Causation
Mohammad Reza Mazaheri tehrani; Sanaz Shafiee
Abstract
Successful implementation of Enterprise Resource Planning (ERP) systems, along with aligning business operations and integrating data, offers numerous benefits. However, it is often prone to failure as it requires significant resources, time, and extensive changes to organizational processes. This study ...
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Successful implementation of Enterprise Resource Planning (ERP) systems, along with aligning business operations and integrating data, offers numerous benefits. However, it is often prone to failure as it requires significant resources, time, and extensive changes to organizational processes. This study aims to identify and prioritize the barriers to implementing ERP systems in the Telecommunications Company of Isfahan Province. The research employs a mixed-methods (qualitative-quantitative), exploratory, and applied approach. The statistical population includes IT staff in the Telecommunications Company of Isfahan Province, among whom 15 experts were selected using purposive and snowball sampling methods. Data collection tools consisted of two researcher-designed questionnaires. In the first phase, using the fuzzy Delphi method, 15 key factors were identified out of 55 initial factors derived from a scoping review through three rounds of surveys. In the second phase, interrelations and prioritization of the factors were examined using Interpretive Structural Modeling (ISM) and MICMAC analysis. Findings indicated that three barriers—management changes during ERP system implementation, lack of commitment and adequate support from senior management, and the organization's inability to allocate appropriate financial resources—are the most influential obstacles in ERP system implementation. This research assists organizations and ERP system providers in understanding the challenges of ERP system implementation and achieving the highest level of system implementation performance.
Causation
Hamidreza Jalilian; Morteza Moradi; Hamid Jalilian; Rasol Ghollamzadeh
Abstract
Organizational friction, a detrimental organizational behavior, can impede organizational growth by negatively affecting human resources. the present study aimed to categorize the mental patterns of managers regarding the antecedents of organizational friction within the Kermanshah Gas Company. A mixed-methods ...
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Organizational friction, a detrimental organizational behavior, can impede organizational growth by negatively affecting human resources. the present study aimed to categorize the mental patterns of managers regarding the antecedents of organizational friction within the Kermanshah Gas Company. A mixed-methods approach, grounded in an interpretive-positivist philosophical framework, was employed for this applied-developmental study. Qualitative data was collected through interviews to explore the participants' perspectives, while a quantitative approach using Q factor analysis was used to extract these perspectives. The study population consisted of managers from the gas company, with a purposive sample of 19 participants. To ensure validity, content validity (coherence between adjacent statements) and face validity (statements covering various aspects of the topic to define the mental model) were assessed. Test-retest reliability was determined using 5 participants. To develop the Q-set, relevant literature was extensively reviewed, identifying 38 factors influencing organizational friction. After eliminating redundancies and addressing conceptual overlaps, the final Q-set included 25 factors, which were then prioritized by the participants. The results of Q factor analysis revealed five distinct cognitive patterns regarding the antecedents of organizational friction among the managers. The dominant pattern, according to the findings, was the first pattern, which identified interactions between systems and processes at the organizational level as the primary source of friction within the target population. Other cognitive patterns ranked lower in priority.
Causation
Ali Mahdi
Abstract
The logic of national planning and development, akin to many countries worldwide, necessitates a consistent focus on the training of managers as a strategic, practical, and highly influential factor in national development. This focus encompasses a wide range of education, empowerment, excellence, and ...
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The logic of national planning and development, akin to many countries worldwide, necessitates a consistent focus on the training of managers as a strategic, practical, and highly influential factor in national development. This focus encompasses a wide range of education, empowerment, excellence, and enhancement initiatives, with an emphasis on the community of managers within the country. Undoubtedly, what significantly contributes to the improvement and further empowerment of managers is the quality of their training and the planning of their educational programs. Therefore, the core foundation of this process—managerial training—must be given due attention. Assessing the quality of managerial training in the public sector is a critical issue, as its systemic impact extends to other managerial and executive sectors of the country. Given the significance of this matter, the present study, which is applied in its objective, descriptive and exploratory in its examination of variables, and survey-based in its methodology, investigates the quality of public sector managerial training. Utilizing a broad dataset derived from targeted questionnaires and the opinions of 96 experts and practitioners in the field, the study explores the subject across four domains: functional, processual, structural, and systemic perspectives. The findings, analyzed through SPSS software, reveal that the primary challenges identified within these four domains are as follows:Weak realization of objectives and inadequate application of managerial training systems in practice, Deficient processes for developing and deepening managerial skills, Frequent changes in organizational roles and positions without regard to competency, and Insufficient review and reform of educational system regulations.
