مجله مدیریت فرهنگ سازمانی
پیاپی 62 (زمستان 1400)

Organizations are usually uninterested in change and evolution, and a kind of idleness and laziness is seen in them. The majority of necessary and critical changes of the organizations and their ability to adapt to environmental uncertainties get afflicted with organizational inertia and fail. The purpose of this study was to investigate the effect of organizational inertia on organizational laziness and organizational anomie. This survey study was applied in terms of purpose and descriptive in terms of research method. In the study, organizational inertia was the independent variable, while organizational laziness and anomie were the dependent variables. The statistical population was comprised of the employees of the University of Tehran. Based on the population size (i.e., 4000 individuals) and the sample size determination formula, the least sample size was determined to be 350 people, who were selected through stratified sampling method. The data collection instrument was a questionnaire whose reliability was determined using Chronbach’s alpha coefficient and whose validity was confirmed using content validity obtained from the opinions of experts familiar with the research question. Moreover, in order to run correlation and other analyses, SPSS 22 and AMOS22 software packages were used. The results of data analysis led to the confirmation of all research hypotheses: organizational inertia has a significant, direct, positive effect on organizational laziness, and organizational inertia has a significant, positive effect on organizational anomie.

In this article, the results of the examination of the policy entrepreneurs’ motivations through a combination of Delphi strategies and analytic hierarchy process are given. Research method of the study was descriptive-survey, and the selection of experts was done through judgmental sampling. Based on the Delphi findings, the participating experts deemed 21 motivations effective on the manifestation of entrepreneurial behaviors in the public policymaking arena in Iran. Moreover, according to the analytic hierarchy process results, spiritual, doctrinal, and ideological (i.e., sublime) motivations, professional motivations, and individual motivations have been effective on motivating policymaking entrepreneurs in the public policymaking arena. Furthermore, throughout the system, “the policy entrepreneurs’ perception of God as the only real source of power as well as the importance of conscience” has had the highest effect and “professional progression, promotion, and administrative power” and “excessive self-esteem” have the least effect on motivating the policy entrepreneurs.

The present study aimed to develop a model for the voice of knowledge employees who were working in information technology (IT) small and medium enterprises (SMEs) located in science and technology parks affiliated with Iranian universities. This qualitative research was conducted based on the grounded theory model. For this purpose, semi-structured in-depth interviews were performed with 13 individuals, including knowledge managers and employees as well as IT business experts in SMEs affiliated with science and technology parks of Iranian universities accredited by the Ministry of Science, Research, and Technology. The study was conducted in the autumn and winter of 2019. The inclusion criteria for the selection of experts were having three complete years of vocational experience in SMEs with at least 50 employees. Then, the data was analyzed using Atlas T software (version 8) in the three stages of initial, axial, and selective coding, which led to the identification of 8 categories, 16 axial concepts, and 50 final codes. The results showed that the knowledge employee voice could lead to the greater interaction with customers, the achievement of competitive advantage, and high productivity and performance in the intended companies. Moreover, the findings can help the managers improve decision-makings about the obstacles and challenges that the employees may face in the process of growth and development of their companies.

Despite lack of studies on it, organizational transparency is an issue that has greatly attracted politicians and researchers. This concept refers to the free flow of information easily accessed by all stakeholders. The purpose of this study was to examine the variables that have been found to be effective on and affected by organizational transparency in the previous studies in Iran. This study was applied in terms of purpose and descriptive in terms of method, and was conducted through meta-analysis method using Comprehensive Meta-Analysis software. The examination of 21 selected studies in this field led to the identification of 7 independent and 18 dependent variables. The results of the meta-analysis showed that appropriate strategy, public responsibility, genuine leadership, social capital, change-oriented leadership, and innovative leadership have the strongest effects on the formation and improvement of organizational transparency in the Iranian organizations. Moreover, the results of this study showed that organizational transparency affects important organizational variables such as empowerment, organizational communications, organizational spirituality, organizational health, organizational capital, organizational trauma management, organizational culture, organizational performance, employees’ organizational silence, customer satisfaction, job compatibility, organizational conflicts, administrative corruption, employees’ moral behaviors, organizational citizenship behaviors, job commitment, organizational loyalty, and organizational trust.

