ORIGINAL_ARTICLE
Teleological Evaluation Contents of Social Skills in Document of Fundamental Reforms in Education
Children and teenagers learn norms, motivation, attitudes, and behaviors, and maintain interpersonal relationships to adapt to social needs through the acquisition of social skills. Schools have an important role in the development of these skills. Owing to the importance of the issue and the role of Document of Fundamental Transformations in Education in this institution’s policies, this study conducted a quantitative analysis of the contents of Document of Fundamental Transformations in terms of attention to the categories of social skills from the goal setting of teleological perspective. After sorting and counting covert and overt statements, and calculating descriptive statistics, to estimate the degree of importance of Indicators, Shannon entropy method was employed. For calculating the reliability and validity of research, re-encoding was used by other researchers in Chapter 4 of the document, and the agreement coefficient obtained 92.75 percent. Results showed that the highest amount of attention and the importance were about Relationship skills (41 percent), the responsibility (27 percent), and the coping skills (20 percent), respectively. Finally, Empathy (0.5 percent) and Assertiveness (0/68 percent) had received little attention.
https://jomc.ut.ac.ir/article_66856_1873466975c04a747f9005213c4378e8.pdf
2018-06-22
283
304
10.22059/jomc.2018.223179.1007088
Content analysis
Teleology
Document of fundamental transformations in education
Social Skills
Neda
Ebrahimi Moghadam
ebrahimi.mn@ut.ac.ir
1
Ph.D. Student, College of Farabi, University of Tehran, Qom, Iran
LEAD_AUTHOR
Kamal
Dorrani
kdorrani@ut.ac.ir
2
Professor, Faculty of Psychology and Educational Sciences, University of Tehran, Iran
AUTHOR
درّانی، کمال (1375). درآمدی بر تجزیه و تحلیل محتوا (فن تعبیر و تفسیر نظارتی)، فصلنامةدانش مدیریت، دانشگاه تهران، 32 و31: 25ـ34.
1
طالبزاده نوبریان، محسن؛ صالح صدق پور، بهرام،کرامتی،انسی(1387).بررسی تأثیرجو اجتماعی مدارس متوسطه بر پرورش مهارتهای اجتماعی دانشآموزان؛ فصلنامهمطالعات برنامه درسی، 3(8): 23ـ46.
2
فرنیا، زهرا، جهانبخش، اسماعیل و وحیدا، فریدون(1391). بررسی عوامل مؤثر بر کسب مهارتهای اجتماعی دانشآموزان دختر مقطع متوسطهدر شهر اصفهان، فصلنامةعلوم اجتماعی دانشگاه آزاد شوشتر،(16) 6: 26ـ51.
3
کرامتی، محمدرضا(1381) مطالعة تأثیر یادگیری مشارکتی بررشد مهارتهای اجتماعی و پیشرفت تحصیلی دانشآموزان پایة پنجم ابتدایی شهر مشهد،پایاننامةکارشناسی ارشد،دانشگاه تربیت معلم تهران.
4
کارتلج، جی و میلبرن، اف(1385).آموزش مهارتهای اجتماعی بهکودکان، ترجمة محمدحسین نظرینژاد،نشربهنشر.
5
گرمارودی، غلامرضا و وحدانینیا، مریم سادات.(1385)بررسی میزان مهارتهای اجتماعی دانشآموزان، فصلنامةپایش، 5(2): ۱۴1ـ۱۴7.
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مبینی دهکردی، علی، پاشنگ، مریم (1387). مگادایمهاالزام راهبردی، آینده سازمانها،تهران: مؤسسةمطالعات بینالمللی انرژی.
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8. Alberti, R.E. and Emmons, M.L. (2001). Your Perfect Right: Assertiveness and Equality in Your Life and Relationships, Eight ed., Impact Publishers, Atascadero, CA, USA.
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37. Vecchio, G.M., Pastorelli, C. and Delbove, G. (2007). Multi- faceted self-efficacy belief as predictors of life, Satisfaction in late adolescence, Personality and Individual differences, 43(7): 1807-1818.
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38. Weissbourd, R., Bouffard, S.M. and Jones, S.M. (2013). School climate and moral and social development, School Climate Practices for Implementation and Sustainability, 30: 1-5.
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39. Zeidner, M. and Matthews, G. (2017). Emotional intelligence in gifted students, Gifted Education International, 33(2): 163-182.
39
ORIGINAL_ARTICLE
Identifying and Ranking the Factors Affecting Hypocritical Behavior in State-owned Companies and Providing Solutions Based on Islamic Texts (Case Study: Parsian Gas Refinery Company)
In this paper, the results of the key factors affecting the hypocritical behavior of the Iranian state-owned companies and solutions based on Islamic texts are presented by the analytic hierarchy process approach. The methodology is descriptive-scrolling and experts were chosen based on judgmental sampling. Based on the findings, experts identified that 14 factors affect the detection of hypocritical behaviors. Based on the Analytical Hierarchy Process, individual factors, in comparison to organizational factors, have a higher impact on detecting hypocritical behaviors in the organization. In addition, "high Machiavellianism" has the greatest impact and "managers` lawbreaking behaviors," along with "Organizational silence" have the least impact on the incidence of such behavior in the organization. Solutions based on Quran verses and hadith and Islamic texts that have been prioritized are: the use of meritocracy-based selection and promotion system of human resources; promoting a culture of criticism and avoiding ceremony and praise based on promoting virtue and preventing vice; using appropriate performance appraisal system based on avoidance of unfair reward and punishment; and anti-praise and the decisive and violent encounter with hypocrisy and flattery..
https://jomc.ut.ac.ir/article_66857_8721e0a3a6539bfab06912380c42fed4.pdf
2018-06-22
305
325
10.22059/jomc.2018.211944.1006909
Hypocritical behavior
Flattery
Organizational hypocrisy
Ingratiation
Analytical Hierarchy Process (AHP)
Reza
Eshgarf
reshgarf@ut.ac.ir
1
Ph.D. Student, College of Farabi, University of Tehran, Qom, Iran
AUTHOR
Alinaghi
Amiri
anamiri@ut.ac.ir
2
Professor, College of Farabi, University of Tehran, Qom, Iran
LEAD_AUTHOR
خمینی، روحالله (1371). شرح چهل حدیث، چ31، تهران: مؤسسة تنظیم و نشر آثار امام خمینی (قدس سره).
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2
دشتی، محمد (1379). ترجمة نهجالبلاغه، چ3، قم: مؤسسة فرهنگی و تحقیقاتی امیرالمؤمنین(ع).
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طبرسا، غلامعلی و معینی کربکندی، منصوره (1393). بررسی رابطة مدیریت تصویرپردازی و فرسودگی شغلی، فصلنامة علمی- پژوهشیمطالعاتمدیریت (بهبودوتحول)، 23(76): 157ـ 186.
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عباسپور، عباس، شیخینژاد، فاطمه و رسته مقدم، آرش (1392). سنتز ادبیات سیاستهای سازمانی، مطالعات مدیریت بر آموزش انتظامی، 6(23): 1ـ20.