Causation
Ali Shokouhipak; Mojgan Zarghamifard; Mohammad reza Behboudi
Abstract
Identity leadership is a model of leadership that emerged the field of leadership in 2014. This model of leadership argues that the effectiveness of leaders stems from their capacity to create and institutionalize a shared sense of identity among their group members and is a combination of two theories ...
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Identity leadership is a model of leadership that emerged the field of leadership in 2014. This model of leadership argues that the effectiveness of leaders stems from their capacity to create and institutionalize a shared sense of identity among their group members and is a combination of two theories : shared social identity and self-categorization. The main purpose of the research is to investigate the foundations of identity leadership and the validation of Identity Leadership Inventory within Iranian organizations. In terms of research method, the current research is descriptive-survey and quantitative research. The statistical population of the research is official and contract employees of four government organizations in Bandar Abbas city, (Hormozgan province Water and Wastewater Company, Hormozgan Regional Water Company, Bandar Abbas roads and Urban Development Organization and Hormozgan Regional Electric Company) have been selected as examples. .Data collection was done using identity leadership questionnaire under the title of identity leadership inventory and a total of 350 questionnaires were collected and analyzed. In order to validate, confirmatory factor analysis and Cronbach's alpha coefficient were used. Finally, after addressing the four dimensions of identity leadership and its background, it was found that identity leadership and its dimensions are valid within Iranian organizations.
Causation
Hashem Sabralipour; Asgar Pakmaram; ٔNader Rezaei; Jamal Bahri Sales
Abstract
The main objective of this experimental study is to determine the effect of the weakness of internal controls, the audit report of the previous year, and the ownership structure on the auditor's change and the delay in the audit report. The statistical population of this research is the companies accepted ...
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The main objective of this experimental study is to determine the effect of the weakness of internal controls, the audit report of the previous year, and the ownership structure on the auditor's change and the delay in the audit report. The statistical population of this research is the companies accepted in the Tehran Stock Exchange. The data of this study consisted of 1860 years of the company from 2006 to 2018. The research method is correlation and causal hypothesis and hypothesis testing method, correlation test and regression. The results of this study showed that the weakness of internal controls has a significant effect on the auditor's change and the delay in the audit report. Therefore, the significant impact of the ownership structure and audit report of the previous year on the auditor's change and the delay in the audit report was not observed.
Causation
Zolfa Haghgooyan; Ali Derakhshanmehr; Maryam Mashayekhi
Abstract
Coaching is a systematic guidance approach and a solution-oriented process that helps managers to strengthen learning and change, considering that coaching is one of the most effective methods of learning and developing skills, the purpose of this article is to identify the consequences of the coaching ...
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Coaching is a systematic guidance approach and a solution-oriented process that helps managers to strengthen learning and change, considering that coaching is one of the most effective methods of learning and developing skills, the purpose of this article is to identify the consequences of the coaching behavior of managers is from the perspective of employees of Shahr Qom municipality. This research is exploratory in terms of purpose and qualitative in terms of data collection method and theme analysis technique. The method of collecting information is field and library, and the tool of collecting information is semi-structured interview. The statistical population is the municipal employees of Qom city. Sampling in this research is non-probability and purposeful sampling. In order to analyze the qualitative data in this research, the method of coding and theme analysis was used. After the studies and analysis, the identified consequences for the managers' coaching behavior were divided into two general categories of individual and organizational consequences. Individual outcomes include employee vitality, emotional intelligence, job satisfaction, psychological capital, and knowledge management. Also, organizational consequences include organizational citizenship behavior, productivity, customer satisfaction, and organizational voice.