The study at hand aimed at designing a competency model for the internal auditors of the Central Organization of Rural Cooperatives of Iran. This qualitative study was carried out based on the content analysis method. The data collection instrument was a set of semi-structured interviews with 12 experts working at the Central Organization of Rural Cooperatives of Iran. The participants were selected based on purposive snowball sampling method. The findings showed that the competency model of the internal auditors of the Central Organization of Rural Cooperatives of Iran was made of five factors, namely individual, knowledge, ability, skill, and credibility competencies. The results indicated that the factors identified for the competency model of the internal auditors of the Central Organization of Rural Cooperatives of Iran have had the highest priority due to the specific characteristics of this organization. Therefore, in order to decrease the organizational damages and prevent financial burdens, the selection and appointment of internal auditors in this organization should be beyond a simple substitution, and should be based on the competency model.

The purpose of the present study was to design a tool to assess the training culture in the Iranian public organizations. The research method adopted in the study was descriptive-survey. The sample consisted of 112 Iranian public organizations that were selected based on Cochran formula through simple random sampling method. In order to collect the data, a researcher-made questionnaire with 68 questions was used, and to analyze the collected data, exploratory factor analysis and one-sample t-test were run in SPSS. The results of exploratory factor analysis demonstrated that the training culture in the Iranian public organizations can be explained in three dimensions – namely continuous learning, liability of learners, and morality-based interactions – and 9 factors – including learner’s commitment and propensity, training tuned to professional needs, avoidance of unhealthy behaviors, motivation for learning, showing respect to the instructor, friendly relationships, morality-oriented critical thinking, and mutual respect in class. Moreover, the results of the one-sample t-test showed that the training culture of the employees of Iranian public organizations is not good and plans should be made to improve and enhance it.

The purpose of this study was to design a model for the development of managers’ managerial skills in the form of a paradigmatic model through grounded theory. The study was applied in terms of purpose and descriptive in terms of data collection method, and it was carried out using cross-sectional survey method. The statistical population was comprised of 300 experts, specialists, and informed people in the field of managers’ managerial skills. Out of these, 30 faculty members of Tehran Municipality University of Applied Science and Technology were selected as the study sample using non-random, purposive sampling method. The data collection methods were document analysis and field study, where semi-structured interviews and questionnaires were used through systematic grounded theory. The study validity was determined through triangulation and its reliability was assessed by inter-coder reliability. In order to analyze the qualitative data, meta-analysis, thematic analysis, and MAXQDA were used. Finally, 3 dimensions, 13 components, and 65 indices were achieved. The findings showed that managers’ managerial skills included personal (self-knowledge, stress management, and effective problem solving management), interpersonal (constructive communications skill, effective motivation skill, influence skill, and conflict management skill), and collective (delegation of authority skill, teamwork skill, skill to guide positive change, technology use skill, and application of managerial requirements) dimensions. According to the obtained results, the provided model has a fairly acceptable fitness.

The purpose of the study at hand was to identify the pattern of the staff envy management in public organizations. Adopting a systematic, scientific research design, this study set out to answer the main research question, “How is the pattern of the staff envy management in public organizations?” Relying on the qualitative research approach, the study used Strauss and Corbin systematic grounded theory method. Data collection was done through semi-structured interviews with 24 participants. Based on the obtained results, the causal conditions were classified as four categories, namely individual, sociopolitical, structural, and administrative-managerial factors. The core theme was found to be comprised of emotional, cognitive, and behavioral categories. The related actions and interactions were named strategy categories; these eight categories were organizational transparency, enhancement of managers’ emotional intelligence, justice-orientedness, enhancement of the staff’s spirituality and professional morality in the workplace, cooperation-competition strategy, managers’ support of the staff, provision of job security, and reduction of distrust and dissimilarity among the members of a department. The contextual conditions were explained as the three categories of social factors, cultural factors, and materialism. The concepts obtained from intervening factors were classified as the work experience/contract and the staff’s behavioral traits. Finally, the consequences were divided into individual and organizational factors.