Conceptualization
Ali Yasini; Mohammad Adinehvand; Mahmoudreza Kabiri Yeganeh
Abstract
One of the acute forms of organizational and interpersonal misconduct in communication is the phenomenon of gaslighting, which refers to the emotional abuse of an individual or a type of psychological harassment inflicted by others. This is achieved through the imposition of psychological pressures on ...
Read More
One of the acute forms of organizational and interpersonal misconduct in communication is the phenomenon of gaslighting, which refers to the emotional abuse of an individual or a type of psychological harassment inflicted by others. This is achieved through the imposition of psychological pressures on the targeted individual, resulting in a disruption of their organizational duties. Therefore, the aim of the present study is to analyze employees' perceptions and lived experiences of gaslighting in organizational relationships within government organizations in Kermanshah city. To this end, a qualitative research method employing a phenomenological approach was utilized to understand and identify the phenomenon of gaslighting in organizational contexts. The participants in the study consisted of employees from various government organizations in Kermanshah, with a total of 20 interviews conducted using purposive sampling until data saturation was achieved. The inter-rater agreement coefficient was utilized to assess reliability, while validity of the identified codes was ensured through peer review and participant feedback. The results of the content analysis coding revealed that the phenomenon of gaslighting encompasses 18 main categories, which can be categorized into four distinct areas. The first area pertains to management and leadership, which includes categories such as: the manager's inability to accept mistakes, lack of personal accountability, limitations in decision-making, non-acceptance of others' opinions, and dismissal of emotions. The second area relates to communication and social interactions, which includes categories such as: controlling social relationships, disseminating misinformation, instilling uncertainty and doubt in the individual, concealment, and exploiting feelings of sadness and despair. The third area encompasses managerial and professional behaviors, which includes categories such as: blame-oriented behaviors, Machiavellian conduct, bullying, persistent criticism, projecting behaviors, and utilizing past emotions. The fourth area is psychological, which encompasses categories such as controlling employees' personal lives and blame-related behaviors.
Regression
Jahan Abdi; Mohammad Adinehvand; Zahra Hajibeigi
Abstract
This research was conducted with the aim of investigating the effect of patriarchy on organizational trauma with the mediating role of ambition of female managers in government organizations of Ilam province. Methodology In terms of the purpose, the research method is a part of applied research, and ...
Read More
This research was conducted with the aim of investigating the effect of patriarchy on organizational trauma with the mediating role of ambition of female managers in government organizations of Ilam province. Methodology In terms of the purpose, the research method is a part of applied research, and in terms of implementation and the method of data collection, it is descriptive and correlational. The statistical population includes all the female managers of government organizations in Ilam province in 1402, numbering 127 people, based on Morgan's table, 95 people were selected for this study by simple random sampling method. The data collection tool in this research was Cheng et al.'s patriarchy questionnaire (2000), Steinkamp's organizational trauma questionnaire (2014) and Zohragin Schmidt's leadership questionnaire (2008). The validity and reliability of these questionnaires were confirmed through face validity and Cronbach's alpha. Findings The results of this research showed that the relationship between organizational ambition and organizational trauma (-0.639) is negative and significant, the relationship between organizational patriarchy and organizational trauma (0.351) is positive and significant, and the relationship between organizational patriarchy and organizational ambition (976) -0/) was negative and significant. Also, the research results showed that the relationship between organizational patriarchy and organizational trauma with the mediating role of organizational ambition (0.624) was positive and significant. The results of this research showed that patriarchal management causes organizational problems, and in this regard, organizational ambition can act as an effective factor in improving performance and reducing trauma in organizations. Therefore, it is suggested that managers act by creating motivation, healthy competition and promoting a positive work environment in order to achieve growth and progress in the organization and prevent organizational trauma.
