ORIGINAL_ARTICLE
The Development of a Policymaking Framework for Electronic Banking
Due to its dynamic nature, the emergence of evolutionary technologies, and the constant changing of the bank-related businesses, policy making in electronic banking has faced numerous challenges and has made it difficult to apply the common policymaking models to this arena. Since the policymaking process highly depends on the public culture, the administrative structure of the country, and the stakeholders’ needs, the purpose of this paper is to present a meta-model for electronic banking with regard to these considerations. The research method is qualitative in general and a meta-synthesis in particular. To this end, at first, all common policymaking models in the relevant texts and literature were identified so that, by decomposing the past models into their components and then recombining them, a new meta-model could be developed. After Analyzing 26 policy making models, the five models of “Garbage Can”, “Systematic Model”, “Process Model”, “Weak Signals” and “Game Theory” were selected according to the criteria of uncertainty, non-comprehensiveness of the topic, the lack of integrity among actors, and outside-in approach. At the end, by decomposing the components of these models and recombining them through open coding method, the developed policymaking meta-model for banking was achieved.
https://jomc.ut.ac.ir/article_73758_be47087fb1b97e34e9f6487503a27d72.pdf
2020-09-22
403
423
10.22059/jomc.2019.274665.1007714
Policymaking
Policymaking across at the industry level
Electronic banking
Framework
Abbas
Monavvarian
amonavar@ut.ac.ir
1
Professor, Faculty of Management, University of Tehran, Tehran, Iran
LEAD_AUTHOR
Ali
Divandari
divandari@ut.ac.ir
2
Associate Professor, Faculty of Management, University of Tehran, Tehran, Iran
AUTHOR
Saeed
Yaghoubi
yaghoubi@iust.ac.ir
3
Assistant Professor, Faculty of Industrial Engineering, Iran University of Science and Technology, Tehran, Iran
AUTHOR
Hadi
Sepanloo
h.sepanloo@gmail.com
4
Ph.D. Student, Kish Campus, University of Tehran, Kish Island, Iran
AUTHOR
احمدی، کیومرث (۱۳۹۴). «بررسی اهمیت نقش تحلیل سیگنالهای ضعیف در فرایند خطمشیگذاری عمومی»، نخستین کنفرانس ملی مدیریت دولتی ایران، تهران، دانشکدة مدیریت دانشگاه تهران، https://www.civilica.com/Paper-CIPA01-CIPA01_020.html
1
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2
الوانی، سید مهدی؛ فتاح شریفزاده (1394). فرایند خطمشیگذاری عمومی، دانشگاه علامه طباطبایی.
3
خنیفر، حسین؛ ناهید مسلمی (1397). اصول و مبانی روشهای مبانی کیفی، تهران، نگاه دانش، ج 1.
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داناییفرد، حسن (۱۳۹۲). درآمدی بر نظریة خطمشیگذاری عمومی، تقابل نظری عقلانیتگراها و فرااثباتگراها، تهران، صفار.
5
رمضانی، بیانالله؛ مسعود کریمخانی (1394). «استراتژی در توسعة محصولات و خدمات بانکداری الکترونیکی، NDP نظام بانکی»، دومین کنفرانس اقتصاد و مدیریت کاربردی با رویکرد ملی.
6
سهرابی، بابک؛ امیر اعظمی؛ حمیدرضا یزدانی (1390). «آسیبشناسی پژوهشهای انجامشده در مدیریت اسلامی با رویکرد فراترکیب»، چشمانداز مدیریت دولتی، 2(6)، صص 9ـ 24.
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عسگری، اعظم (1388). «تحلیل تهدیدها و فرصتهای بانکداری الکترونیکی در کشور و تدوین استراتژی فرصتساز برای تبدیل تهدیدات به فرصتها»، پایاننامة کارشناسیارشد، دانشگاه شیراز.
8
قلیپور، رحمتالله (1395). تصمیمگیری سازمانی و خطمشیگذاری عمومی، سازمان مطالعه و تدوین کتب علوم انسانی دانشگاهها (سمت).
