General Management
OZRA jaberimanesh; Ardeshir Shir; mohamad taban
Abstract
Intimacy at workplace can be regarded as a relation, interaction, and making communication through sharing work needs with other employees so that they can reach to a deep understanding and sensitivity towards work problems. This study was done with the aim of understanding the process of forming organizational ...
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Intimacy at workplace can be regarded as a relation, interaction, and making communication through sharing work needs with other employees so that they can reach to a deep understanding and sensitivity towards work problems. This study was done with the aim of understanding the process of forming organizational intimacy. Research method was a qualitative method based on grounded theory. In order to gathering data, semi-structured interviews were applied. Strauss and Corbin method and also paradigm model were used to analyzing data. Population of present study consisted from organizational and management experts. Sampling of study was done through meaningful snowball sampling way based on which 17 interviews with organizational and management experts were implemented. Results of these interviews was a body of basic themes gathered through open coding process, out of which some categories were extracted. At axial coding stage, the link between categories was established and subsequently selective coding stage was implemented. During this study, causal conditions of organizational intimacy were categorized into organizational justice factors, employees' welfare, work independency, optimism, mutual recognition, promotion, and individual characteristics. Empathy and sympathy were mentioned at core category or phenomenon. Identified codes for interfering factors included participation and performance evaluation system. Positive outcome was employees' satisfaction and negative one was lack of taking responsibilities.
Vali Mohammad Darini; Mohammad Taban; Vahid Sharafi; Seyed Mehdi Veiseh
Volume 4, Issue 1 , January 2016, , Pages 65-76
Abstract
One predicament in present organizations is existence of behaviors such as laziness, aggression, bullying, stubbornness, intimidation, revengefulness that are mentioned as group anti-citizenship behaviors. These behaviors affect both on organizations' performance and interpersonal relationships and employees ...
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One predicament in present organizations is existence of behaviors such as laziness, aggression, bullying, stubbornness, intimidation, revengefulness that are mentioned as group anti-citizenship behaviors. These behaviors affect both on organizations' performance and interpersonal relationships and employees cooperation spirit. The main goal of this research is to identify the impact of job alienation on appearing group anti-citizenship behaviors that can be the guideline for human resource managers for giving posts to people who have the greatest effect on employees. The research is an applied research in terms of purpose and a survey-descriptive research in correlation type in viewpoint of gathering data and it specifically based on structural equations model. The statistical universe of the research included employees of governmental organizations in Ilam City that 384 of them were selected as sample by using Cronbach's formula and classified sampling method. In order to measure the questionnaires' validity, content validity method has been used and the questionnaire was totally confirmed by 10 experts. In order to measure the research reliability, Cronbach's Alpha was calculated by SPSS software as 0.91. Results showed that job alienation has direct, positive and significant impact on appearing anti-citizenship behavior. In addition, studying the impact of job alienation on dimensions of group anti-citizenship behaviors, individually and without communication with each other, specified that job alienation has significant impact on every four dimensions of complaining, stubbornness, time wasting and retreading.
