فصلنامه مطالعات رفتار سازمانی
سال دوازدهم شماره 2 (پیاپی 46، تابستان 1402)

Researchers, both domestic and foreign, have extensively studied the positive aspect of identity in the realms of work and organization, known as "occupational/organizational identification". However, comparatively less attention has been given to its negative counterpart, termed "occupational/organizational disidentification". The primary objective of this paper is to explore the impact of idiosyncratic deals breach on occupational and organizational disidentification. The study further investigates the mediating role of perceived organizational support, along with the moderating influence of perceived organizational prestige and career stage. This research is an applied one in terms of purpose, and employs descriptive-survey methodology to collect relevant data. The study employed a statistical population comprising employees of four financial technology (fintech) companies from which a minimum sample of 293 individuals was selected using G-Power software and relevant tests. The collected data were subjected to analysis via structural equation modeling and partial least squares approach utilizing Smart-PLS3 software. Results indicated that while idiosyncratic deals breach had a significant effect on organizational disidentification, no direct relationship with occupational disidentification was established. However, idiosyncratic deals breach had a significant influence on both occupational and organizational disidentification through perceived organizational support as the mediating variable. Although perceived occupational prestige, as a moderating variable, did not affect the relationship between idiosyncratic deals breach and occupational disidentification, career stage exerted a significant moderating effect on the relationship between idiosyncratic deals breach and organizational disidentification. This research contributes to a comprehensive understanding of identity and the spectrum of "identification-disidentification," which can aid managers in shaping their policies by paying greater attention to the factors that create or moderate disidentification in both work and organizational settings.

The purpose of this research is to identify the job preferences of the fourth generation employees, the dimensions, components and characteristics of the fourth generation human resources management specific to this generation and to prioritize the recognition of these preferences for the organization's leaders and human resource managers in the organization. It is of vital importance. In terms of results, this research is considered to be a developmental research, in terms of its purpose,it is an applied research. The indicators related to the fourth generation management of human resources in Iran's government organizations were identified and prioritized based on Delphi analysis and then based on structural-interpretive analysis. The value system factor was placed in the autonomy variable group,it was also determined that indicators such as payment system, job promotion, and communication system are included in the group of dependent variables, and leadership style indicators and feedback system are in the group. The independent variables are placed. Based on the results of this research, the payment system and the feedback system are among the most important motivational factors of the fourth generation of human resources, which managers should consider in designing and establishing a management model and an effective leadership style

This study seeks to know the different types of behavior of managers in facing the psychological challenges of employees during Covid-19 in order to help the organization achieve its goals by creating coordination with other components. For this purpose, 21 managers were interviewed using the narrative research method and 507 primary codes were extracted. Then, using theme analysis, 74 concepts for employees' psychological challenges and 130 concepts for managers' behavior in facing these challenges were discovered, and finally 18 final categories for employees' psychological challenges and 30 final categories for managers' behavior were identified. In the typology section, the final categories of managers' behavior were classified in two dimensions of Accepting the manager's behavior (high/low) and employee morale (strong/weak) and four main types were obtained based on these two dimensions. Types of managers' behavior were identified with the titles of developing, motivating, directing and moderating behaviors. By choosing the appropriate behaviors and paying attention to the morale and acceptance of the employees in choosing these behaviors, in addition to maintaining the morale of the employee, managers also gain more influence over the employees and can accompany the employees to reduce psychological challenges and achieve organizational success.