Causation
hajieh rajabi farjad
Abstract
The aim of this study was to develop a comprehensive model for job Anchorages of employees of the General Office of Deeds and Real Estate. This research is a combination of data-based type in terms of purpose, applied-development and research method. The statistical population of the research is the ...
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The aim of this study was to develop a comprehensive model for job Anchorages of employees of the General Office of Deeds and Real Estate. This research is a combination of data-based type in terms of purpose, applied-development and research method. The statistical population of the research is the employees in the quantitative department, the employees of the General Office of Deeds and Real Estate of the country, whose number is 488 people. According to which, 153 people were selected based on Cochran's formula as a statistical sample and by relative stratified random sampling method. In the qualitative method, sampling was targeted non-randomly until it reached the saturation point in the experts section. In the qualitative section, field method and interview tools were used to extract the factors affecting the job anchors of employees. In the quantitative part, after extracting the components of the employees' job anchors through interviews; Questionnaires were prepared and distributed among employees. The obtained data were used in the qualitative part of content analysis using software MAXQDA and in the quantitative part of structural equation model and SmartPLS software. The results showed that the causal factors affecting employee innovation including organizational, extra-organizational, individual and national factors should be sought. Also, according to the experts of this research, the central category can be considered equivalent to innovation in organizational structure, education, research, human capital, technology and equipment.
Causation
Elham Mala; Mehdi Keirandish; Mohammad Javad Taghipourian; Davood Kia Kojouri
Abstract
In today's turbulent environment, teamwork is not enough to achieve team goals; In such a situation, Synergic work teams are necessary requirement; Synergy is a process that unifies teamwork in a context and aims to create an optimal harmonious balance. This research was carried out with the purpose ...
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In today's turbulent environment, teamwork is not enough to achieve team goals; In such a situation, Synergic work teams are necessary requirement; Synergy is a process that unifies teamwork in a context and aims to create an optimal harmonious balance. This research was carried out with the purpose of identifying the factors of the synergistic work team model in Iran's government organizations with meta-composite method. The current research is analytical-descriptive in terms of its practical purpose and in terms of the research method, which was carried out using the meta-synthesis qualitative research method. The metasynthesis method was performed using the seven steps of the method of Sandelowski and Barroso (2007). The statistical population of the research included all the articles in reliable domestic and foreign databases during the years 2000-2024, and 27 articles were selected based on the research criteria. The main and secondary factors of the pattern were extracted using the theme analysis method. Based on the meta-combination results, the factors of the model of complementary work teams in Iranian government organizations include 85 primary concepts, 18 sub-categories and 5 main categories, which include organizational soft factors, synergistic human resource management, synergistic team processes, internal interactions of synergistic teams and synergistic members. The findings of this research guide planners and policy makers in the field of achieving and realizing synergistic work teams.
Causation
hossein yakhkeshi; Ahmadali Khaefelahi
Abstract
The aim of the present study is to identify and analyze the factors reducing productivity in the Supreme Audit Court. This research was conducted in 2023using a mixed-methods approach (qualitative and quantitative). In the qualitative part, an exploratory method was used to identify the factors. Semi-structured ...
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The aim of the present study is to identify and analyze the factors reducing productivity in the Supreme Audit Court. This research was conducted in 2023using a mixed-methods approach (qualitative and quantitative). In the qualitative part, an exploratory method was used to identify the factors. Semi-structured and in-depth interviews were conducted with19 experts, selected through purposive and snowball sampling. After analyzing the interviews and coding the responses, 34 indicators of factors reducing productivity were identified within 2 main dimensions and 9 components. The statistical population of the quantitative section of the study included all official and contractual employees of the supreme audit court and 31provinces, totaling 1,960 people. A 47-item questionnaire was designed, and using a mean comparison test, the impact of each factor on the reduction of productivity was identified. The results of hypothesis testing indicated that individual, organizational, the legislative, the executive components, and components of other supervisory institutions have a positive and significant impact on the reduction of productivity in the supreme audit court. However, the impact of the expediency council, the judicial branch components, media components, and general public components on the reduction of productivity in the supreme audit court was not confirmed. The results showed that although all components and their indicators were considered impactful on reducing productivity from the perspective of the research experts, from the perspective of the questionnaire respondents, the components of the expediency council, the judicial branch, the media, and the general public did not play a significant role in reducing productivity.
