مجله مدیریت فرهنگ سازمانی
پیاپی 66 (زمستان 1401)

Consumerism is an improper culture in organizations, especially public ones, which is expanding day by day. The present paper aimed at identifying the factors affective on consumerism among public organizations’ employees. This was an applied study while it was a survey in terms of data collection procedure. Research population consisted of all experts familiar with research subject, including managers and employees in public sector. Eighteen experts were selected by judgment up until theoretical saturation. The data collection instrument was semi-structured interview, and thematic analysis was used to analyze data. After the analysis, 22 effective factors were identified. Personal factors effective on consumerism included personal credit and distinction, welfare seeking, non-ownership feeling, lack of religiosity, personal lifestyle, weakness of conscience, utilitarianism, lack of responsibility, and feeling of entitlement. Organizational factors included perceived injustice, lack of organizational culture, organizational redundant protocols, public managers’ consuming behavior, and legal factors such as the lack of monitoring rules and regulations, legal deficiencies, and public budget. Finally, sociocultural factors affective on consumerism in public organizations included familial lifestyle, focus groups, social class, social ceremonies and rituals, lack of religiosity in the society, and transformation of values. Consumption in itself is a natural behavior, but consumerism is deemed a problem. The importance of saving is even greater in public and governmental organizations that are financed through the public treasury. Various factors can contribute to the emergence and spread of consumerism culture in organizations, knowing which can help obtain appropriate solutions to improve the consumption pattern.

The present study aimed to provide a model of empowerment for the family-heading women in Imam Khomeini Relief Committee. The study adopted a mixed-methods approach. The research population in the qualitative section included all female-headed households, Relief Committees across the country, and managers and specialists, from among whom 115 family-heading women, 27 managers, and 10 specialists were selected and interviewed through purposive sampling. In the quantitative section, 1500 women and 193 managers were selected using Cochran's sampling formula. To collect data, interviews and questionnaires were used. The results of the qualitative section showed that the empowerment model for family-heading females included problems (individual, familial, social, and economic), solutions (individual, familial, social, and economic empowerment), and strategies (direct and indirect organizational, and extra-organizational (including inter-organizational, legal, and social)). The fit of the model in the quantitative phase was assessed using LISREL software. Structural equation modeling also confirmed these dimensions and showed that the model had a relatively good fit with the data. Thus, it can be concluded that the model for the empowerment of women both takes into account the problems of this group and provides appropriate solutions and strategies to empower them in practice.

The purpose of this study was to investigate the role of communication competence in the cultural intelligence of Tehran province Agricultural Bank managers. The study was applied in terms of purpose and mixed-methods in terms of data collection and analysis. Thematic analysis and structural equation modeling were used in the qualitative and quantitative phases, respectively. In the thematic analysis phase, 15 participants were interviewed who had been selected through snowball sampling. The dependability of the interviews was 77 percent in interviewee reviews, and test-retest reliability was 75. In the quantitative phase, a researcher-made questionnaire was distributed among 200 managers and high-ranking officials of Tehran province Agricultural Banks who had been selected through systematic random sampling. The content validity of the questionnaire was found to be 89%, while Cronbach’s alpha showed 82 percent of internal reliability. The results revealed that in order to put their communication competence into practice, managers paid special attention to individual factors such as communication skills, optimism, and respecting addressees’ values as well as organizational factors such as support from top managers, organizational capacity, organizational culture, and organizational structure. In order to put into practice their cultural intelligence, managers should pay attention to motivational factors such as the ability to interact with different cultures and behavioral factors such as behavioral intelligence. Finally, structural equation modeling showed that the communication competence of managers has a positive effect on their cultural intelligence.

Social undermining is a specific type of aggression in the workplace that has been investigated for more than two decades. However, it has not received as much attention as it should in the field of managerial research. The purpose of this study was to investigate the mediating role of organizational silence and emotional exhaustion in the relationship between social undermining and organizational deviant behaviors. The study was applied in terms of purpose and descriptive-survey in terms of data collection and analysis. The statistical population of the study consisted of 235 employees of the West Azerbaijan Electricity Company. For the evaluation of social undermining, emotional exhaustion, organizational silence, and organizational deviant behaviors, the questionnaires of Duffy et al. (2002), Maslach and Jackson (1981), Van Dyne et al. (2003), and Bennett and Robinson (2000) were used, respectively. Through simple random sampling, 160 questionnaires were distributed, out of which 134 questionnaires were completed and returned. Data analysis and testing of research hypotheses were performed by structural equation modeling and Amos software. The results showed that social undermining of the colleagues would lead to deviant organizational behaviors of employees. In addition, the mediating role of organizational silence and emotional exhaustion in this relationship was confirmed.

This study tried to identify and explain the antecedents and consequences of social undermining among the mangers and professors of Lorestan province universities using Fuzzy Delphi approach. The study was a comparative-deductive mixed-methods study. It was applied, descriptive, and survey in terms of purpose, nature, and method, respectively. The statistical population was comprised of the managers and professors of Lorestan Province universities, from among whom 30 experts were selected using purposive sampling based on theoretical saturation. To collect data in the qualitative phase of the study, semi-structured interviews were used whose validity and reliability were confirmed through content analysis and Cohen’s Kappa. Moreover, to collect data in the quantitative phase, a pairwise comparison questionnaire was employed whose validity and reliability was confirmed via content validity and test-retest methods. In the qualitative phase, the data obtained from interviews was analyzed using Atlas.ti software and the antecedents and consequences of social undermining were identified. Moreover, in the quantitative phase of the study, fuzzy Delphi method was employed to prioritize the antecedents and consequences of organizational social undermining. This way, the most important factors and consequences were identified. The results of the study indicated that refraining to provide information to others in order to carry out their duties, preventing others to communicate with each other, treating colleagues coldly, and disdaining others are the most important antecedents of organizational social undermining. Moreover, the results revealed that organizational contempt, psychological pressure, and lack of job satisfaction are the main consequences of organizational social undermining.

In recent years, many public institutions have worked to increase transparency in their organization. The existence of coordination and cooperation between organizational transparency and organizational culture creates an element called sound organizational culture, which is a vital and key issue for government organizations. The main purpose of this study is to develop a conceptual pattern of organizational transparency and sound organizational culture in public institutions, which is centered on the regulatory agencies of the judiciary. The study adopted a mixed-methods approach performed using a partially mixed sequential dominant status design in three qualitative-qualitative-quantitative phases. In this study, three methods of "online focus group-grounded theory-survey" were used to formulate and validate the pattern. According to the research findings, in the first qualitative phase, 7 thematic axes were extracted from the online focus group and used for interviews in the form of discussion axes. In the second qualitative phase, 6 components and 19 indicators were calculated for the pattern. In the third phase, using the survey method, all experts reviewed and validated the components of the template. The results of the research include the role and connection of organizational transparency and sound organizational culture, which cause unsafe and risky environments of organizations to become a safe and dynamic environment that is more effective in creating more open and transparent public organizations.