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عباسی، سلیم، صمیمی، محسن، علیدوست قهفرخی، ابراهیم، احمدی، آرمان و حاتمی ناغانی، زهرا (1393). بررسی عوامل مؤثر بر تملق کارکنان و ارتباط آن با پیشرفت شغلی در ادارة کل ورزش و جوانان استان اصفهان، مطالعات مدیریت رفتار سازمانی در ورزش، 4: 77ـ 88.
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فانی، علیاصغر، شیخینژاد، فاطمه، داناییفرد، حسن و حسنزاده، علیرضا (1393). کنکاشی پیرامون عوامل مؤثر بر شکلگیری رفتار سیاسی در سازمان، مدیریت دولتی، دورة 6(1): 151ـ174.
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قدسیپور، سیدحسن (1390). فرایند تحلیل سلسلهمراتبی، چ9، تهران: انتشارات دانشگاه صنعتی امیرکبیر.
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قربانی چوبقلو، صمد و صادقی عمروآبادی، بهروز (1390). اثرات اخلاق اسلامی بر فاکتورهای شغلی مبتنی بر مهندسی فرهنگی رفتار شهروندی سازمانی، ماهنامة مهندسی فرهنگی، 6(61 و 62): 29ـ 47.
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مشایخی، علینقی، فرهنگی، علیاکبر، مؤمنی، منصور و علیدوستی، سیروس (1384). بررسی عوامل کلیدی مؤثر بر کاربرد فناوری اطلاعات در سازمانهای دولتی ایران: کاربرد روش دلفی، فصلنامة مدرس علوم انسانی، 42: 191ـ232.
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هادوینژاد، مصطفی، داناییفرد، حسن، آذر، عادل و خائف الهی، احمدعلی (1392). رفتارهای منافقانه در ارتباطات بینِفردی سازمان، چشمانداز مدیریت دولتی، 13: 15ـ40.
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Effron, D.A., Lucas, B.J. and O’Connor, K. (2015). Hypocrisy by association: When organizational membership increases condemnation for wrongdoing, Organizational Behavior and Human Decision Processes, 130: 147-159.
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Ferris, G.R. and King, T.R. (1991). Politics in human resources decisions: A walk on the dark side, Organizational Dynamics, 20(2): 59-71.
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Focella, E.S., Stone, J., Fernandez, N.C., Cooper, J. and Hogg, M.A. (2016). Vicarious hypocrisy: Bolstering attitudes and taking action after exposure to a hypocritical in group member, Journal of Experimental Social Psychology, 62: 89-102.
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Gilbert, D.T. and Jones, E.E. (1986). Exemplification: The self-presentation of moral character, Journal of Personality, 54(3): 593-615.
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Gilby, T. (Ed.) (1979). Encyclopedic Dictionary of Religion. Washington, DC, Corpus Publications.
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Jones, E.E. (1964). Ingratiation, New York, Appleton-Century-Crofts.
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Kacmar, K.M. and Baron, R.A. (1999). Organizational politics: The state of the field links to related processes, and an agenda for future research. In F. G. R. (Ed.), Research in personnel and human resources management, Stamford, CT, JAI Press.
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Kacmar, K.M., Carlson, D.S. and Bratton, V.K. (2004). Situational and dispositional factors as antecedents of ingratiatory behaviors in organizational settings. Journal of Vocational Behavior, 65(2): 309-331.
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Linden, R.C. and Mitchell, T.R. (1988). Ingratiatory behaviors in organizational settings, Academy of Management Review, 13(4): 572-587.
29
Lönnqvist, J-E., Irlenbusch, B. and Walkowitz, G. (2014). Moral hypocrisy: impression management or self-deception?, Journal of Experimental Social Psychology, 55: 53-62.
30
Lönnqvist, J-E., Rilke, R.M. and Walkowitz, G. (2015). On why hypocrisy thrives: Reasonable doubt created by moral posturing can deter punishment, Journal of Experimental Social Psychology, 59: 139-145.
31
McConnell, A. R., and Brown, C. M. (2010). Dissonance averted: Self-concept organization moderates the effect of hypocrisy on attitude change. Journal of Experimental Social Psychology, 46(2), 361-366.
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Rustichin, A. and Villeval, M.C. (2014). Moral hypocrisy, power and social preferences, Journal of Economic Behavior and Organization, 107: 10-24.
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Stone, J. and Fernandez, N.C. (2008). To practice what we preach: The use of hypocrisy and cognitive dissonance to motivate behavior change, Social andPersonality Psychology Compass, 2(2): 1024-1051.
36
ORIGINAL_ARTICLE
The Effect of Leader Trust on Employees Voice: Investigating the Moderating Role of Empowering Leader Behaviors
Nowadays, many organizations ask their employees to express their ideas and opinions to achieve organizational goals in the ever-changing world. The purpose of this study is to investigate the effects of leader trust on employee voice with the moderating role of empowering leader behaviors in the technical and vocational organization of Guilan. In this applied research, the method was descriptive, and data gathered through the questionnaires and survey. All employees (N=459) considered as statistical population, and 210 persons were chosen as the sample based on simple stratified sampling (Quota) and Cochran formula. The results of the questionnaires analyzed and the hypotheses tested by SMART PLS2 and SPSS 20. Data gathering tools were Trust in supervisor questionnaire of McAllister, Employee Voice of Van Dyne, and LePine and empowering leadership of Arnold et al. Content validity and convergent validity evaluation were conducted. For reliability evaluation, Cronbach's alpha and composite reliability were calculated. Analyzing the questionnaires and testing hypotheses indicated that Leader trust has a significant positive effect on employee voice and only the interacting effect of employee voice and informing went to a negligible level, whereas the interaction effects of employee voice with participative decision making and coaching were significant.
https://jomc.ut.ac.ir/article_66077_4d16490c88c4846ffa622d2cfcf0621e.pdf
2018-06-22
327
346
10.22059/jomc.2018.135840.1006613
Employee voice
Empowering leader behaviors
Leader trust
Razieh
Bagherzadeh khodashahri
bagherzadehneda_bk@yahoo.com
1
MS, Department of Public Administration, Payame Noor University, Rasht, Guilan, Iran
AUTHOR
Mohammad Sadegh
Hassanzadeh Pasikhani
sa_hassanzadeh@yahoo.com
2
Assistant Professor, Department of Public Administration, Payame Noor University, Tehran, Iran
LEAD_AUTHOR
Mir Hadi
Moazen Jamshidi
jamshidi.hadi@gmail.com
3
Assistant Professor, Department of Public Administration, Payame Noor University, Tehran, Iran
AUTHOR
افخمی اردکانی، مهدی و خلیلی صدرآباد، افسر (1391). بررسی رابطه بین عوامل شخصیتی و سکوت کارکنان دانشی، پژوهشهای مدیریت عمومی، 18: 65ـ83.
1
بزرگنیا حسینی، سیده فاطمه و عنایتی، ترانه (1393). رابطۀ سکوت سازمانی با عملکرد کارکنان دانشگاه، فصلنامة اخلاق در علوم و فنّاوری، 4: 1ـ10.
2
داناییفرد، حسن، الوانی، سید مهدی و آذر، عادل (1394). روششناسی پژوهش کمی در مدیریت: رویکردی جامع، تهران: صفار.