Causation
Esmaell Omranzadeh; Elmira Shakeri
Abstract
In the last two decades, attention to the sustainable management of human resources as a new paradigm has grown significantly in the advanced and industrialized countries of the world. Accordingly, the current research aimed to provide a conceptual model to explain the obstacles to the implementation ...
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In the last two decades, attention to the sustainable management of human resources as a new paradigm has grown significantly in the advanced and industrialized countries of the world. Accordingly, the current research aimed to provide a conceptual model to explain the obstacles to the implementation of sustainable human resource management in the National Company of Petrochemical Industries. In this qualitative research, Atlas T exploratory analysis software, database analysis method, and coding based on the inductive approach were used. The results were obtained from 19 semi-structured field interviews and documents. A combination of purposive, snowball, convenience, and theoretical sampling methods were used to select the samples. The results indicated that causal conditions of “inability to attract skillful and talented human resources", "inability to maintain skillful and talented human resources and inability to direct skillful and talented human resources", and "legal responsibility and value system” along with intervener conditions of “labor conditions, customer conditions, management factors, and macro-environment conditions” shape the phenomenon of instability of human resource management, the instability of work systems, the absence of cybernetic management, the lack of systemic thinking, and imbalance in a context of environmental complexities and managers as well as cultural perspectives. These factors construct illegality of management actions, lack of legitimacy of management actions, lack of attention to creating common mental models, lack of awareness strategy, and consequence of individual, organizational, social, economic, and environmental.
Causation
Ali Shariatnejad; Zahra Eyni Nargeseh
Abstract
In the country's administrative and organizational system, one of the most important problems that hinders the proper functioning of employees and organizations is a phenomenon called presenteeism. Presenteeism is introduced as a phenomenon according to which employees are physically present in the workplace ...
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In the country's administrative and organizational system, one of the most important problems that hinders the proper functioning of employees and organizations is a phenomenon called presenteeism. Presenteeism is introduced as a phenomenon according to which employees are physically present in the workplace but are functionally absent. Considering that presenteeism is one of the most important organizational phenomena in the country and has consequences at the individual and organizational levels, Therefore, the current research was conducted to identify and analyze the causes and consequences of the phenomenon of presenteeism in the state banks of Lorestan province. The current research is practical in terms of its purpose, and in terms of gathering information, it is among exploratory research. Also, this research is a mixed qualitative and quantitative research based on comparative and inductive philosophy. The participants in the research are experts, 30 of whom were selected by purposeful sampling and based on the principle of theoretical adequacy. Also, the participants of the research in the quantitative part are 3000 managers and employees of state banks in Lorestan province, and 341 of them were selected based on Morgan's table using available sampling. The data collection tool is in the qualitative part of the interview, whose validity and reliability were confirmed using content validity and theoretical validity and intra-coder and inter-coder reliability methods. Also, the data collection tool is in the quantitative part of the questionnaire, whose validity and reliability were confirmed using the content validity and retest reliability of the test. Qualitative data was analyzed by content analysis method and quantitative data was analyzed by fuzzy cognitive mapping method.The results of this research indicate that non-admission of telework and working flexibility from the organization, having an organizational commitment, and the type of employment relationship between the individual and the organization are the most important reasons for the outbreak of presenteeism. Also, the emergence of the state of organizational laziness, decreased performance and individual and organizational productivity, and the emergence of invisible employees are identified as the most important consequences of the phenomenon of presenteeism in the state banks of lorestan province. According to the research findings, presenteeism is a negative and harmful phenomenon that severely overshadows the performance and productivity of human resources and the organization, and by disrupting the overall performance of the organization, it leads to pushing the organization. It becomes inefficient for an organization.
Causation
Alireza Mohammadi Bajgan; Mohammad Montazeri Mahmoodabadi; Yousef Ahmadi
Abstract
The current research was conducted with the aim of designing a model of intergenerational conflict management among shipping employees in the south of Iran. This research is applied in terms of purpose and exploratory in nature, which has been analyzed with a mixed (qualitative-quantitative) approach. ...
