فصلنامه مطالعات رفتار سازمانی
سال دهم شماره 3 (پیاپی 39، پاییز 1400)

Digital transformation is a dramatic change in the performance of an organization or a country and the factor of survival and success of organizations in the digital age with a focus on transformational technologies. Digital transformation is not just a technological tool. Digital transformation is more than a technological tool; It is a human challenge. The most important obstacle to the success of digital transformation is organizational culture. Therefore, the purpose of this study is to provide a roadmap for streamlining the organizational culture required for digital transformation. In line with this goal, this research has been done using a Meta-synthesis qualitative method. The data collection tool in the present study is past documents in this field, which includes a total of 21 articles. The method of data analysis is based on open coding. The results indicate that the roadmap for implementing organizational culture for digital transformation includes three layers of infrastructure, cultural processes and goals. Infrastructure layer includes: infrastructure resource development, information resource development, human and managerial resource development and organizational structure; The process layer includes three main categories: digital space, organizational collaboration and development and valuation, and the objective layer includes: digital thinking, technology-driven, stakeholder, risk-taking and open innovation, digital agility, transparency and accountability. Finally, based on the research findings, the necessary suggestions are presented.

Having hope, optimism, self-efficacy and resilience are constructive mental states whose individual, group and organizational results have been studied in many studies. The present study is a systematic and comprehensive study of these studies and recognizes the causal relationships between these results. This is a descriptive, applied and quantitative research. First, the consequences of psychological capital from 40 articles published in Iranian scientific-research journals in the period of 2011 to the fall of 2019 have been identified, extracted and prioritized by meta-analysis. Then, with the interpretive structural modeling technique and based on the opinions of 12 managers and experts of the General Department of Cooperation and Support of the Ministry of Education, the ranking and the pattern of relations between them are presented. Psychological capital had a significant effect on all 40 outcomes studied. These outcomes were classified into three categories with high, medium and low effect sizes. Among these, the variables of job attachment, reduction of deviant behavior, organizational identity, organizational citizenship behavior, organizational accountability and social responsibility had the greatest effect. The study of causal relationships between these outcomes also showed that job attachment and organizational identity had the most impact and the reduction of deviant behavior and organizational citizenship behavior had the most influence. Accordingly, developing of psychological capital can lead to valuable outcomes in the emotional, attitudinal, behavioral, and performance-related fields.

Nowadays, work engagement as a major factor on promotion of exploitation and performance has been increasingly paid attention to by leading organizations. However, little attention has been paid to work engagement in faculty members as major actors at universities. In this respect, presenting a model on the current state of faculty members’ work engagement at Iranian universities can pave the way for taking necessary measures for its improvement and can facilitate universities’ movement to a desirable state. this qualitative research aims to design a model on faculty members’ work engagement. To this end, a theoretical sampling was conducted. The researchers collected data via semi structured interviews from the highly engaged faculty members and analyzed them with Charmaz constructive grounded theory strategy. Finally, a model on the current state of faculty members’ work engagement was presented. Additionally, some suggestions were put forth so that in the presence of highly engaged faculty members can we have more highly engaged students and be able to take long leaps to reach the desired state.

The purpose of this study is to investigate the effect of positive leadership on employees' innovative behaviors with respect to the mediating role of Job Engagement and positive psychological capital. The present study used a survey method to collect data and a correlation method to analyze the data. The statistical population of this study consists of employees and managers of knowledge-based companies in Tehran. Due to the limited size of the study population, Morgan table (the total number of managers and employees of knowledge-based companies was 1400 people) was used to determine the sample size. In the present study, the sample size was estimated about 306. In this research, simple random sampling method has been used. The main data collection tool is a standard questionnaire whose reliability and validity were confirmed. Structural equation modeling based on Smart-Pls software was used to analyze the research data. The results showed that positive leadership has a positive and significant effect on positive psychological capital, innovative behaviors of employees and Job Engagement. Also, positive psychological capital has a positive and significant effect on Job Engagement and innovative behaviors of employees. Finally, a positive and significant effect was found between Job Engagement and innovative behaviors of employees.

The purpose of this research is to design and explain a high performance organizational culture model in Iran's petrochemical industry based on a qualitative research approach. In the first step, with extensive study of theoretical foundations, including references to books, journals and related articles, the required information was collected and the initial research framework was extracted. According to the framework, in-depth semi-structured interviews were accomplished with 11 academic, organizational experienced experts in the study area. Perposeful nonprobability sampling was used in this article. In the next step, Extracted datos from interviews were analyzed and coded in Thematic analyzing method, using from Maxqda 2020 software. Initial model was validated the in the form of a Delphi panel with the participation of 11 experts. In this regard, after returning the questionnaires, the amount of standard deviation and Kendall agreement coefficient were calculated, which showed that the necessary agreement for the final validity of the model has not been reached.( Kendall's Rank for the first step was 0/073 and for the second step was 0/076) Therefore, the same method was continued for third step to bring the Kendall agreement coefficient to the desired level with Kendall's Rank 0/633. Finally results of the qualitative research was completed by identifying 4 dimensions (including the dimensions of external organizational factors; internal organizational factors; process factors and behavioral factors), 13 component and 94 basic theme related to high performance culture in Iranian Petrochemical Industries. research results also show that behavioral factors in qualitative analysis in terms of frequency with 29/6% of cases was in the first rank in importance by interviewees and internal organizational factors with 26/6% frequency were in the second rank, process factors with 25/1% were in the third rank and external organizational factors with 18/7% were in the forth rank of importance.

Job flexibility is mentioned as one of the motivational and effective ways to do things quickly and cost-effectively for the employee and the organization. This issue has become more and more important among thinkers and senior government officials, especially in the context of the spread of coronary heart disease in Iran and the world. Increasing attention to the health of employees and the emphasis on family affairs and the need to employ capable employees in flexible jobs, has made telecommuting a necessity and inevitable. Therefore, the aim of this study was to provide a model of life-work integration with emphasis on flexible work of working mothers. A grounded theoretical qualitative approach was used to conduct the research. The study population consisted of all mothers working in the General Department of Labor Cooperation and Social Welfare of Tehran province who had the experience of doing flexible work during their service period. 32 of them were interviewed using snowball targeted sampling method. The research tool was a semi-structured interview. Open, axial and selective coding methods were used to analyze the qualitative findings. Participatory feedback method was used to validate the data. The results showed that "family cohesion" as a central category, "commitment to work and life, work-life balance, flexibility and work teams" as causal conditions, "family education, organizational structure, strengthening Succession, job and personality appropriateness and social capital as strategies, categories of "organizational budget, human resource development, family conditions and organizational culture" as context and "social constraints - legal shortcomings, barriers Environmental weakness, software structure weakness, and job stress have been cited as intervening conditions, and living-life integration with emphasis on flexible working mothers can have consequences for "strengthening the family foundation, reducing layoffs, and physical and mental health." Be.