3
داناییفرد، حسن، فانی، علیاصغر و براتی، الهام (1390). تبیین نقش فرهنگ سازمانی در سکوت سازمانی در بخش دولتی، چشمانداز مدیریت دولتی، 8: 61ـ82.
4
زارعی متین، حسن، طاهری، فاطمه و سیار، ابوالقاسم (1390). سکوت سازمانی: مفاهیم، علل، و پیامدها، فصلنامة علوم مدیریت ایران، 21: 77ـ104.
5
سازمان فنی و حرفهای استان گیلان (1393). ارزیابی بخشنامة 1572/93/200 معاونت توسعة مدیریت و سرمایة انسانی سازمان مدیریت و برنامهریزی.
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محمدزاده، زهرا، رحمان سرشت، حسین و کوشازاده، سید علی (1390). اثر اعتماد شناختی و عاطفی به رهبر بر هویت سازمانی: نقش میانجی اعتماد به سازمان، فصلنامة رهیافتی نو در مدیریت آموزشی، 3: 1ـ20.
7
نقوی مقدم، علیرضا و فهیما، مریم (1392). بررسی تطبیقی رفتار چندآوایی در سازمانها، فصلنامة بانک سپه، 144: 39ـ41.
8
Abdulai, I.A. and Shafiwu, A.B. (2014). Participatory Decision Making and Employee Productivity, A Case Study of Community Banks in the Upper East region of Ghana, Business and Economics Journal, 5(3):1-10.
9
10. Ahearne, M., Mathieu, J.E. and Rapp, A. (2005). To empower or not to empower your sales force? An empirical examination of the influence of empowering lead behaviors on customer satisfaction and performance, Journal of Applied Psychology, 90: 945-955.
10
11. Bakiev, E. (2013). The Influence of Interpersonal Trust and Organizational Commitment on Perceived Organizational Performance, Journal of Applied Economics and Business Research JAEBR, 3(3): 166-180.
11
12. Barton, H. and Barton, C.L. (2011). Trust and psychological empowerment in the Russian work context, Human Resource Management Review, 21: 201-208.
12
13. Bell, M.P., Ozbilgin, M.F., Beauregard, T.A. and Surgevil, O. (2011). Voice, silence, and diversity in 21st century organizations: strategies for inclusion of gay, lesbian, bisexual, and transgender employees, Human resource management, 50(1): 131-146.
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14. Boichuk, J.P. and Menguc, B.R. (2013). Engaging Dissatisfied Retail Employees to Voice Promotive Ideas: The Role of Continuance Commitment, Journal of Retailing, 89: 207-218.
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15. Chan, S.C. (2013). Paternalistic leadership and employee voice: Does information sharing matter, Human Relations, 67(6): 667-693.
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16. Conchie, S.M., Taylor, P.J. and Donald, L.J. (2012). Promoting safety voice with safety-specific transformational leadership: The mediating role of two dimensions of trust, Journal of Occupational Health Psychology, 17(1): 105-115.
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17. Detert, J.R. and Burris, E.R. (2007). Leadership Behavior and Employee Voice: Is the Door Really Open? Academy of Management Journal, 50(4): 869-884. Egan, T. (2013). The Impact of Leader Coaching Behavior on Engineers’ Motivation to Learn and Voicing Behavior, 120th ASEE Annual Conferenceand Exposition, American Society for Engineering Education, 1-18.
17
18. Ellis, J.B. and Van Dyne, L. (2009). Voice and Silence as observer's reactions to defensive voice: predictions based on communication competence theory. In J. Greenberg and M.S. Edwards (Eds.), Voice and silence in organizations, Copy right by emerald group publishing limited, 38-61.
18
19. Ergeneli, A., Ari, G. S. and Metin, S. (2007). Psychological empowerment and its relationship to trust in immediate managers, Journal of Businessresearch, 60(1): 41-49.
19
20. Erturk, A. (2008). A trust-based approach to promote employees: openness to organizational change in Turkey, International Journal of Manpower, 29(5): 462-483.
20
21. Gao, L., Janssen, O. and Shi, K. (2011). Leader trust and employee voice: The moderating role of empowering leader behaviors, The Leadership Quarterly, 22: 787-798.
21
22. Hakimi, N. (2010). Leader Empowering Behaviour: The Leader’s Perspective Understanding the Motivation behind Leader Empowering Behaviour, Erasmus research institute of management -Erim, 184, 1-155.
22
23. Holland, P., Cooper, B.K. and Pyman, A. (2012). Trust in management: the role of employee voice arrangements and perceived managerial opposition to unions, Human Resource Management Journal, 22(4): 377-391.
23
24. Hsiung, H.H. (2012). Authentic Leadership and Employee Voice Behavior: A Multi-Level Psychological Process, J Bus Ethics, 107: 349-361.
24
25. Kutanis, O., Ardıç, K., Uslu, O. and Karakiraz, A. (2014). Emotional Inteligence, Fear Based Silence and Trust to Manager, Polish Journal of Management Studies. 10(2): 133-142.
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26. Lamsa, A.M. and Pucetaite, R. (2006). Development of organizational trust among employees from a contextual perspective, Business Ethics, 15(2): 130-141.
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27. Li, C. and Wu, K. (2015). Investigation of Motive between Transformational Leadership and Prosocial Voice: An Empirical Study in China, International Journal of Leadership Studies, 9: 115-130.
27
28. Malami, U. and Zaiton, H. (2013). Antecedents and outcomes of voice and silence behaviours of employees of tertiary educational institutions in Nigeria, Procedia - Social and Behavioral Sciences, 97: 188-193.
28
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30
31. Nikolaou, I., Vakola, M. and Bourantas, D.C. (2011). The role of silence on employees attitudes “the day after” a merger, Personnel Review, 40(6): 723-741.
31
32. Payne, H.J. (2014). Examining the relationship betweenTrust in Supervisor-Employee Relationships and Workplace Dissent Expression, Communication Research Reports, 31(2): 131-140.
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34. Tundjungsari, V., Istiyanto, J.E., Winarko, E. and Wardoyo, R. (2011). Enhancing Participation Process in Public Decision Making with MCDA and Trust Modeling, IJCSI International Journal of Computer Science, 8: 53-63.
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35. Vangel, K. (2011). Employee Responses to Job Dissatisfaction, Academy of Management Journal, 50(4): 869-884.
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36. Wang, Q., Weng, Q., McElro, j.C., Ashkanasy, N.M. and Lievens, F. (2014). Organizational career growth and subsequent voice behavior: The role of affective commitment and gender, Journal of Vocational Behavior, 84: 431-441.