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The current research was conducted with the aim of designing a model of intergenerational conflict management among shipping employees in the south of Iran. This research is applied in terms of purpose and exploratory in nature, which has been analyzed with a mixed (qualitative-quantitative) approach. In the first stage, qualitative method and in-depth interviews were used to identify the components of the model. In the qualitative part, there are 15 university experts who were selected in a targeted way. In order to analyze the data of the qualitative part, the foundation data analysis method was used using MaxQuda software. In order to fit the model designed in the qualitative part, a quantitative method with structural equation modeling approach was used. The participants in this section included 203 managers, experts and employees who were selected by stratified random method. The data collection tool in the quantitative part was a questionnaire based on the findings of the qualitative part, whose validity and reliability were confirmed. Quantitative data analysis was done by pls4 software. The results of the qualitative part showed that 6 main categories, 13 subcategories and 45 open codes were identified. In the quantitative section, it was found that there is a meaningful relationship between the management of intergenerational conflicts and factors, and the designed model has an acceptable fit. It can be concluded that managers can prevent conflict from turning into tension and conflict by using conflict management skills and benefit from its positive results.
Causation
Roholah Hosseini; Rohollah Nazifi
Abstract
In different organizations and institutions, which have social missions and duties, the issue of organizational policy-making and decision-making has national and sometimes international sensitivity and importance. In various organizations and institutions that have social missions and duties; ...
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In different organizations and institutions, which have social missions and duties, the issue of organizational policy-making and decision-making has national and sometimes international sensitivity and importance. In various organizations and institutions that have social missions and duties; The category of policy-making and organizational decision-making will have national and sometimes international sensitivity and importance. In order to make reasonable and optimal decisions, policy models should be evaluated and finally the best and most suitable one should be selected and implemented. Since the Red Crescent Society is responsible for various missions in different normal to critical conditions and many of its missions are in emergency and critical conditions, the issue of decision making is very sensitive and this sensitivity is due to the consequences. It is a decision. For this purpose, in this research, different patterns of policy making in the organizational management system of the Red Crescent Society have been analyzed. The research population included the elites working in the Iranian Red Crescent. The required data was collected using both library and field methods, as a result of which, 11 policy-making models and 13 indicators and criteria for evaluating these models were identified. The questionnaire was distributed among 23 experts using snowball sampling method . Data analysis was performed using TOPSIS software. The findings showed that considering the available facilities and resources (economic rationality) and paying attention to scientific and logical principles in different stages (professional rationality) have the highest weight among the criteria for evaluating models. Furthermore, based on the study’s results, Decision Tree model was introduced as the most optimal strategy among the management system policy-making strategies for Iranian Red Crescent Society.
Causation
Mohammad Bakhtazmay Bonab; Aliakbar Peyvasteh
Abstract
The purpose of this research was to study the lived experience of financial managers of universities regarding the profession of financial management, and it was conducted using a qualitative method and a phenomenological approach. Accordingly, the Colaiy method was used as the basis and model of research ...
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The purpose of this research was to study the lived experience of financial managers of universities regarding the profession of financial management, and it was conducted using a qualitative method and a phenomenological approach. Accordingly, the Colaiy method was used as the basis and model of research implementation. The statistical population was financial managers of Islamic Azad University in the East Azerbaijan province, and purposeful sampling was used. The data collection tool was a semi-structured interview with 12 financial managers, emphasizing theoretical saturation. After analyzing the interviews, the four main themes of responsibilities and duties including planning and decision-making, monitoring and report writing, analysis and forecasting, in the field of expertise and skills including knowledge and academic education, problem-solving skills, technology and software skills, math and statistics skills, communication skills, analytical skills, organizational skills, in the field of job satisfaction including income and benefits, nature of the job and work environment and in the field of personality traits including accuracy, thoughtful and logical, independent and decisive, and conscientiousness were identified and defined and finally, practical suggestions were presented.
