Other
Mehran Mesri; Reza sepahvand
Abstract
The purpose of developing grounded theory is to build a theory based on data. The three previous approaches of grounded theory have obvious operational weaknesses. In order to cover the operational weaknesses of previous approaches and quantify their gaps, a fourth approach to grounded theory was presented ...
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The purpose of developing grounded theory is to build a theory based on data. The three previous approaches of grounded theory have obvious operational weaknesses. In order to cover the operational weaknesses of previous approaches and quantify their gaps, a fourth approach to grounded theory was presented under the title of quantum approach. The aim of this research is to show that the quantum approach has the necessary efficiency in practice and has covered the weaknesses of previous approaches. In the previous approaches, there were operational weaknesses in the place of research literature in theorizing, confusion in the discovery of open codes, inattention to the studied society and the study platform, which seemed efficient only from a theoretical aspect, but in practice confused the researcher. Method: To overcome this weakness, a quantum approach to ground theory was presented, which is based on four stages of coding and twelve basic steps, which is based on the theory of quantum entanglement, which indicates that electrons around the nucleus of the atom apart from affecting The nucleus of the atom has opposite behavior to each other. Findings: Borrowing from this theory, it was concluded that the central category is the result of the effects of factors that have opposing behavior with each other, that is, two categories of constructive factors and inhibitory factors. Finally, a model based on the quantum shape of the atom was presented for this approach. Also, the case study findings showed that 44 primary big data, 98 micro data, 38 secondary big data and 5 super data were identified from the positive side. Also, on the negative side, 13 primary big data, 32 small data, 11 secondary big data and 2 super data were identified. Results: The results showed that managerial skill, managerial attitude, and managerial intelligence were among the constituent factors, managerial thinking and managerial awareness were among the facilitating factors, personalization was among the inhibiting factors, and expediency was among the moderating factors. Also, strategies, obstacles, consequences of formation and consequences of non-formation were identified
Regression
Afsaneh Sadeghi; Houshang Taghizadeh; Ali Ghorbani
Abstract
The study aimed to investigate the role of positive organizational behavior in the impact of organizational coaching on public service motivation among the staff of the headquarters at Tabriz University of Medical Sciences. The research is applied in terms of its goal and descriptive-survey in terms ...
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The study aimed to investigate the role of positive organizational behavior in the impact of organizational coaching on public service motivation among the staff of the headquarters at Tabriz University of Medical Sciences. The research is applied in terms of its goal and descriptive-survey in terms of its nature and method. The statistical population comprised all staff members at the headquarters (460 people), with a sample size of 209 individuals chosen randomly based on the Cochran formula. Data collection tools included standardized questionnaires for organizational coaching, public service motivation, and positive organizational behavior. The validity of the questionnaires was confirmed by experts, and their reliability was calculated using Cronbach's alpha.Data analysis involved descriptive and inferential statistics using PLS software. The findings revealed that organizational coaching positively affects public service motivation. Positive organizational behavior mediates the effect of organizational coaching on public service motivation. All dimensions of organizational coaching (open communication, team approach, prioritizing individuals over tasks, acceptance of ambiguity, and facilitating employee education and development) positively influence public service motivation. Additionally, among the dimensions of positive organizational behavior, self-efficacy, resilience, and optimism mediate the effect of organizational coaching on public service motivation.
Modeling
Reza Saleh zadeh; Hadi Teimouri; Ali Asghar Mobasheri
Abstract
The current research was conducted to identify a model for faculty members’ ostracism in the workplace. This study is an applied study by purpose and exploratory research in nature. It was conducted qualitatively using grounded theory in relation to the method. The participants of the research ...
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The current research was conducted to identify a model for faculty members’ ostracism in the workplace. This study is an applied study by purpose and exploratory research in nature. It was conducted qualitatively using grounded theory in relation to the method. The participants of the research included faculty memers of Iranian universities, 19 of them were selected through the purposeful and snowball methods and following the rule of theoretical saturation, and the data was collected through semi structured interviews. The results of this research indicate that three categories of causal factors including individual factors, group factors, and organizational factors, as well as contextual factors (factors related to organizational culture, factors related to organizational structure and factors related to organizational processes), and intervening factors also affect the emergence of this phenomenon in universities. Strategies to prevent the ostracism of faculty members and the consequences of this phenomenon in universities have been determined at both the individual and organizational levels. The findings of the research can create a suitable insight about the emergence of the phenomenon of faculty members’ ostracism in the workplace and provide a basis for planners and policy makers of the university system to prevent it.