36
ORIGINAL_ARTICLE
Designing an Interpretive Structural Model of Toxic Organization’s Antecedents
The purpose of this study was designing the interpretive structural model of toxic organization’s antecedents. In this regard, having studied literature and identified antecedents of a toxic organization, a half-closed questionnaire embodied antecedents based on the Likert scale was developed and distributed among 26 experts from administrative organizations in Rafsanjan, using concept and snowball sampling. Based on the fuzzy analysis, the questionnaires statements were screened. Then, the other identified antecedents of toxic organization were screened and after categorizing, the measure for ISM was developed and distributed among mentioned experts. Finally, data were analyzed, and interpretative structural model of the studied phenomenon was drawn. The model possessed 12 variables in six different levels: firstly, toxic external environment; secondly, toxic leadership; thirdly, toxic human resource management and toxic processes; fourthly, toxic physical, job, and organizational structures, fifthly, toxic organizational climate and toxic personal perception; and finally, toxic public ethics, toxic interpersonal communication, and toxic organizational behaviors.
https://jomc.ut.ac.ir/article_66858_3030dd579fd6b39c5f1c762faa6f1b9d.pdf
2018-06-22
347
367
10.22059/jomc.2018.210980.1006895
The dark side of organizational behavior
Toxicity
Toxic organization
Antecedents
Interpretive Structural Modeling (ISM)
Saltaneh
Asadzadeh
nargesmari12@gmail.com
1
MSc. Faculty of Administrative Sciences and Economy, University of Vali-e-Asr, Rafsanjan, Iran
AUTHOR
Mostafa
Hadavinejad
hadavi@vru.ac.ir
2
Associate Professor, Faculty of Administrative Sciences and Economy, University of Vali-e-Asr, Rafsanjan, Iran
LEAD_AUTHOR
رمضانیان، محمدرحیم، مرادی، محمود و سلطانی، فاطمه (1394). تحلیل موانع تعاملپذیری فرهنگی در زنجیرة تأمین صنعت خودرو با بهکارگیری رویکرد مدلسازی ساختاری- تفسیری (ISM)، مدیریتفرهنگسازمانی، 13(2): 369ـ 391
1
میرسپاسی، ناصر، طلوعی اشلقی، عباس، معمارزاده، غلامرضا و پیدایی، میرمهرداد (1389). طراحی مدل تعالی منابع انسانی در سازمانهای دولتی ایران با استفاده از تکنیک دلفی فازی، پژوهشهایمدیریت، 87: 1ـ 23
2
Appelbaum, S.H., Deguire, K.J., and Lay, M. (2005). The relationship of ethical climate to deviant workplace behaviour, Corporate Governance, 5(4): 43-55.
3
Appelbaum, S.H. and Roy-Girard, D. (2007). Toxins in the workplace: Affect on organizations and employees, Corporate Governance, 7(1): 17-28.
4
Attri, R., Dev, N. and Sharma, V. (2013). Interpretive structural modelling (ISM) approach: An overview, Research Journal of Management Sciences, 2(2): 3-8.
5
Bennett, J.B. and Lehman, W.E. (1999). Employee exposure to coworker substance use and negative consequences: The moderating effects of work group membership, Journal of Health and Social Behavior, 40(3): 307-322.
6
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7
Chamberlain, L.J. and Hodson, R. (2010). Toxic work environments: What helps and what hurts, Sociological Perspectives, 53(4): 455-477.
8
Creswell, J.W. (2012). Educational research: Planning, conducting, and evaluating quantitative and qualitative research, (ed. 4), Boston: Pearson.
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42
ORIGINAL_ARTICLE
The Effect of E-leadership on Employees Job Attitudes in Virtual Teams with an Emphasis on the Role of Online Communication Channels and Conceptual Satisfaction of Communication
Today, many leaders and their team members are interacting with groupware such as e-mail, social networks, newsgroups, online conversations, and video conferences. In such circumstances, the mutual relationship between leadership and technology has increased rapidly. This study examines the effect of e-leadership on employee attitudes and answers to the question, "Can different types of communication channels and conceptual satisfaction of communication modify this relationship?" The philosophy of the research is positivism, the approach is deductive, and the strategy is surveying. This study performed at Niroo Research Institute in Tehran. Through a simple random sampling, the sample of the research is selected and, the data were gathered via a standard questionnaire. The results of the data analysis show that e-leadership has a direct impact on job attitudes, and communication channels and Conceptual satisfaction of communication moderates relationship between e-leadership and job attitudes.
https://jomc.ut.ac.ir/article_66859_16c513d45d1d4e3467371f018609b252.pdf
2018-06-22
369
391
10.22059/jomc.2018.205369.1006814
E-leadership
Virtual teams
Communication channels
the conceptual satisfaction of communication Niroo Research Institute
Mohammad Reza
Daneshvar Deylami
daneshvar.deylami@gmail.com
1
Ph.D. Student, Allameh Tabataba’i University, Tehran, Iran
LEAD_AUTHOR
Hamed
Dehghanan
dehganan@yahoo.com
2
Assistant Professor, Allameh Tabataba’i University, Tehran, Iran
AUTHOR
Mohammad Reza
Adibpour
mohamadreza.adibpour@gmail.com
3
Ph.D. Student, Shahid Beheshti University, Tehran, Iran
AUTHOR
حکیم آراء، محمدعلی، شهیر، احسان و روشندل، طاهر (1392). عوامل مؤثر بر جذب کاربران ایرانی به شبکههای اجتماعی مجازی خارجی، امنیت ملی، 3(9): 139-160
1
قلیپور، آرین (1393). مدیریت رفتار سازمانی (رفتار فردی)، در فصل سوم، تهران: سمت، ص 108-128.
2
قلیپور، آرین و امیری، بهنام (1388). تأثیر فناوری اطلاعات بر رفتار سازمانی: بررسی چالشهای هویتی در تیمهای مجازی و تأثیر آن بر رفتار اعضای تیم، نشریةمدیریت فناوری اطلاعات، 1103-108(2)
3
Anantatmula, V. (2010). A Structured Approach for Better Performance, Project Management Journal, 60-72.
4
Avolio, B.K. (2000). E-Leadership: Implications for Theory, Research, and Practice, The Leadership Quarterly, 615-668.
5
Beich, E. (2001). The Pfeiffer book of successful team-building tools, San Francisco: Jossey-Bass/Pfeiffer.
6
Boule, M. (2008). Best practices for working in a virtual team environment, Library Technology Reports, 44(1): 28-31.
7
Brian, C. and Jeanne, M. (2014). Trust me, I’m a negotiator: Diagnosing trust to negotiate effectively, Organizational Dynamics, 27-36.
8
Burrus, D. (2010). Social networks in the workplace: the risk and opportunity of Business. Strategy and Leadership, 38(4):, 50–53.
9
10. Cannady, Y. (2014). Valued project team leader and preferred communication methods in virtual teams, Capella University, ProQuest Dissertations Publishing.
10
11. Cohen, S.G. (2003). Virtual teams that work: Creating conditions for virtual team effectiveness, San Francisco: Jossey-Bass.
11
12. Connaughton, S. and Daly, J. (2004). Identification with leader: A comparison of perceptions of identification among geographically dispersed and co-located teams, Corporate Communications: An International Journal, 9(2): 89-103.
12
13. Duarte, D.L. (2001). Mastering virtual teams: Strategies, tools, and techniques that succeed (2nd ed.),San Francisco: Jossey-Bass.
13
14. Fornell, C., & Larcker, D. F. (1981). Evaluating structural equation models with unobservable variables and measurement error. Journal of marketing research, 39-50.