9
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Kiakajoori, K. & Nobakhti, A. (2008). Electronic Banking and its Challenges in Iran. Banks and Economics. pp. 18-25. (in Persian)
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30
ORIGINAL_ARTICLE
Identifying the Organizational Factors Affecting the Entrepreneurial University: A Meta-synthesis
The purpose of this study was to provide a comprehensive picture of the organizational factors affecting the entrepreneurial university through the synthesis of literature. The research method was qualitative with a meta-synthesis approach. To this end, after the exploration of the databases in the period 1998-2017, 325 articles were collected in the field of entrepreneurial university, and finally 65 articles that directly examined the subject of entrepreneurial university were selected through a purposive sampling method and were included in the analysis phase. To analyze the data, coding method was used. Analyzing the findings of previous researchers and synthesizing the results, 21 codes, 10 concepts, and 5 factors were identified and validated through Kappa coefficient and the importance and priority of the identified codes were determined by Shannon's entropy method. According to the research findings, strong, comprehensive, and supportive leadership, flexible and distinctive structure, entrepreneurial spirit and attitude of members, and entrepreneurial organizational culture had the strongest coefficients of importance in the development of entrepreneurial university. Finally, after the research process was completed, the model of effective organizational components for the entrepreneurial university was generated. The results confirm the important role of leadership and culture in the transformation of universities toward entrepreneurship. By adopting a comprehensive approach, this research provides valuable insights into entrepreneurial universities.
https://jomc.ut.ac.ir/article_73769_f9e84f3c9e303de397fda1515ee449b7.pdf
2020-09-22
425
456
10.22059/jomc.2019.277833.1007749
Culture
Entrepreneurial University
Leadership
Meta-synthesis
Shannon Entropy
S. Jamileh
Modarresi Saryazdi
j.modarressi@gmail.com
1
P.h.D. Graduated, Faculty of Educational Sciences, Allameh Tabataba'i University, Tehran, Iran
AUTHOR
Abbas
Abbaspour
abbaspour1386@gmail.com
2
Associate Professor, Faculty of Educational Sciences, Allameh Tabataba'i University, Tehran, Iran
LEAD_AUTHOR
Kamal
Sakhdari
ksakhdari@gmail.com
3
Assistant Professor, Faculty of Entrepreneurship, University of Tehran, Tehran, Iran
AUTHOR
Saeed
Ghiasi
ghiasi.saeed@gmail.com
4
Assistant Professor, Faculty of Educational Sciences, Allameh Tabataba'i, University, Tehran, Iran
AUTHOR
آذر، عادل؛ سید حیدر میرفخرالدینی؛ علیاصغر انواری رستمی (1387). «بررسی مقایسهای تحلیل دادهها در شش سیگما، با کمک ابزارهای آماری و فنون تصمیمگیری چند شاخصه»، مدرس علوم انسانی، 12(4): صص 1ـ 35.
1
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3
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15
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17
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ORIGINAL_ARTICLE
Designing a Gamified Model to Improve Collaborative Culture among Media Staff in the Knowledge Sharing Process: A Case Study of the TV Employees of the Islamic Republic of Iran
Knowledge in media organizations exists in the creative mind of the human resource. Knowledge sharing in these organizations stops in the absence of supportive culture and system; Gamification is one of the new techniques that organizations use to enhance employees’ motivation and collaborative culture. The purpose of this research was to design a supportive-motivational system tailored to the needs of IRIB TV Employees to increase their participation in knowledge sharing. This study was done in two phases to identify the motivational needs of the TV staff to gamify the knowledge sharing process. To this end, in the first phase, we conducted a semi-structured interview with 15 staff members. The obtained data was analyzed using the thematic analysis method. In the second phase, the Delphi method was applied with the participation of 18 experts using a questionnaire. The components of the designed model for the gamified knowledge sharing system in the media organization are motivational needs, game mechanics, behavior, and knowledge sharing emotions. Motivational needs can be internal or external. Depending on the motivational needs, the users are categorized into four types: perfectionists, socializers, explorers, and combatants. The behaviors and emotions of knowledge sharing in the gamified system also are different for the knowledge provider and the knowledge recipient.