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
Davoud Haghkhah; Roghayeh Hasanzadeh
Abstract
In today's complex and dynamic organizational world, employee behavior is recognized as one of the key factors for organizational success. This study aimed to analyze the mechanisms for improving performance in Iranian governmental organizations and to examine the impact of organizational nudges on employee ...
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In today's complex and dynamic organizational world, employee behavior is recognized as one of the key factors for organizational success. This study aimed to analyze the mechanisms for improving performance in Iranian governmental organizations and to examine the impact of organizational nudges on employee behavior. The research employed a qualitative approach using thematic analysis. Data were collected through semi-structured interviews with 50 participants, direct observation, and document analysis. Data analysis was conducted using thematic analysis with the assistance of MAXQDA software. The findings revealed that organizational nudges influence employee behavior through five main mechanisms: environmental, social, psychological,cultural,and technological. Environmental mechanisms reduce employee stress and increase productivity by altering workplace design and simplifying processes. Social mechanisms utilize group norms and social approval to encourage desirable behaviors among employees. Psychological mechanisms improve decision-making by leveraging cognitive biases and framing effects. Cultural mechanisms operate based on organizational values and beliefs, while technological mechanisms use digital tools to deliver nudges. The results indicated that cultural and structural characteristics of organizations significantly influence the effectiveness of nudges. For example, nudges aligned with traditional and cultural values are more likely to be accepted by employees, whereas those in conflict with these values may face resistance. Finally, it is recommended that organizations design nudges that align with their cultural context and utilize modern technologies to enhance effectiveness. Involving employees in the design and implementation of nudges, along with continuous evaluation of their effectiveness, can also contribute to improving organizational performance.This study provides practical recommendations for managers in governmental organizations to effectively guide employee behavior toward organizational goals using well-designed nudges.
Modeling
Mirali Seyednaghavi
Abstract
current research tries to examine the pathological analysis of the human resource management model of slack employees, which is taken from the research of Rashidi et al. (2021) in the oil company. This research is quantitative, applied and comparative in terms of philosophical foundations in the paradigm ...
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current research tries to examine the pathological analysis of the human resource management model of slack employees, which is taken from the research of Rashidi et al. (2021) in the oil company. This research is quantitative, applied and comparative in terms of philosophical foundations in the paradigm of positivism. The statistical population of the research includes managers and human resources experts of the oil company. The reliability and validity of the research has been measured in smart pls software and the analysis of questionnaires in SPSS software. The findings of the research show that there is a significant difference between the expected model (as an ideal situation) and the existing situation in the oil company. Performance evaluation in surplus-oriented employees with low strategic value and general competence should be process-based and focus on current control along with performance compliance with standards. In accumulation-oriented employees with high strategic value and general competence, it should be based on evaluation. periodical and match the performance with the standards, in knowledge-oriented employees with the characteristic of low strategic value and unique competence over indirect and result-based control, in value-oriented employees with the characteristic of high strategic value and special competence with future evaluation. is a watcher Rewards and service compensation for surplus-oriented employees on external equality, for accumulation-oriented employees on internal equality, for knowledge-oriented employees on competitive rewards with a focus on financial benefits, and for value-oriented employees on incentive rewards and with The focus is on non-financial rewards.
Other
Mina Khalili; Abbasali Rastgar; Mahdi Mortazavi
Abstract
Effective leadership is essential for organizations aiming for growth in the coming decades. The aim of this reseach is Analyzing the Effect of Memetic in organization and this effect on organizational Incivility with the role of leadership. This reseach is applied based on purpose and used a descriptive ...