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15. Gajendran, R. and Joshi, A. (2012). Innovation in globally distributed teams: The role of LMX, communication frequency, and member influence on team decisions, Journal of Applied Psychology, 97(6): 1252-1261.
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16. Gareis, E. (2006). Virtual teams: A comparison of online communication channels, The Journal of Language for International Business, 17(2): 6-21.
16
17. Goodbody, J. (2005). Critical Success Factors for Global Virtual Teams, Strategic Communication Management.
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20. Hernandez, M. and Eberly, M. (2011). The loci and mechanisms of leadership: Exploring a more comprehensive view of leadership theory, The Leadership Quarterly, 22(6): 1165-1185.
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21. Huang, Yen-Chih and Rong, M.A. (2008). Exploitative learning in project teams: Do cognitive capability and strategic orientations act as moderator variables?, International Journal of Project Management 33: 760-771.
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23
24. Kaya, M. (2013). The effects of perceived organizational justice on police job satisfaction, job involvement and job stress, Spalding Uniyersity, 59-61.
24
25. Kross, E. and Verduyn, P. (2013). Facebook use predicts declines in subjective well-being in young adults, Plos One, 8(8).
25
26. Lambert, E.G. (2010). Take this job and shove it: An exploratory study of turnover intent among jail staff, Journal of Criminal Justice, 38: 139-148.
26
27. Lee, M, (2014). Leading Virtual Project Teams: Adapting Leadership Theories and Communications techniques to 21st Century Organizations, Boca Raton, FL: CRC Press, 17.
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31. O’Neill, T. and Hambley, L. (2007). Virtual team leadership: The effects of leadership styleand communication medium on team interaction styles and outcomes, Organizational Behavior and Human Decision Processes, 103: 1-20.
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34
35. Santos, J. (2013). Designing and leading virtual teams, working paper, Insead University.
35
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36
37. Svensson, J. (2006). Speech acts, communication problems and fighter pilot team performance, Ergonomics, 49: 1226-1237.
37
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38
39. Wang, M. (2011). Understanding newcomers’ adaptability and work-related outcomes: Testing the mediating roles of perceived P-E fit variables, Personnel Psychology, 163-189.
39
40. Yael, Z.ofi (2011). A Manager’s Guide to Virtual Teams, New York: American Management Association.
40
41. Zaccaro, S & Bader, P.Zaccaro, (2003). E-Leadership and the Challenges of Leading E-Teams: Minimizing the Bad and Maximizing the Good, Organizational Dynamics, 377-387.
41
42. Zakaria, N.A. (2004). Working together apart? Building a knowledge-sharing culture for global virtual teams, Creativity and Innovation Management, 13(1): 15-29.
42
43. Zhang, S. and Tremaine, M. (2009). Occurrence and effects of leader delegation in virtual software teams, International Journal of E-Collaboration, 5(1): 47-68.
43
ORIGINAL_ARTICLE
Designing the Model of Stakeholders’ Smart Trust to Organization (Case Study: Customers of Iranian Car-Manufacturing Companies)
The purpose of this study is designing and describing the model of customer's smart trust for Iranian automobile manufacturers because management scientists believe that smart trust is advanced-level trust, and it is very necessary for organizational success in the market. Data collected using a questionnaire that carefully designed by researchers. The questionnaires were distributed among customers of Iranian automobile manufacturers, in Tehran. We used Confirmative Factor Analysis (CFA) and Structural Equation Modeling (SEM) for evaluating and testing the research hypotheses. Finally, the improved and final model of customer's smart trust for Iranian automobile manufacturer was produced. This paper has useful implications for managers.
https://jomc.ut.ac.ir/article_66860_2b706c2531654671ab9af8c8ffd6d0cf.pdf
2018-06-22
393
410
10.22059/jomc.2018.205054.1006809
Smart trust
Propensity to trust
Company Analysis
Iranian automobile manufacturer
Hamidreza
Asgari Dehabadi
hamid.askari66@gmail.com
1
Ph.D. of Public management. Ph.D. center, Payam-e-Noor University, Tehran, Iran
LEAD_AUTHOR
Seyed Ali Akbar
Ahmadi
a_ahmadi1344@pnu.ac.ir
2
Professor, Group of Management, Payam-e-Noor University, Tehran, Iran
AUTHOR
Hassan
Darvish
dr_darvish@pnu.ac.ir
3
Associate Professor, Group of Management, Payam-e-Noor University, Tehran, Iran
AUTHOR
Adel
Azar
azara@modares.ac.ir
4
Professor, Faculty of Management & Economics, Tarbiat Modares University, Tehran, Iran
AUTHOR
آذر، عادل و خدیور، آمنه (1393). کاربرد تحلیل آماری چندمتغیره در مدیریت، تهران: نگاه دانش.
1
توکلی، عبداله (1379). اعتماد در سازمان با نگرش اسلامی، پایاننامه، پژوهشکدة حوزه و دانشگاه.
2
داناییفرد، حسن، الوانی، سیدمهدی و آذر، عادل (1388). روششناسی پژوهش کیفی در مدیریت: رویکردی جامع، چ3، تهران: صفار.
3
دهدشتی شاهرخ، زهره و بحرینیزاده، منیجه (1389). تحقیقات بازاریابی، تهران: سمت.
4
طالقانی، غلامرضا، فرهنگی، علیاکبر و عابدی جعفری، عابد (1389). طراحی مدل عوامل مؤثر بر اعتماد شهروندان نسبت به مدیریت شهری، نشریة مدیریت دولتی، 2(4): 89-106.
5
معین، محمد (1371). فرهنگ فارسی، تهران: امیرکبیر.
6
Alan, A.K. and Kabaday, E.T. (2014). Quality antecedents of brand trust and behavioral intention, Procedia - Social and Behavioral Sciences, 150: 619-627.
7
Baker, J., Parasuraman, A., Grewal, D. and Voss, G.B. (2002). The influence of multiple store environment cues on perceived merchandise value and patronage intentions,Journal of Marketing, 66(2): 120-141.
8
Clapham, W. (2011). Positive Tickets’ from the Police in Canada, Center for Advanced Research, FranklinCovey study, see also “Positive Ticketing for Youth,” www.strategiesforyouth.org/archives/positive_ticketing.htm.
9
Covey, S.M. and Link, G. (2012). Smart Trust: Creating prosperity, energy, and joy in a low-trust world, Simon & Schuster press.
10
Hayes, T. (2008). Jump Point: How Network Culture is Revolutionizing Business, New York: McGraw-Hill.
11
Paliszkiewicz, J. and Klepacki, B. (2013). Tools of Building Customer Trust, Active citizenship by management, knowledge management & innovation knowledge and learning international conference, Zadar, Croatia, 19-21 June.