https://jomc.ut.ac.ir/article_76862_16d821cf6d013020a760cb7dc181efaa.pdf
2020-09-22
457
483
10.22059/jomc.2020.283600.1007819
knowledge sharing
gamification
IRIB organization
Culture
Media employees
Tohid
Soltani
tohidslt@gmail.com
1
MSc., Faculty of Media and Communication, IRIB University, Tehran, Iran
AUTHOR
Siavash
Salavatian
salavatian@gmail.com
2
Assistant Professor, Faculty of Media and Communication, IRIB University, Tehran, Iran
LEAD_AUTHOR
Somayeh
Labafi
labafi@irandoc.ac.ir
3
Assistant Professor, Information and Society Research Department, Iranian Research Institute for Information Science and Technology (Iran Doc), Tehran, Iran
AUTHOR
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Mládková, L., Zouharová, J., & Nový, J. (2015). Motivation and knowledge workers. Procedia-Social and Behavioral Sciences, 207, pp. 768-776.
43
Paul, P. V. (2016). Knowledge Management using Gamification.
44
Pflug, K. & M. Jara, J. (2014). Workplace Fun and Games Motivate Employees. World at Work span magazine, pp. 48-54.
45
Quinn, S. (2002). Knowledge management in the digital newsroom: Taylor & Francis.
46
Rasooli, R., Azar, A., & Papian, N. (2016). Effective Concepts on Transforming National Media into a Knowledge-based Organization, Quarterly Journal of Public Organizations Management, 4(2), pp. 67-98. (In Persian)
47
Robson, K., Plangger, K., Kietzmann, J. H., McCarthy, I., & Pitt, L. (2015). Is it all a game? Understanding the principles of gamification, Business Horizons, 58(4), pp. 411-420.
48
King, Rod. Unified Business Model Gamification. 2016. A New and Proven Strategy to Massively Engage, Acquire, and Retain Customers. Retrieved from https://www.slideshare.net/RodKing/rod-gamification-pyramid-templaterodking.
49
Roshandel Arbatani, T., Sharifi, S. M., & Labafi, S. (2018). Media Management: Concepts, Theories & Approaches, Tehran: Tehran University Press. (In Persian)
50
Salavatian, S., Mousavian, S., & Irandost, M. (2017). Proposing a Knowledge Management Model for IRIB Organization, Strategic Management Thought, 11(2), pp. 149-184. (In Persian)
51
Schacht, S. & Maedche, A. (2015). Project Knowledge Management While Simply Playing! Gaming Mechanics in Project Knowledge Management Systems. In T. Reiners & L. C. Wood (Eds.), Gamification in Education and Business (pp. 593-614). Cham: Springer International Publishing.
52
Sharifi, S. M. & Roushandel Arabtani, T. (2015). From Reputational Capital to Media Reputation, Tehran: Scientific and Cultural Press. (In Persian)
53
Silic, M. & Back, A. (2017). Impact of Gamification on User's Knowledge-Sharing Practices: Relationships between Work Motivation, Performance Expectancy and Work Engagement.
54
Singhsomransukh, S. & Heo, D. (2017). Gamification of Knowledge Sharing Practices: A Proposed Conceptual Framework for Organizational Learning, Paper presented at the ICICKM 2017 14th International Conference on Intellectual Capital Knowledge Management & Organizational Learning: ICICKM 2017.
55
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Van Den Hooff, B. & De Ridder, J. A. (2004). Knowledge sharing in context: the influence of organizational commitment, communication climate and CMC use on knowledge sharing. Journal of Knowledge Management, 8(6), pp. 117-130.
