فصلنامه مطالعات رفتار سازمانی
سال یازدهم شماره 2 (پیاپی 42، تابستان 1401)

The aim of this study was to investigate the effect of envy on employees' creative behaviors. In this regard, the mediating role of employees` intrinsic motivation and the moderating role of perceived organizational justice were considered as well. The statistical population of the present study included all employees of Oghab Afshan Manufacturing and Industrial Company, of which a random sample of 280 employees participated in the study. Research data were collected using a questionnaire and analyzed by structural equation modeling with SPSS and LISREL software. Findings showed that the feeling of envy affects the creative behaviors of employees through the effect it has on the intrinsic motivation of employees, so that this effect is different for different types of envy. So that, malicious envy prevents employees from participating in creative behaviors by reducing their intrinsic motivation, but benign envy has a positive effect on their creative behaviors by increasing employees' intrinsic motivation. In addition, the moderating role of employees' perceptions of organizational justice in the relationship between envy and intrinsic motivation was not confirmed.

Innovative performance is a vital factor in creating value and achieving sustainable competitive advantage in today’s complicated world. Companies pave the way for the innovative performance of their employees by drawing up idiosyncratic deals and creating flexible working conditions. This study aims to examine the effects of idiosyncratic deals on the innovative performance of employees while taking into consideration the mediating role of work engagement and psychological empowerment. This study is of applied type in terms of its goal, and it is a descriptive and correlational study in terms of the data collection method. The statistical population of the study consists of the staff working at five Iranian airlines. Finally, 314 questionnaires filled with accurate answers were submitted based on stratified random sampling. The collected data of the study were analyzed using SPSS and AMOS software. The questionnaires of idiosyncratic deals designed by Rosen et al. (2013), work engagement designed by Schaufeli et al. (2006), psychological empowerment designed by Spreitzer (1995), and innovative performance designed by Wang & Ahamd (2004) were used to assess the research variables. Idiosyncratic deals have a direct significant impact on employees’ innovative performance. They have an indirect significant effect on employees’ innovative performance through the mediation of work engagement and psychological empowerment. The results of the research in the field of idiosyncratic deals and innovative performance have introduced some innovations. The results of research in the field of idiosyncratic work deals indicate that the managers of airlines by offering tailored packages such as paying more salaries and benefits, promoting employees on the path to career advancement, holding training courses, etc., lead to an increase of Job engagement and employee empowerment and ultimately creative and innovative performance of employees.

Despite the increase in quantity and quality of research in the work-life interface area in recent years, disabled employees who in some cases have jobs that are similar to physically healthy employees, have been ignored. Therefore, the purpose of this paper is to understand the construct of work-life interface from the perspective of disabled employees. The research is based on interpretivism paradigm and inductive approach; it is basic in terms of purpose and qualitative research in terms of data. In-depth episodic interviews were conducted with 14 disabled employees working in government organizations or private companies in Tehran. Clark situational analysis was used to analyze the data as one of the approaches of grounded theory. The sampling method was theoretical and the number of samples was determined based on the theoretical saturation of the categories. To confirm the trustworthiness of the analyzes, three methods of collaboration, space triangulation and reflexivity were used. Data analyzes were performed in five steps by drawing four messy and ordered situational maps, social worlds and arenas maps, and finally positional maps. The results showed that work-life interface from the perspective of disabled employees is affected by 25 categories in the form of six components of individual actions, collective actions, perceptual components, discourse structures, socio-cultural components and structural-organizational components. Body limitations, similarity and synchronicity of collective experiences, pattern-ability and patterning, Inducing the idea of vulnerability, distorting the concept of disability and inflexible organizational structure were examples of categories in each of these components. At the same time, these categories were placed in a continuum from conflict to enrichment of work-life interface. Given the presentation of a middle range theory in this research, future researchers are suggested to explore the complementary categories for this theory.