Causation
Mohammad Sadrinia; Mohammadbagher Gorji; Fereydoon Azma; Mahmood reza cheraghali
Abstract
Today, one of the hidden issues that affect the reduction of productivity, efficiency, and effectiveness of organizations, which managers neglect, is the phenomenon of the "mental absence" of employees. Mental absence is a phenomenon in which the mind is absent despite the physical presence of people ...
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Today, one of the hidden issues that affect the reduction of productivity, efficiency, and effectiveness of organizations, which managers neglect, is the phenomenon of the "mental absence" of employees. Mental absence is a phenomenon in which the mind is absent despite the physical presence of people in the workplace. The present study seeks to explain the model of mental absence based on grounded theory in Mashhad Municipality. The data collection tool was semi-structured interviews and 25 managers and elites familiar with human resource management and psychology were selected as study samples. Data analysis was done in three open, axial, and selective coding stages, and the minds and opinions of respondents were extracted by using Atlas t software and through the qualitative model of the research. The result of this analysis shows the extraction of over 250 initial codes from interviews as well as 52 categories, which are presented in the form of a paradigm. According to this model, conditions such as housing problems, unsuitable neighborhood, family and personal, behavioral, infertility, child, legal, financial, non-timely payment of wages, non-payment of rewards, underestimation of work, insult and blame, cyberspace, and discrimination were identified as causal conditions affecting the central phenomenon, i.e. mental absence.
Causation
Saeed Jafarinia; Mehdi Kheirandish; akbar hassanpoor; somayeh Bakhshandeh
Abstract
Research on expectations and work preferences of millennium generation as a young generation of the workforce provides an insight to the managers that facilitates to formulate policies to absorb and retain this generation. Accordingly, the present study, by systematically reviewing the results ...
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Research on expectations and work preferences of millennium generation as a young generation of the workforce provides an insight to the managers that facilitates to formulate policies to absorb and retain this generation. Accordingly, the present study, by systematically reviewing the results of qualitative researches in this area, presented a list of work expectations of this generation and then, using the Shannon Entropy method, the order of their importance was highlighted. This research is descriptive in terms of purpose and is practical in terms of research type. The statistical population of the study consisted of 68 valid qualitative papers and theses, 21 of which were entered into the cross-synthesis process using a judgmental method. In order to measure the agreement between the two raters, the Cohen's kappa coefficient was used and the CVI index was utilized to assess the validity of the results and the validity and reliability were confirmed. The results showed that, respectively, work-life balance, opportunity for professional growth and development at work, having a fun and enjoyable work environment, flexible working time, challenging tasks, teamwork, supportive work environment, more salaries and benefits, and meaningful work are among the most important millennial job expectations.
Causation
Mohsen Taheri Demneh; sheyda Tayefe Hashemi; Zahra Heidari Darani
Abstract
This research was conducted as an applied research with the aim of corporate foresight in Isfahan Gas Company. In this research, a set of foresight methods including six pillars of future, trend analysis, expert panel, environmental scanning, and scenario writing have been used. Participants in this ...
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This research was conducted as an applied research with the aim of corporate foresight in Isfahan Gas Company. In this research, a set of foresight methods including six pillars of future, trend analysis, expert panel, environmental scanning, and scenario writing have been used. Participants in this study were 15 senior managers of Isfahan Gas Company who participated in more than twenty expert panels. The results showed that four major drivers, that is, 1- Relationship of the country with the global village, 2- Internal political tensions and resulted insecurity, 3- Gas company privatization, 4- Gas export, will affect the future of the Gas Company work environment. Based on the different combinations of these four drivers in the scenario planning software (scenario wizard) and the use of a scenario-based approach focusing on critical uncertainties, the story of three scenarios of 1. double effort in green state, 2. one to shore, one to nail in yellow state, 3. trying to survive in the red state, has been prepared. Finally, according to the provided scenario, suggestions for implementation were presented.
Causation
seyyed abbas Moradi Shirazi; Marjan Fayyazi; Ali Heidari; MohammadAli Babaei Zakliki
Abstract
The fundamental condition of any construct architecture is attention to its cornerstone. Because not paying attention to cornerstone causes a faulty structure. In coaching process, antecedents can be regarded as cornerstone, influential factors that must be taken into consideration before doing coaching ...