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62
ORIGINAL_ARTICLE
Providing a Model of Organizational Bullying Prevention Priorities: A Total Interpretive Structural Model (TISM)
Prevention as an operational strategy will allow the organization to have a dynamic and flexible response to destructive phenomena such as workplace bullying, and will help prevent the institutionalization of malicious behaviors such as bullying. The purpose of this research is to provide a model of organizational bullying prevention priorities based on a Total Interpretive Structural Model (TISM). This research is a mixed one and is based on both qualitative and quantitative methodologies. The statistical population of the quantitative section consisted of 15 academic specialists who specialized in behavior management and human resources. The statistical population of the quantitative section consisted of 30 human resources managers of the Bonyad Shahid Organization in the three provinces of Semnan, Karaj, and Tehran who participated in the matrix analysis section. In this study, propositions about organizational bullying prevention methods were first studied through extensive study of the previous studies and their related content. After the classification of 64 articles, these articles were deeply examined; as a result, 13 articles were included in the meta-synthesis. After the meta-synthesis steps, 18 propositions were identified in the form of two factors, which were reduced to 11 propositions after the application of Delphi analysis. In the analysis section (i.e. TISM), which is superior to Structural-Interpretative Analysis (ISM) due to its more mathematical and operational complexity, it was revealed that in the presented model that the 11 identified propositions could be classified into five levels (from the most effective to the least effective method for the prevention of organizational bullying. In particular, it was found that the most effective proposition is the prevention of discrimination and conflict as a proposition that enhances the management construct, while the least effective proposition is the equal distribution of authority and responsibilities as a component of structural construct reinforcement.
https://jomc.ut.ac.ir/article_76864_69bed9ae585276832bf91ca8dda60698.pdf
2020-09-22
485
515
10.22059/jomc.2020.289153.1007890
Organizational bullying
Managerial constructs of organizational bullying prevention
Structural constructs of organizational bullying prevention
Mohammad Mehdi
Khodaverdi
mohammad09125736648@gmail.com
1
PhD Student of Management, Aliabad Katoul Branch, Islamic Azad University, Aliabad Katoul, Iran
AUTHOR
Mohammad Bagher
Gorji
gorjiimb@yahoo.com
2
Assistant Professor of Management, Aliabad Katul Branch, Islamic Azad University, Aliabad Katul, Iran
LEAD_AUTHOR
Majid
Nasiri
mnasiri64@yahoo.com
3
Assistant Professor of Management, Aliabad Katul Branch, Islamic Azad University, Aliabad Katul, Iran
AUTHOR
Abdolghani
Rastgar
rastegar.hrm@gmail.com
4
Assistant Professor, Department of Management, Azadshahr Faculty of Humanities, , Gonbad Kavous University, Gonbad Kavous , Iran
AUTHOR
سهرابی، آرزو؛ کاظم حسنزاده؛ زینب مولوی (۱۳۹۷). «نقش قلدری سازمانی در ویژگیهای روانشناختی شغل (درگیری شغلی، استرس، و عدم امنیت شغلی) مورد مطالعه: شعب یکی از بانکهای منتخب در استان قم»، پژوهشهای مدیریت در ایران، ۲۲(۳): صص 159ـ ۱۷۹.
1
سیفاللهی، ناصر؛ تورج حسنزاده (۱۳۹۷). «بررسی تأثیر ابعاد بدگمانی سازمانی بر قلدری در محیط کار»، پژوهشنامة مدیریت تحول، س 10، ۱۹(۲): صص ۱۶۷ـ ۱۸۳.
2
قلیپور، آرین؛ مهدیه بد؛ سمیرا فاخری کوزهکنان؛ حوریه باغستانی برزگی (1388). «رابطة قلدری سازمانی ادراکشده با فشار زنان»، رفاه اجتماعی، س 9، ش 34، صص 187ـ 206.