The purpose of this study was to help the field of leadership by providing a framework for forgiveness-based leadership in teaching hospitals in Sari. The exploratory mixed research approach was used to conduct the research. The research community in the qualitative sector includes all experts and managers who are present in one of the areas of management of the health network and hospitals in Sari; Twenty experts were interviewed using purposive sampling. The statistical population in the quantitative study was all managers and staff of hospitals in Sari that 206 people participated in this study as a sample. The research tools were semi-structured interviews and questionnaires. The results showed that leadership behaviors, development of Islamic moral values, development of leadership and development of leadership and management skills are considered as reasons that play an active role in forgiveness-based leadership in the hospital. Also, the consequences of forgiveness-based leadership for the hospital are: 1- Organizational "leadership development, competitiveness and innovation, organizational maturity, organizational trust, justice and ethics". And 2- individual "employee satisfaction and peace, employee loyalty, moral virtues, altruism, motivation and personal development and self-fulfillment".

the purpose of this descriptive-analytical research is to identify and analyze the intellectual structure of "management ethics" studies based on related words, by dividing scientific areas in the web of science in the last three decades. In practice, with scientometric approach and methods such as content analysis, co-word and social network analysis by using data analysis software including HistCite, Bibexcel, Gephi, Spss, VosViewer is done. The results show that these interdisciplinary studies have an average incremental growth rate of 15.59% per year. The highest participation in the production of scientific works is related to the fields of business economics, social sciences, psychology, environmental sciences and public administration. co-word clustering led to 6, 5, 7, 6 and 4 clusters. the lowest belong to the field of public administration. The highest degree of centrality is related to the keywords of organizational social responsibility, leader-member exchange, and sustainability; the keywords of organizational social responsibility, transitional leadership and sustainability have The most centrality of closeness and corporate social responsibility, semantics and sustainability have the most intermediate centrality and are the most important concepts that have shaped the memory of management ethics knowledge. According to the findings, the field of business economics and social sciences have the most common topics with 407 cases, 98.3% overlap. Also, the five areas studied are significantly different in terms of the number of citations received and the number of scientific publications.

This study sought to test a model of service sabotage precedents at the individual level with the moderator role of emotional intelligence and sensitivity to Sensitivity to interpersonal treatment in the Hamadan Water and Sewerage Department. The method of the present study was applied in terms of purpose and descriptive-survey in terms of data collection method. The statistical sample of the study was 150 employees of Hamadan Water and Sewerage Company who were in contact with the client. The obtained data were analyzed using structural equation modeling approach and Smart-PLS software. The research findings show that Workplace Ostracism, abusive supervision and Emotional Dissonance affect the Service Sabotage of Water and Sewerage Department employees and Perceived Customer Mistreatment has not had a significant effect on Service Sabotage. On the other hand, The hypotheses show that emotional intelligence has a moderate role in the relationship between Emotional Dissonance and Service Sabotage of Water and Sewerage Department employees and Sensitivity to interpersonal treatment has a moderate role in the relationship between abusive supervision and Service Sabotage and emotional intelligence doesn’t moderate role in the relationship between Perceived Customer Mistreatment and Service Sabotage. The prevalence of service sabotage in administrative organizations and its impact on organizational performance and reducing the quality of services due to service sabotage.

The purpose of this article is to measurement and testing a high performance organizational culture model in Iran's petrochemical industries.This research is of quantitative type and in terms of purpose, exploratory and data collection method is survey and from the point of view of cross-sectional time. Data collection tool is a researcher-made questionnaire whose validity has been confirmed by industrial and academic elites. The reliability of the questionnaire was confirmed by Cronbach's alpha test (coefficient of 0.815). The statistical population of the study included 8050 employees of Petropars, Jam, Lavan and Fanavaran petrochemical companies working in Iranian Petrochemical Industries. The sample size was calculated by the Cochran's formula of 385 people. 420 questionnaires were distributed and 400 correct questionnaires were collected. The sampling method is stratified random. Data analysis was performed using structural equation modeling using Amos Software. The results of statistical analysis were confirmed by confirmatory factor analysis and in terms of significance by the method of structural equations up to the level of the main categories and after confirmation of formal and content from 400 experts and managers of petrochemical industries. In the next step with a quantitative approach, the current state of high performance organizational culture according to the pattern the extract was assayed. For this purpose, mean comparison, regression and repetition tests used. The results obtained from field survey indicated that the high-performance organizational culture model was approved and dimensions of Behavioral factors, Internal bedding factors, External bedding factors and Process factors were placed in the first to fourth priorities, respectively.