فصلنامه مطالعات مدیریت (بهبود و تحول)
پیاپی 102 (زمستان 1400)

The main premise of the present paper is that the former methods for fully enhancing the dimensions of psychological empowerment may not be fully effective in the context of the Corona epidemic. For this reason, the aim of this paper is to model and applied systematically to promote empowerment in times of crisis is epidemic. The present study was conducted by mixed method as an explanatory approach. Explanatory approach indicates the precedence of the quantitative method. In this research, first the quantitative points of the research are identified by quantitative data and then more accurate information is obtained based on a qualitative method about the detected domain information.The results showed that the methods of mutual and continuous monitoring (in terms of competence and effectiveness), improving the informal environment (in terms of participation), integration of organizational and individual funds (in terms of the right to choose and participate), developments and interactions at organizational levels (In terms of effectiveness) and upgrading organizational communication knowledge (in terms of sense of participation) will specifically help to enhance the empowerment dimension in the employees of Samt organization in coronary conditions.

Managerial effectiveness has always been one of the most important expectations of organizations from managers. The aim of this study was to compare the effectiveness of teaching Neuro Linguistic Programming and transactional analysis on managerial effectiveness. The research design was quasi-experimental with pre-test, post-test, control group and 2 months follow up. The population was all the middle male managers of Pars Khodro Company, and the sample consisted of 66 managers who distributed randomly in the experimental and control groups. The instruments of this study were: Gupta Management effectiveness Questionnaire, Transactional Analysis Protocol Based on Moradi, Shafiabadi and Salimi Protocol (2016) and Neuro-Linguistic Programming Protocol Based on Kajbaf, Moqaddas and Aghaei Protocol (2011). To analyze the data, repeated measures analysis of variance was used. Findings showed a significant difference between the mean of managerial effectiveness in the experimental and the control groups and showed that the Transactional analysis method has a significant effect on increasing the managerial effectiveness scores of managers; But this effect was not significant in Neuro Linguistic Programming method .Also, the pairwise comparison of the means indicated that Transactional analysis training was more effective than the Neuro Linguistic Programming training on managerial effectiveness. Therefore, it can be concluded that managers can increase their effectiveness by learning Transactional analysis techniques, and organizations can increase the productivity of their managers by holding these training courses.

The aim of this study was to determine the effect of environmental sensitivity on , Employee Pro-Environmental Behaviour, considering the role of mediating effect of Social comparison nudge and Green nudge. The purpose of this study is descriptive and survey method. The statistical sample in this study was 189 employees of the environmental organization of Semnan province who were selected randomly. In order to analyze the data, partial least squares method was used. The findings indicate that the instrument of measuring is well-suited and its reliability coefficient is more than 0.7 for all research structures. The results indicate that environmental sensitivity has a positive and significant effect on Employee Pro-Environmental Behaviour. Also the environmental sensitivity has a positive and significant effect on Social comparison nudge and Green nudge. On the other hand, the Social comparison nudge has a negative and significant effect on the Employee Pro-Environmental Behaviour, but the Green nudge has a positive and significant effect on these behaviors. In addition, the Social comparison nudge and Green nudge does not play the role of mediation between environmental sensitivity and Employee Pro-Environmental Behaviour. With notice of ignoring the role and importance of organizational nudges, it can be said that this research has a novel and fresh look at this category, which can lead to the emergence of more nudges to improve and strengthen behaviors in the organizational arena.

Employees are the main capital in order to achieve the goals and mission of the organization that the lack of proper communication and subsequent ostracism of employees and their isolation and frustration leads to dwstructive and undesirable consequences in government agencies. The study analyzes the effect of authoritarian leadership on the ostracism of human resources with the mediating role of emotional burnout. The peresent esearch is a descriptive- survey research in terms of applied purpose and in terms of method and nature. To measure the variables of authoritarian leadership, ostracism, and emotional burnout from the questionnaires of Wong et al (2019), Jiang et al (2011) and Swalqa (2017) was used. Validity and reliability of the questionnaires were confirmed through face validity and Coronbach’s alpha (0.82). The statistical population includes government agencies of Khorramabad city that 121 employess have been selected as a sample. Data analyzed through structural equation modeling. Analysis of rsults at %95 confidence level indicates a positive and significant effect of authoritarian leadership on ostracism and emotional exhaustion. Indirect path analysis reveals the mediating role of emotional burnout in the influence of authoritarian leadership on ostracism. As a general result, authoritarian leadership is considered as one of the underlying factors of emotional burnout and consequently ostracism of employees in government agencies.

social Undermining and tear occurs when negative emotions are used against a person or employee or there are issues that prevent a person or employee from achieving their goals or organizational goals, which in the long run leads to inertia, organizational stagnation. Therefore, the present study aimed to monitor the impact of organizational inertia on social Undermining by explaining the mediating role of managers' behavioral disorder. This research is an applied and descriptive survey. The statistical population of this study is the employees of knowledge-based companies in Stanolorestan, which was used to determine the sample size of Cochrane formula and the number of sample members was estimated to be 384 people who were selected using the available sampling method. The data collection tool in this study is a questionnaire whose validity was confirmed by using the content validity method and their reliability was confirmed by calculating Cronbach's alpha. In this study, to test and test the hypotheses and conceptual model, the structural equation approach and Smart Pls2 and Spss 19 software were used. The results of examining the hypotheses showed that social wear has a positive and significant effect on organizational inertia. In addition, the comparison of the results showed that among the dimensions of social Undermining, supervisor wear has the highest impact on organizational inertia. The results also show that managers' behavioral turmoil has a mediating role in the effect of social Undermining on organizational inertia

Digital transformation, which has always been important as a fundamental and strategic action in organizations, has become more important in recent years following the outbreak of coronavirus and the pressures of the coronavirus epidemic have accelerated the efforts of organizations to create digital transformation. The purpose of this study is to design an organizational performance model based on the digital status of the organization in the Corona era with the data foundation approach in the Ministry of Silence. This research was conducted with a qualitative-inductive approach and the method of Strauss-Corbin contextual theory. The research tool (data collection) was a semi-structured interview. Using the grounded theory method, the data obtained from interviews with 27 elites and qualified specialists of the Ministry of Silence were analyzed in three stages of open, axial, and selective coding. 18 general categories in the form of a paradigm model in which these factors include causal conditions (individual factors, organizational factors, technological factors, and environmental factors) central phenomenon (digital status of the organization), underlying conditions (digital context, management context, individual context, technology context), conditions Intervener (individual factors, cultural factors, and organizational factors) and strategies (individual strategy, managerial strategy, and organizational strategy) and consequences (individual results, organizational results, and social results).