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Effective leadership is essential for organizations aiming for growth in the coming decades. The aim of this reseach is Analyzing the Effect of Memetic in organization and this effect on organizational Incivility with the role of leadership. This reseach is applied based on purpose and used a descriptive survey methodology. Statistical population includes official (permanent) and staff employees with at least 5 years of service experience in the Planning and Human Capital Deputy of District 5 of Tehran Municipality, with a sample of 212 personnel selected through simple random sampling based on Cochran's formula. Data was collected using questionnaire and in order to analyze data using structural equation modeling with SmartPLS software version 4. Based on the research findings, validity, reliability, and the model were approved. The result indicate that focusing on organizational memes positively influences on visionary and humorous and forgiveness-based leadership styles, which in turn significantly reduce organizational truma. Moreover, these leadership styles (visionary, humorous and forgiveness-based) have negatively impact organizational truma. Also visionary, humorous and forgiveness-based leadership styles acting as mediators between memetic in the organization and organizational truma. Integrating memetic into leadership training can cultivate leaders who enhance performance and foster organizational well-being. As organizations face growing pressures in this decade, adaptive leadership becomes crucial. Therefore, leaders should foster a culture that institutionalizes desirable leadership styles within the municipality.
Pathology
MOHSEN GHAFARIAN HOSSEINZADEH; naser mirsepasi; mohamadreza daraei
Abstract
The existence of destructive conflicts, lack of transparency and lack of interaction between generations working in an organization, as well as the lack of constructive organizational communication, have created challenges in most organizations. However, few attempts have been made to discover the pathology ...
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The existence of destructive conflicts, lack of transparency and lack of interaction between generations working in an organization, as well as the lack of constructive organizational communication, have created challenges in most organizations. However, few attempts have been made to discover the pathology of the generation gap in the workplace and to empirically examine the nature, causes, and reactions to such harms. The main objective of this research was to identify the pathology of the generation gap among employees of the Tehran Petroleum Industry Health and Treatment Organization. The research was of a mixed type (qualitative-quantitative) that used semi-structured interviews with a qualitative method, and the interviews were conducted until the theoretical saturation stage. Then, the data were analyzed based on the systematic approach of Strauss and Corbin in three steps: open coding, axial coding, and selective coding. By establishing a relationship between the concepts and categories produced in the open coding stage, the process of linking in axial coding was achieved. In the quantitative part of the research population, all employees with a bachelor's degree or higher in the organization were identified, 305 people, and 170 of them were selected by simple random sampling based on the Cochran formula. The main tool for collecting information in the quantitative part was a questionnaire, which was finally analyzed using the structural equation model and Smart PLS software. The results of the research showed that the main harms to the Tehran Oil Petroleum Industry Health and Treatment Organization were the lack of conflict management, lack of employee participation, employee competition, and communication barriers.
Theorizing
habib ebrahimpour; Farhad Pourianejad; Reza najjari
Abstract
Governance in the concept of the method and process of governance and policy-making is considered a new concept in the literature of political science and public administration, and with multiple dimensions and coordinates, it seeks to improve the quality and efficiency of governments and provide the ...
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Governance in the concept of the method and process of governance and policy-making is considered a new concept in the literature of political science and public administration, and with multiple dimensions and coordinates, it seeks to improve the quality and efficiency of governments and provide the interests of society. The purpose of the current research is to investigate the coordinates of governance in the book Marzban Nameh and present its teachings for today's world. The research is in the framework of interpretive paradigm and qualitative study and thematic analysis strategy has been used to extract governance coordinates. The statistical population of the current research was carried out using the documents analysis approach, which from the first chapter of Marzban Nameh contains texts, parables and anecdotes narrated between Malekzadeh (Marzban) and Dastur (Minister), considering that all the texts, parables and anecdotes of the first chapter were studied. Therefore, the sampling is of the Random sampling, and the time domain of the research is the first half of 1403, and the main and secondary components of the pattern were extracted using thematic analysis method. Based on the findings of the research, the components related to governance in Marzbanname included 96 primary concepts, 44 sub-categories and 7 main categorie components. The seven components are: moral and religious, personality-individual, behavioral, structural, political, social and economic component. In total of 44 sub-components were identified for the seven main components. Based on this, the components of governance were formed in Marzbannameh and a theoretical model extracted from Marzbannameh was presented. As a result suggestions were made for the managers of public organizations
Causation
Hamidreza Jalilian; morteza moradi; Rasol Ghollamzadeh
Abstract
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 ...
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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.