12
ORIGINAL_ARTICLE
Pathology of Organizational Training in one of the Military bases of the Armed Forces by Using the "FPSS"
Today, corporate training has become one of the most modern necessities for survival in the current dynamic world. Organizational dynamics, structural flexibility, efficiency and effectiveness of all education system depends on having an efficient and effective organization. We can identify the weaknesses and flaws of courses through educational pathology. The present study wanted to evaluate training courses in one of the military bases of the armed forces by using the FPSS to find a way to identify the weaknesses and injuries on the course and provide recommendations for moving towards the ideal situation. The method is descriptive through survey and the statistical population of the study is of all managers and experts, which was estimated 120 persons according to Morgan Sample Size Determination Table. To collect data, a researcher-made questionnaire consisting of 32 questions was used. The reliability calculated and result revealed 964/0. Then, since the data were normalized, to analyze them the confirmatory factor analysis using LISREL software and One-sample T-test using SPSS software were employed. The results showed that the studied organizations in both the functional and process model in two patterns of FPSS were fairly well, but they were not appropriate regarding the systems and structures of the FPSS pattern.
https://jomc.ut.ac.ir/article_66861_950f5c7c02effeb1ad659a7a8bf6a299.pdf
2018-06-22
411
438
10.22059/jomc.2018.141753.1006732
Pathology training
organizational learning
Pattern FPSS
Mohammad Reza
Soltani
mrs_soltan@yahoo.com
1
Assistant Professor, Department of Human Resource Management, University of Imam Hussein (AS), Tehran, Iran
AUTHOR
Gholam Hossein
Nikookar
gh-nikookar@yahoo.com
2
Associate Professor, Department of Human Resource Management, University of Imam Hussein (AS), Tehran, Iran
AUTHOR
Amin
Pashaei Houlaso
pashaeiamin@yahoo.com
3
Ph.D. Student in Industrial Management, Islamic Azad University, South Tehran, Iran
LEAD_AUTHOR
Ahmad Reza
Khalili
arkhalili44@gmail.com
4
Master of Public Administration, School of Management, Tehran University, Iran
AUTHOR
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ORIGINAL_ARTICLE
Investigating the Organization's Ethical Climate on Burnout with Emphasis on the Attitudes of the Employees of the Maskan Bank of Tehran Province
The lack of ethical space in the banks will reduce the quality of customer service. Considering the importance of customer satisfaction in banks, this study seeks to investigate the extent of organizational economic impacts on burnout in Maskan Bank. This research is descriptive in terms of purpose, application and data collection method. It is a correlation type based on the modeling of structural equations. To assess the attitude of employees and the extent of organizational eco-impact on burnout, standard questionnaires with Likert scale with a minimum Cronbach alpha of 0/60 were used. Based on the Morgan table, according to the population of 450, 208 persons were considered as the statistical sample, and eventually, 314 questionnaires were completed. The statistical population was the members of Maskan bank, Tehran province. Data were analyzed using SPSS16 and AMOS22 software. The results of the research indicate that anxiety has a positive effect on job satisfaction and has an adverse effect on the willingness to leave the service. On the other hand, anxiety does not have a significant effect on burnout. Besides, the results showed that the effect of job satisfaction on inversion is an inverse relationship. As job satisfaction increases, job burnout decreases. The effect of the desire to quit serving burnout is also confirmed.
https://jomc.ut.ac.ir/article_66862_de3ddac53856cb25ec53716453fc6eda.pdf
2018-06-22
439
460
10.22059/jomc.2018.221765.1007069
Intention to quit
Organizational ethical climate
Job satisfaction
Job Burnout
kazem
Hassanzadeh
k_hassanzadeh@ut.ac.ir
1
Ph.D. student, College of Farabi, University of Tehran, Qom, Iran
AUTHOR
Arezo
Sohrabi
r_sohrabi@ut.ac.ir
2
Ph.D. student, College of Farabi, University of Tehran, Qom, Iran
AUTHOR
Marjan
Fayyazi
mfayyazi@ut.ac.ir
3
Assistant Professor, Faculty of Management, University of Tehran, Tehran, Iran
LEAD_AUTHOR
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51. Tong, J., Wang, L. and Peng, K. (2015). From person-environment misfit to job burnout: Theoretical extensions, Journal of Managerial Psychology, 30(2): 169-182.
51
52. Trépanier, S.G., Fernet, C., Austin, S. and Ménard, J. (2015). Revisiting the interplay between burnout and work engagement: An exploratory structural equation modeling (ESEM) approach, Burnout Research, 2(2): 51-59.
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57. Zehir, C., Erdogan, E. and Basar, D. (2011). The relationship among charismatic leadership, ethical climate, job satisfaction and organizational commitment in companies, Journal of Global Strategic Management, 10, 49-59
57
ORIGINAL_ARTICLE
Predicting Organizational Citizenship Behavior based on Cultural Intelligence and Conflict Management
The aim of this research is to predict the citizenship behavior of teachers, based on cultural intelligence and conflict management. To do this, a descriptive-scrolling method was employed. Our population consisted of 186 teachers of Azadshahr` schools. We utilized stratified and then simple random sampling strategy. Besides, the Ang et.al cultural intellectual questionnaire (2004), Robbin conflict management questionnaire (1998), and Podsacoff et.al. Organizational citizenship behavior questionnaire was used. To assess the reliability of our tools, Cronbach`s alpha was calculated and we reached 0.86, 0.85, and 0.89, respectively. The information obtained from these questionnaires were analyzed using SPSS software with descriptive and inferential statistics of correlation coefficient and regression test and the following results obtained: there was a significant positive relationship between strategic intelligence or meta-cognition and conflict management; there was a significant positive relationship between intelligence quotient, motivational intelligence, behavioral intelligence (or cognition) and conflict management. Thus, in order to have a better conflict management existed in the workplace, the cultural intelligence of teachers should be improved.
https://jomc.ut.ac.ir/article_66863_880ca8e35319e5b3766b7dfdfcb7ab83.pdf
2018-06-22
461
484
10.22059/jomc.2018.206452.1006825
Cultural Intelligence
Conflict management
Organizational Citizenship Behavior
Reza
Mirarab Razi
reza.mirarab@gmail.com
1
Assistant Professor, Faculty of Human Sciences, University of Mazandaran, Mazandaran, Iran
LEAD_AUTHOR
Mohsen
Dibaei Saber
m.dibaei1359@gmail.com
2
Assistant Professor, Faculty of Human Sciences, Shahed University, Tehran, Iran
AUTHOR
ابزری، مهدی، اعتباریان، اکبر و خانی، اعظم (1389). تأثیر هوش فرهنگی بر اثربخشی گروهی (مورد مطالعه: شرکت فولاد مبارکة اصفهان)، پژوهشنامة مدیریت تحول، 2(4): 25ـ41.
1
بدری، پشتهصاحب و برزن، حمیده (1384). بررسی ارتباط بین تعارض شغلی کارکنان و ساختار سازمانی در مؤسسات دولتی، فصلنامة مدیریت و توسعه، 1، 19(1 و 64): 58-67.
2
ثناگو، ثمین و رحیمینیک، اعظم (1393). ارتباط بین هوش فرهنگی بر توانایی حل تعارض مدیران و کارکنان پژوهشگاه علوم و فناوری اطلاعات ایران، کنفرانس ملی رویکردهای نوین در مدیریت کسب و کار، تبریز، دانشگاه تبریز و سازمان مدیریت صنعتی.