In the anti-fraud and anti-corruption literature of the world, whistle-blowing is an act that alerts public opinion or competent authorities to the existence of wrongdoing person(s) or wrongdoing activities, including a wide range of illegal activities, violating regulations, and threatening public or private interests. For example, it informs about fraud and corruption in the public, public, or private sector. The purpose of this research is to identify and investigate the factors affecting whistleblowing in accounting. Meta-synthesis method, which is a kind of qualitative study and with a systematic approach, and combines the qualitative findings of other researches, is used to discover new and basic categories. For this purpose, based on the seven steps of metacomposite, the systematic evaluation and analysis of 124 research findings It has been discussed previously and the opinion of 12 experts has been obtained and its effect coefficient has been determined with Shannon's entropy based on content analysis. The findings indicate that whistle-blowing in organization includes three dimensions of individual, organizational and extra-organizational stimuli, from the total of 23 collected components, demographic characteristics, responsibility, organizational structure, leadership and management, etc. have the greatest impact on whistle-blowing. in accounting, which is mostly related to individual factors and organizational factors, and other components such as obedient silence, information technology, etc. have the least effect. The results of this research point to the importance of the issue of disclosure and its effects on the decisions of stakeholders and challenge the theories of representation and sensitivity.

Nowadays, one of the most important components of the organizations development is human resources and their empowerment, and leaders by means of empowering behaviors, can provide the basis for the organization’s development and progress and achievements to the desired organizational performance. Considering the importance of this issue, the present research was conducted with the aim of knowing and understanding the leaders empowering behaviors and identifying and explaining their types. This research is practical in terms of it’s purpose and by regard to its nature and method, it is combined with a sequential exploratory approach, in which the content analysis method was used in the qualitative phase, and the survey method was used in the quantitative phase. The participants of the present study in the qualitative and quantitative part of experts include university professors and managers of government organizations, 30 of whom were selected according to the principle of theoretical adequacy and using the purposeful sampling method. In the qualitative part of the research, the data collection tool is a semi-structured interview, the validity and reliability of which was confirmed using the CVR coefficient and intra-coder and inter-coder tests. Also, the data collection tool in the quantitative part is a fuzzy Delphi questionnaire, which was answered by 30 experts, which includes university professors and managers of government organizations and the participants form the quantitative part, And its validity and reliability were confirmed using content validity and retesting. In this research, the coding method and Atlas.ti software were used in the qualitative part, and the Delphi fuzzy method was used in the quantitative part. The results of the research include identifying the types of leaders empowering behaviors, and finally, 20 types of empowering behaviors were identified, among them, power sharing and decentralization, delegation and independence,

Human resources are among the intangible assets of an organization, the result of their attitudes can lead or hinder the organization in achieving its goals. Among these attitudes are job enthusiasm and organizational indifference, which are at opposite ends of the spectrum; In such a way that it is necessary to reach job passion to get away from the forces that create indifference because indifference is considered a destructive attitude. In this regard, the purpose of this research is to investigate the factors affecting job enthusiasm and indifference of employees of Fars Regional Electrical Company. In order to collect data, firstly, 64 common factors affecting job engagement and indifference were identified by metacombination method; Then, by weighting according to the best-worst fuzzy method, the results indicated that the productive attitude and psychological empowerment, job attractions and justice-oriented are the most important factors.Then, he analyzed the relationship with Fuzzy Dematel method and the results indicated that the efficiency of the supervisor, unbalanced job demands, centered justice are influential factors and psychological empowerment, personality dynamics, productive attitude are influential factors. Finally, in order to measure the current situation, 213 staff members of Fars Regional Electric Company were selected from a community of 580 people by simple random method and it was found that job attractions scored the most driving points and justice-oriented with Earning a negative score was identified as an inhibitor of job engagement.

Today, especially in the Corona and Post-Coronavirus era, research on "loneliness in the workplace" has received more attention than ever before. The main goal of this research is to investigate the current state of knowledge related to loneliness in the workplace in scientific publications. To achieve this goal, the trend of researches conducted from 1966 to 2022 was analyzed using bibliometric analysis and through VOSviewer software. A total of 2240 documents were retrieved from the Web of Science database and the findings showed that the highest percentage of studies on loneliness in the workplace were conducted in 2021. United States, China and England have contributed the most in studies and majority of studies are in the field of management and communication sciences. Williams, KD has the most references among the authors and the keywords of alienation, ostracism and in recent studies the keywords of loneliness have appeared in the workplace. The results in this research have opened a new vision to researchers who are interested in this field, helped to better understand this phenomenon, and provided suggestions for future research.