3
مسلمی، مریم؛ عبادالله بانشی؛ علیرضا کوشکیجهرمی (1398). «شناسایی و ارزیابی عوامل مؤثر بر قلدری در محیط کار (مورد مطالعه: دستگاههای اجرایی شهر بندرعباس)»، مدیریت فرهنگ سازمانی، 17(3): صص 491ـ 510.
4
نادی، محمدعلی؛ مژده شجاعی (1398). «رابطۀ بین ادراک از قلدری در محیط کار، ازخودبیگانگی شغلی، حمایت سازمانی با نیت ترک خدمت، و نقش میانجی رفتار شهروندی اجباری»، جامعهشناسی کاربردی، 30(1): صص 167ـ 188.
5
نیکپی، ایرج؛ مریم زندکریمی (1398). «بررسی تأثیر رهبری موثق بر قلدری سازمانی با نقش میانجی فرهنگ سازمانی»، مدیریت فرهنگ سازمانی، 17(2): صص 317ـ 336.
6
ولیان، حسن؛ علیرضا کوشکی جهرمی؛ پونه نیلوفری (۱۳۹۷). «بررسی تأثیر قلدری سازمانی با کیفیت خواب فردی با توجه به نقش میانجی نشخوار فکری در میان پرستاران زن»، پژوهشهای مشاوره، ۱۵(۶۴): صص ۱۲۷ـ ۱۵۳.
7
همایونی، عاطفه؛ سید اسماعیل هاشمی؛ عبدالزهرا نعامی؛ کیومرث بشلیده (1394). «رابطة اوباشگری سازمانی با خستگی مزمن و نارساییهای شناختی شغلی»، سلامت کار ایران، د 12، ش 2، صص 1ـ 12.
8
یعقوبی، نورمحمد؛ محمد کوهیخور؛ امینرضا کمالیان؛ مهدی تاجپور (1397). «بررسی تأثیر رفتارهای قلدری سازمانی بر نگرش شغلی و سازمانی»، مدیریت سازمانهای دولتی، 6(۲): صص 117ـ 136.
9
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Sohrabi, A., Hasanzadeh, K., & Molavi, Z. (2018). Role of Organizational Bullying in Psychological Characteristics of a Job (Job Engagement, Stress and Job Insecurity) Case of Selected Branches of a Bank in Qom Province, IQBQ, 22 (3): pp. 159-179. (In Persian)
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46
ORIGINAL_ARTICLE
The Memetic Mapping and Genealogy of Google’s Organizational Culture
The memetic mapping is a method to identify memes and categorize them in the form of a multilevel model. Meme is a reproducible cultural element and has been adapted from the concept of gene in the evolutionary biology. The purpose of this study was to describe the current culture of Google using memetic mapping. To this end, the printed and online texts published about Google were coded for memes. This way, 134 memes were extracted and reduced to 40 Memecules (a higher unit comprised of several related memes). Memecules were placed into 6 levels of organizational culture, namely fundamental assumptions, values, norms, artifacts, work procedures, and human resources procedures. Then, in order to understand the formation of Google’s culture in the course of history, cultural genealogy method was applied. In this approach, the father of each meme (the culture from which the meme is adopted) is identified, and then the children are connected to their parents with an arrow. The outcome is a cultural genealogy model in shape of a family tree graph. In this study, 85 Greek and Indian cultures with impacts on the emergence of Google’s culture were recognized and analyzed. This study successfully operationalized the meme concept and employed it in an empirical research. Memetic mapping is a powerful tool available for managers, consultants, and organizational researchers to explore the cultural phenomenon and to change it. Memetic engineering is capable of diagnosing and correcting a defective meme in a human community.
