tanks, now there is talk of knowledge leadership and it has attracted the attention of active thinkers in the field of management. Management issues are one of the main problems of start-up knowledge-based companies, and the combination of communication between knowledge-based and leadership issues can be very helpful for these companies. With the help of knowledge leadership, by combining engineering skills and leadership power, organizational goals can be achieved in knowledge-based companies. The purpose of this study is to study the lived experiences of managers of Iranian knowledge-based companies in the field of knowledge leadership. This qualitative research is of phenomenological type. The statistical population of the study is all managers of knowledge-based companies in Iran as key informants in the field of knowledge leadership. The statistical sample, by data saturation, is 12 interviews. Data analysis was performed by qualitative phenomenological research using 7-step cleavage method. The results showed that 206 codes were extracted at the beginning, after which 5 themes and 21 clusters were extracted according to the formulated concepts.Therefore, the lived experiences of the managers of knowledge-based companies in Iran in the field of knowledge-based leadership include 5 themes, which are: 1) Supportive policies 2) Staff training 3) Relationships with staff and consultation 4) Knowledge development in the company 5) Capability of the company.

In recent years, as a result change of the transformational leadership of higher education, which has been done in order to face global changes and challenges, there has been a growing interest in the jobs of leaders in the field of higher education institutions. Selection of expert leaders; It affects the growth and development of higher education centers and is considered a key factor in achieving university standards and strengthening performance. The main purpose of this researcher was to investigate the effect of transformational leadership and transparent communication on employees' openness to change, by explaining the mediating role of organizational trust in the Kerman police force. Present study is an applied descriptive survey in terms of purpose and data gathering way. The statistical population of this research is 220 police officers in Kerman, the sample size of which was randomly selected based on Cochran's formula equal to 140 people. A standard questionnaire with appropriate validity and reliability was used to collect data. Data analysis was performed using SPSS 16 and Smart PLS software and descriptive and inferential statistics and structural equation modeling were used. The results showed that organizational trust has a significant positive effect on employees' openness to change. Transformational leadership has a significant positive effect on organizational trust, employee openness to change, and transparent communication. On the other hand, transparent communication has a significant positive effect on organizational trust and employee openness to change. Organizational trust also plays a mediating role in influencing transformational leadership and transparent communication with employees' openness to change. In short, the emergence of different leadership behaviors by university leaders is important, but transformational leadership allows them to play their role more competently in the current dynamic environment.

In the conditions of changing work culture, development of new technologies and socio-cultural requirements, we are witnessing the blurring of the boundaries of work and life. For example, less research can be found in the field of family studies that is not explicitly or implicitly affected by work and its demands. This research- focusing on knowledge occupations and their specific requirements- was conducted on the faculty members of the Institute for Humanities and Cultural Studies. The research began by examining a model that included two-way relationships with both negative and positive aspects of people's work life interface. Continuous mental engagement, multiplicity and diversity of work roles, spillover of negative / positive work / family attitudes, demanding family responsibilities, family support and caring, and improving life skills were the components of this model. Then a questionnaire containing the indicators of this framework was developed and distributed among the statistical sample. The model tested by structural equation modeling and PLS software and after deleting the items with low factor loading, the model was confirmed. Statistical tests of one sample, two samples and analysis of variance determined the current state of work life interface of faculty members based on demographic characteristics. The results of this part of the research showed that the average of work life conflict and at the same time, work life enrichment in the faculty members of the research institute is above the average level. Work life enrichment was significantly higher in women than men. Finally, the average level of work life conflict in assistant professors was higher than associate professor and professor. Summarizing the results of the study showed the emergence and occurrence of both positive and negative aspects of work and life relationships in academics.

The aim of this study was to design the model of Hubristic leadership style using an interpretive structural approach. This research is based on mixed research and qualitatively and quantitatively in the deductive-inductive paradigm, which is applied in terms of purpose and descriptive in terms of nature and method. In the qualitative part, the statistical population of the research consists of 30 senior and middle managers of government organizations in Khorramabad city who have been selected based on purposive sampling method. In addition, the statistical population of the research in the quantitative part are the top and middle managers of government organizations whose opinions were evaluated using the structural-interpretive modeling approach. In the qualitative part of the research, the data collection tool is a semi-structured interview whose validity and reliability were tested using CVR coefficient and Kappa-Cohen test. The data collection tool in the quantitative part is a questionnaire whose validity and reliability were assessed using content validity and retest. In the qualitative part, the data obtained from the interview were analyzed using Atlas.ti software and coding method. Also, in the quantitative part of the research, the final research model has been developed and presented using Matlab software and interpretive structural modeling method. The results of the research include the indicators and components of the Hubristic leadership style and present the model of the Hubristic leadership style in government organizations. Thus, the research findings include the identification of sixteen indicators of Hubristic leadership style at four levels (levels one, two, three and four) and are described in the final model

The purpose of this study was determined to explain the model of strategic organizational citizenship behavior based on its dark aspects. Therefore, it has been tried to help reduce the theoretical gap of organizational citizenship behavior by examining the dark aspects of OCB and, by identifying them at different levels, the conceptual model of the identified harmful effects aspects has been presented along with practical solutions for avoiding these dark sides. Finally, organizational citizenship behavior has been developed by introducing strategies based on the presented solutions.By doing so, a set of the existing body of knowledge was developed, which was considered a type of fundamental research of a qualitative type. Therefore, a hybrid model was applied as the general strategy of the research to develop the concept, and conceptual analysis approache along with expert interviews were exploited to extract concepts and to modify the model. The findings were presented three categories of prescriptive strategies by the side of the main OCB model to avoid the dark aspects that were formed the concept of Strategic Organizational Citizenship Behavior or OCB+S.

Researches on the psychological drivers affecting employees’ work engagement is insignificant and scare. Psychological capital and ethical work climate are two important of those drivers that their impact on work engagement haven’t investigated. The aim of this study is investigating psychological capital and ethical work climate effect on employees’ service behavior by mediating role of employees’ work engagement. The statistical population of this study includes 7000 employees of National Iranian Oil Product Distribution Company. 394 employees were the minimum sample by questionnaire data collected from 397 employees. Confirmatory factor analysis and structural equation modeling were used to data analysis. Results showed that psychological capital and ethical work climate have direct and significant effect on employees’ work engagement. Also results showed their effects on service behavior. At last work engagement effect on employees’ service behavior confirmed. Managers by improving employees’ work engagement can have significant effect on employees’ service performance and employee by providing high quality services can quarantine customers satisfaction, benefit for stakeholders and business survive. Managers and business owners especially in services sector through creating and developing ethical climate in business and through emphasizing on workers psychological derivers by education can improve work engagement.