3
رضایی، محمدمهدی، تاجیک، سعید و رضایی، مسعود (1392). رابطة میان فرهنگ سازمانی و هوش فرهنگی میان معلمان آموزش و پرورش شهرستان ورامین در سال تحصیلی 1390ـ1391، کنفرانس بینالمللی مدیریت، چالشها و راهکارها، شیراز.
4
سپهوند، رضا و بهاروند، فتانه و بیرانوند، رضوان (1392). هوش فرهنگی در تعامل با استراتژیهای مدیریت تعارض، فصلنامة علوم مدیریت ایرانیان، 8(29): 73-103.
5
مستبصری، م. و نجابی، ع،ر. (1387). فرسودگی شغلی عامل تعدیلکنندة OCBدر سازمان، تهران: سمت.
6
هویدا، رضا و نادری، ناهید (1388). بررسی سطح رفتار شهروندی سازمانی کارکنان، پژوهشنامة مدیریت اجرایی، 9، 2(33): 103ـ118.
7
نائینی، محمدجواد و عباسعلیزاده، منصوره (1386). هوش فرهنگی: سازگاری با ناهمگونها، ماهنامة تدبیر، 18(181): 20ـ23.
8
حسینی، سیدحسین و حضرتی، محمـود (1390) ،شناسـایی و تبیـین مـدل رفتارهـای شهروندی سازمانی در سازمانهای دولتـی، پـژوهشهـای مـدیریت عمـومی، (13)4: 139- 156.
9
10. ابراهیمپور، حبیب، حسنزاده، محمد و نعمتی، ولی (1393). رفتار شهروندی سازمانی و وفاداری گردشگران. فصلنامۀ علمی –پژوهشی مدیریت گردشگری، 7، (18): 73 -92.
10
11. دلارام، طوبی (1388). بررسی میزان تأثیر هوش فرهنگی بر عملکرد وظیفهای مدیران (مورد مطالعه: شعب بانک اقتصاد نوین استان تهران)، نشریة علمی - پژوهشی مدیریت فردا، 8، (22): 67-78.
11
12. اصغری زهرا (1388) بررسی رابطه بین هوش سازمانی و بهرهوری سازمانی در ادارات تربیت بدنی استان آذربایجان شرقی، پایاننامۀ کارشناسی ارشد مدیریت ورزشی، دانشکدۀ علوم انسانی، دانشگاه پیام نور تهران.
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13. Alon, I. andHiggins, J.M. (2005). Global Leadership Success through Emotional and Cultural Intelligences, Business Horizons, 48: 501-512.
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14. Bucker, J. and Poutsma, E. (2010). Global Management Competencies: A Theoretical Foundation, Journal of Managerial Psychology, 25(8): 829-844.
14
15. Chin, C.O. and Gaynier, L.P. (2011). Global leadership competence: A cultural intelligence perspective, In MBAA Conference.
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16. Earley, P. Christopher, Mosakowski, Elaine (2004). Cultural Intelligence, Harvard business Review, pp.139-146.
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17. Ferdman, B. (2002).Cultural identity and Diversity in organizations, New york: Wiley, pp. 37-38.
17
18. Harris, M.M. and Lievence, F. (2004). Selecting Employees for-Global Assignment: Can Assessment Center Measure Cultural Intelligence, [Online], http: //www.findarticles.com, [10,09,2009].
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19. Imai, L.and Gelfand, M.j. (2010). The Culturally Intelligent Negotiator: The Impact of Cultural Intelligence (CQ) on Negotiation Sequences and Outcomes, Organizational Behavior and Human Decision Processors, 112(2): 83-98.
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20. Templer, K.J., Tay, C. and Chandrasekar, N.A. (2006). Motivational cultural intelligence, realistic job preview, realistic living conditions preview and cross-cultural adjustment, GroupandOrganization Management, 31(1): 154-173.
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21. Thomas, D.C., Elron, E., Stahl, G., Ekelund, B.Z., Ravlin, E.C., Cerdin, J. L., ... and Maznevski, M. (2008). Cultural intelligence: Domain and assessment, International Journal of Cross Cultural Management, 8(2): 123-143.
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22. Ang, Soon, Linn Van Dyne, C. Koh, and K. Y. Ng. (2004). The measurement of cultural intelligence. In academy of management meetings symposium on cultural intelligence in the 21st century, New Orleans, L
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23. Podsakoff, P. M.; MacKenzie, S. B.; Paine, J. B. & Bachrach, D. G .(2000)Organizational Citizenship Behaviours: A Critical Review or the Theoreticaland Empirical Literature and Suggestions for Future Research, Journal ofManagement, 26(3), pp. 513-563.
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24. Sisk, D.(2008).Engaging the spiritual Intelligence of Gifted student to Build Global Awareness. Reper Review30 (1), 24-30.
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25. Earley, P.C. & Mosakowski, E. (2004). "Cultural intelligence .Harvard Business Review". Vol. 82, No. 10. pp: 139-146
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26. Ang, S., Van Dyne, L., Koh, C. (2006). "Personality Correlates of the Four-Factor Model of Cultural Intelligence". Group & Organization Management. Vol. 31, No. 1. pp: 100- 123.
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27. Robbins SP. Organizational behavior. Upper Saddle River NJ: Prentice-Hall; 2001
27
28. Smith, A.;Ron,I.(2010).“Promoting organizational citizenship behavior in schools: The Impact of Individual and Organizational Characteristic” , Educational Administration Quarterly , 43/1 : 38-66
28
29. Kim , S. and Menguc, B. (2006), “The employeeorganization relationship, organizational citizenship behaviours and superior service quality”, Journal of Retailing, Vol. 78, pp. 131-46.
29
ORIGINAL_ARTICLE
Validating the Model of Stewardship Behavior of the Servants of Hajj and Pilgrimage Organization
This study was performed with a mixed exploratory approach – tool creation model – aiming to model the contextual factors on the stewardship behavior of Hajj and pilgrimage organization servants in the holy places of Mecca and Medina using the conventional content analysis in qualitative section. Semi-structured interviews were performed with 18 top servants to achieve the qualitative data from the purposive sampling method according to criteria of the code of conduct performance evaluation of the Hajj pilgrimage organization servants to reach theoretical saturation. Texts of the interviews performed were categorized and encoded in units of thought and they were finally classified in theme classes and intra-subject agreement methods of two coders were used to validate it. The research qualitative findings explain the servants' stewardship behavior in the form of four behaviors: Humanitarian, pioneering, service-orientation, and self-orientation behaviors, and contextual factors affecting it in terms of personal background factors and role-related background factors. After discovering the category of the model presented in the qualitative stage, a 112-item questionnaire was designed and regulated to qualitatively validate the extracted model, and it was provided for 205 servants by available sampling method and the validity of the model was qualitatively verified.
https://jomc.ut.ac.ir/article_66864_6cc26d86eb295f746f3515efd3a0b7e3.pdf
2018-06-22
485
502
10.22059/jomc.2018.206924.1006835
Stewardship Behavior
contextual factors
Hajj and Pilgrimage Organization
Mixed Exploratory
Alireza
Amini
alirezaamini@shirazu.ac.ir
1
Assistant Professor, Department of Management, University of Shiraz, Shiraz, Iran
LEAD_AUTHOR
Fariborz
Rahimnia
r-nia@um.ac.ir
2
Professor, Faculty of Economic & Administrative Sciences, Ferdowsi University of Mashhad, Mashhad, Iran
AUTHOR
امینی، علیرضا (1394). کشف ویژگیها و عوامل مؤثر بر رفتار خادمانه، رسالة دکتری، مشهد: دانشکدة علوم اداری و اقتصاد، دانشگاه فردوسی.
