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 ...
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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.
Modeling
Gholamreza Azad; Ali Shojaeifard; Mohebi Serajaddin
Abstract
In the government organizations of the country, one of the problems that hinders the progress of the organization is the power-seeking behavior of managers in organizational communication, and experts consider this type of behavior that managers, as the first person in the organization, consciously ...
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In the government organizations of the country, one of the problems that hinders the progress of the organization is the power-seeking behavior of managers in organizational communication, and experts consider this type of behavior that managers, as the first person in the organization, consciously or unconsciously use to achieve power and order in organizations, is a kind of organizational pest. they know Considering that managers' power-seeking behaviors are one of the important issues that have different effects in organizational communication, this research was conducted with the aim of providing a model of power-seeking behaviors in organizational communication among managers of government organizations in the country. The research method is applied in terms of purpose and a mixed approach in terms of data type. The statistical population of the qualitative department of management and communication professors of Tehran province universities who had managerial experience in government organizations of Tehran province, the snowball method was used to select the sample size, and 15 people were interviewed. The statistical population was a quantitative part of managers of government organizations in Tehran province, 380 people were selected as the sample size using Cochran's formula and stratified random sampling method. Data analysis was done in the qualitative part with the help of the foundation's data strategy and in the quantitative part using SPSS 22 and Lisrel 8.54 software. The findings show that the model of power-seeking behaviors in organizational communication among the government organization of the country includes the central category of power-seeking behaviors in organizational communication; Causal conditions with four components of personality characteristics, communication, sociability and management; contexts with three components of political behavior, situational adaptation and job position; Strategy with three components of organizational climate, organizational patterns, organizational rules and regulations; The intervention is with two components of dynamic and complex environment and organizational ethics, and the consequences are with two components of organizational indifference and reduced participation. The results show that the presented model can help to better understand the power-seeking behaviors of government managers in organizational communication.
mohsen farhadinejad; Mohsen Eynali; hooshmand Bagheri garbollagh
Abstract
Mum effect is the situation when a person decides to withhold important information for certain reasons. The main identity of the Mum Effect is the greater reluctance of the individual to give bad news about his desire to give good news and thus to be silent. The main purpose of the present research ...
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Mum effect is the situation when a person decides to withhold important information for certain reasons. The main identity of the Mum Effect is the greater reluctance of the individual to give bad news about his desire to give good news and thus to be silent. The main purpose of the present research is to influence Hofstede culture dimensions on the employee performance and organizational communication given the impact of Mum Effect. The statistical population of this study is employees of governmental organizations in Semnan. According to Morgan table, a sample of 285 people was selected. Data gathering tool was a standard questionnaire (Hofstede, 1994; Ramingwong & Snansieng, 2013; Yildirim, 2014 and Koopmans et al., 2012). Structural equations’ modeling was used to analyze research data with Smart-PLS software. The results showed that power distance index, individualism, masculinity, uncertainty avoidance and long-term orientation have a positive and significant effect on the Mum Effect. Other findings of the research have a negative effect on the Mum Effect on employee performance with β (-0/488) and organizational communication with β (-0/514). What distinguishes this study from the studies of the dimensions of Hofstede''''s culture is that the present study emphasizes the role of the variable of Mum Effect that was neglected in previous research.
Modeling
Belal Panahi
Abstract
The existence of destructive conflicts and lack of transparency, as well as the lack of correctly using organizational communication have created challenges in most organizations. The main purpose of this study was to evaluate the role of organizational transparency on organizational conflicts by intermediating ...
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The existence of destructive conflicts and lack of transparency, as well as the lack of correctly using organizational communication have created challenges in most organizations. The main purpose of this study was to evaluate the role of organizational transparency on organizational conflicts by intermediating the effective organizational communications. The present research is applied in terms of purpose and is descriptive in terms of nature, implementation, and collecting data, and is correlational in terms of research method. The statistical population of the study was 340 employees of the Regional Water Organization of East Azarbaijan and the sample size was 181 people that was selected through random sampling method and according to Cochran formula. The reliability of the questionnaires was confirmed by Cronbach's alpha formula and their validity was confirmed by content validity method. In inferential statistics, the first step was to test the normality of the data. Then, the research hypotheses were analyzed by using the LISREL and Path analysis method. The findings of the research indicated that organizational transparency has an impact on reducing organizational conflicts by intermediating organizational communication. Also, organizational transparency has a significant effect on organizational communication, and organizational communication also has an impact on reducing organizational conflicts.
Causation
Hossein Damghanian1; Mohammad Shikhzadeh; Mohammad Yazdani Ziarat
Volume 5, شماره 4 (پیاپی 20) , November 2017, , Pages 49-66
Abstract
The purpose of this study is to examine the Socio-Emotional competencies (SEC) in the organizational communication, identification of its important components and determine the quality of interaction between them. This research is an applied and developmental as well as quantitative and qualitative ...
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The purpose of this study is to examine the Socio-Emotional competencies (SEC) in the organizational communication, identification of its important components and determine the quality of interaction between them. This research is an applied and developmental as well as quantitative and qualitative by using interpretive structural modeling method. The study Statistics population is consisted of all Iranian academic experts in the organizational communication; that 15 peoples of them were selected using snowball sampling as statistical sample. The data collection tool is a researcher made matrix table; which designed based on paired comparisons between the components of the research as a square matrix. The results led to identification of 11 important components of SEC; that were placed at 8 different levels of interaction. Also, The Results showed socio-emotional knowledge, Self-awareness, self-management, self-motivation had more effective than other components on SEC. According to the results, we can say that the components of SEC at different levels have effect together, and changes in the quality of each component cause changes in quality of the organizational communication.