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The fundamental condition of any construct architecture is attention to its cornerstone. Because not paying attention to cornerstone causes a faulty structure. In coaching process, antecedents can be regarded as cornerstone, influential factors that must be taken into consideration before doing coaching action. The purpose of this study has been identification of antecedents in coaching process. Research orientation was descriptive-exploratory and its approach is inductive. ethnography research strategy for collecting data and thematic analysis and MAXQDA software and for data analysis were applied. Study population was knowledge-based firms and the field of study for the implementation of ethnography strategy was Asan Pardakht company, as a leading company in payment industry. After data analysis, 198 codes, 12 sub-themes and 3 main themes (Problem finding and context preparing, Planning and Provisioning, informing and empowering) were identified as antecedents of coaching process. Finally, according to the results, some researches with different topics were proposed for future studies.
Causation
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.
Causation
Hossein Rahmanseresht; Shahram Khalil Nezhad; vahid khashei; Bahram jabbarzadeh karbasi
Abstract
Abstract Research in the social sciences, given the complex nature of the issues, requires the use of methods that can identify the various dimensions of phenomenons by using systematic approach and provide a basis for decision making by providing consistent and reliable axes. In recent years, the GABEK ...
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Abstract Research in the social sciences, given the complex nature of the issues, requires the use of methods that can identify the various dimensions of phenomenons by using systematic approach and provide a basis for decision making by providing consistent and reliable axes. In recent years, the GABEK method has been able to provide researchers with a powerful tool by providing a framework for structuring data. Accordingly, in this study, while introducing the mentioned method, by presenting a sample in the country, its dimensions are examined. Accordingly, a study was designed to provide a framework for inter-organizational cooperation. The required information was obtained from semi-structured interviews with 17 public and private sector experts. The results of the study showed that GABEK method is an applied tool for analyzing and presenting qualitative data. The final results of the study model were also presented in the form of a Gestalt tree, in which the elements are divided into four categories: Requirements for the front-end phases, cooperation Formation, Inter-organizational cooperation Results and cooperation Barrier.
Causation
Siadat Saeedeh; Mohammad Taghi Amini; Mohamma Mehdi Parhizgar; jamshid salar
Abstract
Nowadays, competition in various business environments requires confrontation with plenty of opportunities and challenges. It is therefore necessary for the managers to apply some strategic control model for the purpose of predicting, effective strategic guidance of the organization as well as timely ...
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Nowadays, competition in various business environments requires confrontation with plenty of opportunities and challenges. It is therefore necessary for the managers to apply some strategic control model for the purpose of predicting, effective strategic guidance of the organization as well as timely control and response to the movements of the rivals and environmental developments. Such a strategic control model should be able to turn the strategic control to a continuous, internal and ongoing stream in addition to guaranteeing the survival of the organization and realization of the organizational goals. The present research is an attempt to explain the pattern of strategic control with a self-control approach using qualitative research method and grounded theory. Data sampling has been made using purposeful and snowball sampling methods. Semi-structured interviews have been used as the tool for gathering data and data analysis has been carried out using grounded theory paradigmatic model. The results confirm that the main category is "implementation of strategic control in the organization with an internal look at strategic control (self-control)" which has been developed by the causal factors and a set of contextual and intervening elements that lead to two main organizational and individual outcomes through strategies.
Causation
Naser Sanoubar; Seyyed Samad Hosseini; Pouya Behzadnia; Zahra Younespour
Abstract
One of the key issues for governmental organizations is the proper implementation of change strategy and organizational improvement programs, and middle managers, especially their relationship quality, play a key role in implementing the strategy. The present study aims to investigate the ...
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One of the key issues for governmental organizations is the proper implementation of change strategy and organizational improvement programs, and middle managers, especially their relationship quality, play a key role in implementing the strategy. The present study aims to investigate the impact of organizational justice, senior managers’ support for change, and participation in decision making on strategic commitment of middle managers. Data were analyzed using SPSS, AMOS 21 software and regression analysis. The findings show that there is a positive relationship between organizational justice and high quality relationships and the presence of perceived organizational justice leads to high relationships quality and commitment to organizational goals. Also, according to the results of this study, no specific relationship between senior manager management and commitment to change was demonstrated without considering the ongoing role of high quality relationships.
