Payame Noor University Public Organizations Management 2322-522X 9 3 2021 06 22 Typology of Organizational Behavior of Dissatisfied Employees in Cultural Organizations based on the Believer Dimensions (Superficial/Deep) and Behavior (Active/Passive) Typology of Organizational Behavior of Dissatisfied Employees in Cultural Organizations based on the Believer Dimensions (Superficial/Deep) and Behavior (Active/Passive) 97 112 7389 10.30473/ipom.2021.55372.4216 FA Amir Keyvanara Ph.D Candidate, Department of Public Administration, Isfahan (Khorasgan) Branch, Islamic Azad University, Isfahan, Iran. Akbar Etebarian Associate Professor, Department of Public Administration, Isfahan (Khorasgan) Branch, Islamic Azad University, Isfahan, Iran Ali Rashidpour Associate Professor, Department of Public Administration, Isfahan (Khorasgan) Branch, Islamic Azad University, Isfahan, Iran. Journal Article 2020 07 28 The present study aims to typology the organizational behavior of dissatisfied employees of cultural organizations based on the belief and behavior dimensions. This study is applied in terms of purpose and is the mixed-mode in terms of data collection, and is phenomenological hermeneutics and open coding technique in terms of analysis strategy. Quantitative random sampling was used to select samples and researcher-made believer questionnaires, Minnesota Satisfaction Survey (2000), and Ashford and Black Dynamic Behavior (1996) were applied as research instruments. In the qualitative phase, the samples were purposefully selected and a semi-open interview based on the neo positivist approach was used. The validity of the quantitative instrument was confirmed using the capability of validity, transmission, reliance, validation, and reliability of simultaneous delivery, and observation. Statistical calculations also showed that the qualitative instrument has good validity and reliability. Therefore, at first, quantitative tools were provided to 291 samples, of which 275 were completed. Preliminary studies showed that 130 samples have the inclusion criteria who, then, were classified into "believer active", "believer passive", "unbeliever active", and "unbeliever passive" groups. The result of an interview with 36 samples showed that unsatisfied employees despite having a constructive voice of altruistic, due to the perception of organizational hypocrisy and pretense and violation of the psychological contract, While waiting for the Savior to appear, suffer from a lack of self-esteem, personality assassination, and job content desolation, and despite their ability to lead public opinion, they have deliberately isolated and defended itself due to the decline of the organization's legitimacy and without feeling guilty, secretly destroy the organization and hypocritical and show anti-production behaviors. The present study aims to typology the organizational behavior of dissatisfied employees of cultural organizations based on the belief and behavior dimensions. This study is applied in terms of purpose and is the mixed-mode in terms of data collection, and is phenomenological hermeneutics and open coding technique in terms of analysis strategy. Quantitative random sampling was used to select samples and researcher-made believer questionnaires, Minnesota Satisfaction Survey (2000), and Ashford and Black Dynamic Behavior (1996) were applied as research instruments. In the qualitative phase, the samples were purposefully selected and a semi-open interview based on the neo positivist approach was used. The validity of the quantitative instrument was confirmed using the capability of validity, transmission, reliance, validation, and reliability of simultaneous delivery, and observation. Statistical calculations also showed that the qualitative instrument has good validity and reliability. Therefore, at first, quantitative tools were provided to 291 samples, of which 275 were completed. Preliminary studies showed that 130 samples have the inclusion criteria who, then, were classified into "believer active", "believer passive", "unbeliever active", and "unbeliever passive" groups. The result of an interview with 36 samples showed that unsatisfied employees despite having a constructive voice of altruistic, due to the perception of organizational hypocrisy and pretense and violation of the psychological contract, While waiting for the Savior to appear, suffer from a lack of self-esteem, personality assassination, and job content desolation, and despite their ability to lead public opinion, they have deliberately isolated and defended itself due to the decline of the organization's legitimacy and without feeling guilty, secretly destroy the organization and hypocritical and show anti-production behaviors. https://ipom.journals.pnu.ac.ir/article_7389_e1518156c063d22435cd4324ab2feeec.pdf