https://jomc.ut.ac.ir/article_76865_7449e5095cc455b961556eb9037733fb.pdf
2020-09-22
517
537
10.22059/jomc.2020.290342.1007909
Meme
Memetic mapping
genealogy
Organizational Culture
Google
Farzad
Fesharaki
fesharakyf@gmail.com
1
PhD Student, Faculty of Management & Accounting, Allameh Tabataba’i University, Tehran, Iran
LEAD_AUTHOR
Hamed
Dehghanan
dehghanan.h@gmail.com
2
Associate Professor, Faculty of Management & Accounting, Allameh Tabataba’i University, Tehran, Iran
AUTHOR
ابراهیمی، ابوالقاسم؛ عباس عباسی؛ سیده شیما کارانجام (1398). «مدل کهکشانی، استعارهای نو در حوزۀ فرهنگ سازمانی (مطالعۀ موردی: برج پژوهشی محمد رسول الله، دانشگاه علوم پزشکی شیراز)، مدیریت فرهنگ سازمانی، (1)17: صص 145ـ 172.
1
اکبری، مرتضی (1397). «اعتبارسنجی و سنجش کیفیت در پژوهشهای کمّی، کیفی، و آمیخته»، حوزهودانشگاه،روششناسیعلومانسانی، (4)24: صص 23ـ 45.
2
دهدشتی شاهرخ، زهره؛ محمود محمدیان محمودیتبار؛ محمدرضا تقوا؛ حمیدرضا فرج شوشتریپور (1398). «الگوی فرایندی تجاریسازی خدمات در شرکتهای دانشبنیان صنعت فناوری اطلاعات و ارتباطات، مدیریت فرهنگ سازمانی، (1)17: صص 1ـ20.
3
صادقی، حشمتالله؛ سید نجمالدین موسوی؛ محمد حکاک؛ امیرهوشنگ نظرپوری (1397). «طراحی مدل سنجش خردهفرهنگهای سازمانی (مطالعۀ موردی: شرکت خطوط لوله و مخابرات نفت ایران)، مدیریت فرهنگ سازمانی، (3)16: صص 665ـ 693.
4
کچویان، حسین؛ قاسم زائری (۱۳۸۸). «ده گام اصلی روششناختی در تحلیل تبارشناسانة فرهنگ، با اتکا به آرای میشل فوکو»، راهبرد فرهنگ، ۲(۷): صص ۷ـ ۳۰.
5
کریمی، ابوبکر؛ عباس عباسپور؛ حسین عبداللهی (۱۳۹۸). «سنجش و اولویتبندی ابعاد و مؤلفههای فرهنگ سازمانی با رویکرد مدلسازی معادلات ساختاری»، مطالعات رفتار سازمانی،۸(۱): صص ۱۵۹ـ ۱۹۰.
6
نادری، ناهید (1397). «تحقیقات دیداری: آوای عکس و تفسیر عکس روششناسی نوین در مطالعات فرهنگ سازمانی»، مدیریت فرهنگ سازمانی، (16(4: صص 973ـ 1000.
7
نیکپی، ایرج؛ مریم زندکریمی (1398). «بررسی تأثیر رهبری موثق بر قلدری سازمانی با نقش میانجی فرهنگ سازمانی»، مدیریت فرهنگ سازمانی، (2)17: صص 317ـ 336.
8
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56
ORIGINAL_ARTICLE
An Exploration of the Employees’ Perceptions about Partisan Followership Using Zaltman’s Metaphor Elicitation Technique
The purpose of this study was exploring the perceptions of employees in a public organization about partisan followership using Zaltman’s metaphor elicitation technique (ZMET) to achieve a deeper understanding of it. To this end, 18 research participants were selected from among the employees of an organization using conceptual sampling. The data sources were images that the research participants had identified in relation to the phenomenon of interest. During the interview session, questions related to the images were posed according to the protocol and later the responses were analyzed to discover concepts and structures. In sum, 35 structures were extracted, out of which the blind followership of partisan follower from leader, Machiavellianism of partisan follower and his/her blind fanaticism for leader, the toxic behaviors of partisan follower, the dysfunctional consequences of partisan followership in organization, the partisan follower’s flattery of the leader, and the hypocrisy and incompetence of the leader met the threshold of choice for the consensus map. According to the consensus map, the Machiavellianism and hypocrisy of partisan follower and his/her blind fanaticism for leader were recognized as causal structures and the other constructs were effects, except for the blind followership of partisan follower from leader which played a mediating role in the model.
