Mohammadbagher Faghih; Mohammadali Sarlak
Abstract
Organizational vitality is very important in achieving the goals of organizations and identifying its various dimensions can help organizations to create and strengthen it. Considering the rationale of the three-pronged model in the study of phenomena, this study was conducted with the aim of "providing ...
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Organizational vitality is very important in achieving the goals of organizations and identifying its various dimensions can help organizations to create and strengthen it. Considering the rationale of the three-pronged model in the study of phenomena, this study was conducted with the aim of "providing a three-pronged framework for organizational vitality." In this research, the Meta-synthesis method has been used to achieve a deep understanding of organizational vitality. First, based on a protocol with 4 criteria, articles were searched in the field of organizational vitality and its constructive factors, and then, by validating the selected articles, finally 29 articles were finalized and the constructive factors of organizational vitality were extracted in them. Finally, the building blocks of organizational vitality have been organized in three dimensions: content, context and structure. Structural dimensions of organizational vitality such as improving work rules and regulations, improving organizational structure and more flexible structures, uplifting structural mechanisms, strategic human resource management, high employee performance and productivity, etc. content (behavioral) dimensions Organizational vitality dimensions such as optimism for the future, extraversion, physical and mental health, trust between managers and employees, conflict management, positive thinking, increasing the level of employee belonging, using a flexible structure, etc. and finally Dimensions of organizational vitality including organizational culture of interaction, efforts to change organizational culture with a happy and dynamic approach, fit of employees' culture with organizational culture, culture of flexibility and adaptation, interest in work, etc. have been identified. This framework can be used as a new framework in the field of three-dimensional framework (context, content and structure) of organizational vitality after validation and testing among different organizations.
Causation
Sedighe Bagheri; Mohammad Mehdi Parhizgar; Seyed Mohammad Baqeri; Ozhan Karimi
Abstract
This research aims at finding an answer to this question: what factors can lead to a reduction in the employees' tendency to commit service sabotage? To this purpose and regarding the extensive studies done in this field, the qualitative meta-synthesis method was used. The reason for choosing meta-synthesis ...
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This research aims at finding an answer to this question: what factors can lead to a reduction in the employees' tendency to commit service sabotage? To this purpose and regarding the extensive studies done in this field, the qualitative meta-synthesis method was used. The reason for choosing meta-synthesis approach is that it can help discover the new and fundamental themes and metaphors by providing the researchers with a systematic frame and by combining different qualitative researches and consequently making it possible to have a comprehensive and broad perspective toward issues. The sample intended for meta-synthesis in this research is composed of selected qualitative studies based on their relevance to the research question. In this study, a sample of 151 related studies was extracted from both internal and external databases during the years 2002 to 2018. After screening the researches with respect to their title, abstract, content and quality, 71 internal and external studies were left, results of which were combined with each other. The implementation of this process resulted in the extraction of 47 factors effective on reducing the service sabotage, which were categorized in eight groups including individual, interpersonal, organizational, family, ethical, beliefs related, economic and environmental factors. furthermore, the present study provides managers with a both categorized and classified list of effective factors on reducing the service sabotage done by the employees and will enable them to manage these behaviors better and yet reduce the costs of such behaviors for their organizations.