Causation
fateme bahadori Jahromi; Hasan Zareie Matin; Mohammad hossein Rahmati; Hosein Akhavan Alavi
Abstract
Scientific researches carried out on knowledge management have been more focused on the process of creating, sharing, and using the knowledge of organizations; however, little attention has been paid to “forgetting”. While in today’s dynamic environment, all organizations need to change, ...
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Scientific researches carried out on knowledge management have been more focused on the process of creating, sharing, and using the knowledge of organizations; however, little attention has been paid to “forgetting”. While in today’s dynamic environment, all organizations need to change, revise, and in most cases, discard the old methods of doing their work. This article attempted to present a comprehensive model of effective factors, mechanisms, and the consequences of organizational forgetting, applying content analysis and conducting semi-structured interviews with the managers of the city hall of “Qom City” and a number of academic elites in organizational learning and knowledge management. The effective factors of intentional organizational forgetting have been divided into three categories of individual, organizational, and environmental. Although these categories have some commonalities with the previous other researches, some factors in individual, environmental, and strategic forgetting have been studied for the first time in this regard. All the measures taken in performing intentional forgetting, and signs of the existence of this phenomena in the organization have been provided in order to facilitate their assessment in the second step and the final consequences of performing intentional forgetting. The consequences have also been categorized according to individuals, organizations, and clients.
Causation
ziba mohammadzadeh; Ali Biranvand; Saeed Chehreh
Abstract
One of the most widely used fields of knowledge management is the commercialization of knowledge. This research, with the help of scientometric techniques, identifies the effects of knowledge in the field of knowledge commercialization. This research is a kind of scientometric. Initial data were obtained ...
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One of the most widely used fields of knowledge management is the commercialization of knowledge. This research, with the help of scientometric techniques, identifies the effects of knowledge in the field of knowledge commercialization. This research is a kind of scientometric. Initial data were obtained from the Web of Science (WoS) database to investigate the historical roots of published works in the field of commercialization of knowledge. Then, the main roots of this filed, the amount of received citations, and influential works were identified using RPYS software. Next, with the help of the yearcr software, the extent of the effects of the works outside of the range of peaks were also introduced. The period under investigation is the publication in the years 1900-2015. By searching published works in the time period of 1900-2015, 1550 records related to commercialization of knowledge were retrieved. The total number of citations up to the time of the present research was 39817, which resulted in the emergence of five peaks in the years 1934, 1962, 1973, 1998, and 2003. The present project has introduced the influential works in the field of commercialization of knowledge. Identifying the influential effects in the field of commercialization of knowledge makes it possible to identify the main origins and subfields of knowledge.
Causation
Zeynab Amiri; Mahmmod Reza Esmaeli; Reza Sepahvand; Seyed Najmedin Mousavi
Abstract
The purpose of this study is to provide a behavioral entropy pattern in the organization. This research has been carried out in the framework of qualitative approach and using the research methodology of the Foundation. Data collection tools were semi-structured interviews and interviews were conducted ...
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The purpose of this study is to provide a behavioral entropy pattern in the organization. This research has been carried out in the framework of qualitative approach and using the research methodology of the Foundation. Data collection tools were semi-structured interviews and interviews were conducted using a targeted sampling method with 23 senior and middle managers of Isfahan municipality and academic experts familiar with organizational issues and organizational behaviors. Data analysis was performed in three stages: open coding, axial coding and selective coding. Based on this, a qualitative research model was designed. In this model, the most important causative factors were individual, organizational and environmental factors. The main phenomenon in entropy was the behavior of organizational injustice. The underlying factors included lack of organizational transparency, inappropriate socialization, lack of comparative leadership and organizational culture. The results showed that the weakness of communication systems, the silence of managers against the hackers and the hypocritical behaviors of managers and employees are the most important factors in intervention. Based on the results of the justification, the escape rule and the non-emotional-mental conflicts are the strategies of individuals in behavioral entropy. Finally, the entropy consequences of behavior were categorized in the form of five individual, organizational, group, family, and environmental consequences.