https://jomc.ut.ac.ir/article_76866_3757bdf5e505b777eed654302a2fac8d.pdf
2020-09-22
539
560
10.22059/jomc.2020.291630.1007921
Followership
Partisan followership
Partisanship
Zaltman’s Metaphor Elicitation Technique (ZMET)
Fatemeh
Salimi
fateme.salimi9869@gmail.com
1
MSc., Management Department, Faculty of Administrative Sciences and Economy, Vali-e-Asr University, Rafsanjan, Iran
AUTHOR
Mostafa
Hadavinejad
hadavi@vru.ac.ir
2
Associate Professor, Management Department, Faculty of Administrative Sciences and Economy, Vali-e-Asr University, Rafsanjan, Iran
LEAD_AUTHOR
ابویی اردکان، محمد؛ آرین قلیپور؛ طاهره ندافی؛ منصور شیرزاد (1396). «بازاندیشی آموزش مدیریت دولتی مبتنی بر نیازهای روزآمد مخاطبین با استفاده از تکنیک استخراج استعارهای زالتمن»، علوم مدیریت ایران، 12(45): صص 29ـ 59.
1
بختیاری، زینب؛ مصطفی هادوینژاد (1397). «نگاشت علّی مدل پیروی شرنگآلود تبانیکنندگان»، پژوهشهای مدیریت منابع سازمانی، 8(2): صص 39ـ 55.
2
بختیاری، زینب؛ مصطفی هادوینژاد (1396). «مدل پیروی شرنگآلود مطیعان در سازمان: یک نگاشت علّی»، پژوهشهای مدیریت در ایران، 21(4): صص 101ـ 124.
3
هادوینژاد، مصطفی؛ مریم کلوندی (1395). «کاوش پویاییهای پیشایندی رهبری زهرآگین با استفاده از مدلیابی ساختاری تفسیری»، مطالعات رفتار سازمانی، 5(3): صص 1ـ 24.
4
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40
ORIGINAL_ARTICLE
The Effect of Workplace Loneliness on the Alienation and Job Withdrawal: The Moderating Role of Family to Work Positive Spillover
Workplace loneliness is defined as an unpleasant feeling that significantly impairs the quality and quantity of a person's social network. The purpose of the present study is to investigate the relationship between workplace loneliness (in the form of emotional deprivation and the lack of social companionship) and work alienation and physical or psychological job withdrawal. In addition, the moderating role of family to work positive spillover has also been tested. This research was an applied study in terms of purpose and a descriptive survey with regard to data collection method. The population of this study was the staff of one of the branches of a state bank in Tehran. Random cluster sampling was used to select participants, while standard questionnaires were used for data collection. The data was analyzed by structural equation modeling using Smart PLS3.2.6 software. The findings showed that workplace loneliness affects the physical or psychological job withdrawal only indirectly and through work alienation. Another notable result of this study was the significance of the moderating role of family to work positive spillover in the relationship between work alienation and job withdrawal. In other words, the effect of work alienation on job withdrawal at lower levels of positive family to work spillover was stronger, and the opposite was observed at high levels of family to work positive spillover.
https://jomc.ut.ac.ir/article_76867_bc05988a41819e85abf9f91ea1ba1c36.pdf
2020-09-22
561
584
10.22059/jomc.2020.294467.1007957
Workplace loneliness
work alienation
Job withdrawal
Family to work positive spillover
Elham
Ebrahimi
e.ebrahimi@ihcs.ac.ir
1
Assistant Professor, Institute for Humanities and Cultural Studies, Tehran, Iran
LEAD_AUTHOR
Shaghayegh
Shomali
shaghayegh.shomali93@gmail.com
2
MSc., Management Faculty, Kharazmi University, Tehran, Iran
AUTHOR
تاجوران، مرضیه؛ محمدحسن صیف (1396). «مدل علّی بیگانگی از کار بر اساس کیفیت زندگی کاری و عدالت سازمانی با تأکید بر نقش واسطهای تعارض، تعهد سازمانی، و دلبستگی شغلی معلمان تربیتبدنی شهر شیراز»، مطالعات مدیریت ورزشی، 9(43): صص 61ـ 80.
1
دامغانیان، حسین؛ محبوبه حاجکاظمی (1393). «اثر رهبری تحولآفرین بر بیگانگی از کار»، پژوهشنامة بیمه، 29(2): صص 89ـ 112.
2
مصطفویراد، فرشته؛ محمدرضا بهرنگی؛ مصطفی عسکریان؛ فرزاد ولیالله (1389). «بررسی رابطة فرهنگ سازمانی، کیفیت زندگی کاری، تعهد سازمانی با بیگانگی از کار مدیران مدرسههای متوسطة نظری شهر شیراز»، مجله علوم تربیتی دانشگاه شهید چمران اهواز، ۱۷(1): صص 45ـ 78.
3
نادریبنی، محمود؛ غلامرضا بردبار؛ فرشته پزشکی نجفآبادی (1394). «تبیین بیگانگی کاری با ویژگیهای شغلی و حمایت سازمانی»، کاوشهای مدیریت بازرگانی، 7(14): صص 169ـ 190.
4
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48
ORIGINAL_ARTICLE
The Presentation of the Paradigmatic Model of Social Capital Development in Sports Organizations based on the Grounded Theory Approach
The purpose of this research was to present a paradigmatic model of social capital development in sports organizations. The study was conducted through the qualitative grounded theory approach. The study scope was Isfahan province’s Sports and Youth Offices, while the experts of the sports field of study constituted the statistical population. Purposive snowball sampling was used to select the participants. The data collection tools tool in this study was semi-structured interview. The data saturation was achieved after 23 interviews; however, one additional interview was also done to ensure adequacy of the interviews. To confirm the validity of the instrument, Lincoln and Guba’s criteria of credibility, dependability, confirmability, and transferability were taken into account, and to assess the reliability, process auditing and internal agreement methods were used. The data was analyzed in three coding levels, namely open, axial, and selective. In the three levels of coding, the primary and secondary categories were identified and were related to each other. These included causal conditions (structural, communicative, and cognitive), contextual conditions (creating the professional groups and organizing the professional groups), moderating conditions (human resource management, organizational culture, and organizational justice), strategies (recruitment strategies and educational strategies), and consequences (employee empowerment, entrepreneurship and creativity, organizational commitment, organizational healthfulness, organizational citizen culture, work life quality, and knowledge management). Ultimately, the coding process was explained and the final model was formed. The consideration of the presented model can set the grounds for the development of social capital in sport organization and using its advantages.
https://jomc.ut.ac.ir/article_76868_c4c0eff0ef588eaf0a8ae7171344d2c3.pdf
2020-09-22
585
611
10.22059/jomc.2020.295177.1007969
Paradigmatic Model
Grounded theory
Social capital
sports organization
Sports and Youth Offices
Afsaneh
Fadaie Tehrani
afsaneh_fadaei60@yahoo.com
1
Ph.D. Student, Physical Education and Sport Sciences Department, Najaf Abad Branch, Islamic Azad University, Najaf Abad, Iran
AUTHOR
Mehdi
Salimi
m_salimi_3@yahoo.com
2
Assistant Professor, Sport Management Department, Sport Sciences Faculty, University of Isfahan, Isfahan, Iran
AUTHOR
Mina
Mostahfezian
m.researcher66@gmail.com
3
Assistant Professor, Department of Physical Education and Sports Sciences, Najafabad Branch, Islamic Azad University, Najafabad, Iran
LEAD_AUTHOR
Shahram
Aroofzad
aroufzad@gmail.com
4
Assistant Professor, Educational Sciences Department, Farhangian University, Isfahan, Iran
AUTHOR
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