1
ایمانی جاجرمی، حسین (1386). مروری بر نظریة نقش در جامعهشناسی، رشد و آموزش علوم اجتماعی، 10(3): 28-31.
2
زارعی متین، حسن (1389). رفتار سازمانی پیشرفته، تهران: نگاه دانش.
3
شورلتز، دوان (1391). نظریههای شخصیت، ترجمة یوسف کریمی، فرهاد جمهوری، سیامک نقشبندی، بهزاد گودرزی، هادی بحیرایی، و محمدرضا نیکخو، تهران: ارسباران.
4
هانگر، جی. دیوید و ویلن، توماس (1384). مبانی مدیریت استراتژیک، ترجمة سید محمد اعرابی و داوود ایزدی، تهران: پژوهشهای فرهنگی.
5
Ajzen, I. (1991). The theory of planned behavior, Organizational behavior and human decision processes, 50(2): 179-211.
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Baack, D., Fogliasso, Ch. and Harris, J. (2000). The Personal Impact of Ethical Decisions: A Social Penetration Theory, Journal of Business Ethics,24: 39-49.
7
Bandura, A. (1973). Aggression: A social learning analysis, Englewood Cliffs, NJ:Prentice-Hall.
8
Bergen, M.E., Dutta, S. and Walker, O.C., Jr. (1992). Agency relationships in marketing: a review of the Implications and applications of agency and related theories, Journal of Marketing, 56(3): 1-24.
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10. Byrne, B.M. (2010). Structural Equation Modeling with AMOS Basic Concepts, Applications, and Programming, New York: Taylor and Francis Group.
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11. Craig, J.B., Dibrell, C. and Neubaum, D.O. (2009). Stewadship Behaviour as Governance in Family Businesses, International Journal of Farrar and S. Watson (Eds.), Contemporary issues in corporate governance, 277-296.
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12. Crant, J.M. (2000). Proactive Behavior in Organizations, Journal of Management; 26(3): 435-462.
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13. Donaldson, T. and Preston, L.E. (1995). The Stakeholder Theory of the Corporation: Concepts, Evidence, and Implications, Academy of Management Review, 20: 65-91.
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15. Ghitulescu, B.E. (2013). The Impact of Work Context on Adaptive and Proactive Behaviors, Journal of Applied Behavioral Science, 49(2): 206-245.
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17. Heide, J. and Wathne, K.H. (2006). Friends, businesspeople, and relationship roles: a conceptual framework and a research agenda, Journal of Marketing, 70: 90-103.
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18. Hernandez, M. (2007a). Stewardship: Theoretical Development and Empirical Test of its Determinants, Dissertation submitted in partial fulfillment of the requirements for the degree of Doctor of Philosophy, Sim B. Sitkin, Supervisor, Fuqua School of Business; Duke University.
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19. Hernandez, M. (2007b). Promoting Stewardship Behavior in Organizations: A Leadership Model, Journal of Business Ethics, 80: 121-128.
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20. Hill, C.W.L. and Jones, T.M. (1992). Stakeholder-agency theory, The Journal of Management Studies, 29(2): 131-155.
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22. Janssen, H.T. (2010). Stewardship in West African Vodun: A case study of OUIDAH BENIN. Thesis presented in partial fulfillment of the requirements for the degree of Master of Arts in Geography, Missoula: The University of Montana.
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23. Luthans, F. (2002). The need for and meaning of positive organizational behavior, Journal of Organizational Behavior, 23: 695-706.
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25. Madrid, H.P., Patterson, M.G., Birdi, K.S., Leiva, P.I. and Kausel, E.E. (2014). The role of weekly high-activated positive mood, context, and personality in innovative work behavior: A multilevel and interactional model, Journal of Organizational Behavior, 35(2): 234-256.
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32
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33
ORIGINAL_ARTICLE
Study of Effective Cyberloafing Antecedents
Cyberloafing as one of the widespread phenomena in workplace has been brought many consequences such as reducing HR productivity and raising organizational costs. Many scholars have shown interest in exploring its antecedents to address this issue. To this, the current study aims to examine effective cyberloafing antecedents including job attitudes (job and intrinsic involvements), managerial support for use of the Internet, perceived cyberloafing of coworkers, non-Internet loafing, and the Internet self-efficacy. We conduct our research based on descriptive-correlation method. Our data were collected through designed questionnaire from 296 employees in Tabriz Petrochemicals Company who had access to the Internet. To analyze the gathered data, we used Stepwise Regression. Results elicited by Regression test showed that non-Internet loafing (β=0.371, p<0.00) Internet self-efficacy (β=0.296, p<0.00), positive attitude toward cyberloafing (β=0.172, p<0.00), and perceived coworkers cyberloafing (β=0.133, p<0.00) are meaningful predictions for cyberloafing. Hence, participants involved in cyberloafing behaviors tend to have a high level of Internet self-efficacy and non-Internet loafing. Further, they have a positive attitude toward cyberloafing and perceive it as a general norm in the organization.
https://jomc.ut.ac.ir/article_66865_6a4fce79fc37a9971a51c17c6ec08cfa.pdf
2018-06-22
503
519
10.22059/jomc.2018.219712.1007034
Cyberloafing
Internet
Attitude
Non- related work internet
Antecedents
Ali
Razmi
ali.razmi@ut.ac.ir
1
MA, Faculty of Management, University of Tehran, Tehran, Iran
LEAD_AUTHOR
Aryan
Gholipour
agholipor@ut.ac.ir
2
Professor, Faculty of Management, University of Tehran, Tehran, Iran
AUTHOR
Ali
Pirannejad
pirannejad@ut.ac.ir
3
Associate Professor, Faculty of Management, University of Tehran, Tehran, Iran
AUTHOR
حبیبپور، کریم و صفری، رضا (1388). راهنمای جامع کاربرد SPSS در تحقیقات پیمایشی (تحلیل دادههای کمی)، تهران: مؤسسة راهبردی پیمایش.
1
قلیپور، آرین (1390). مدیریت رفتار سازمانی (رفتار فردی)، تهران: سمت.
2
Anandarajan, M., Simmers, C., & Igbaria, M. (2000). An exploratory investigation of the antecedents and impact of internet usage: An individual perspective. Behaviour & Information Technology, 19, 69–85
3
Blanchard, A.L. and Henle, C.A. (2008). Correlates of different forms of cyberloafing: The role of norms and external locus of control, Computers in Human Behavior, 24(3): 1067-1084.
4
Bock, G.W. and Ho, S.L. (2009). Non-work related computing (NWRC), Communications of the ACM, 52(4): 124-128.
5
D’Abate, P.C. (2005). Working hard or hardly working: A study of individuals engaging in personal business on the job, Human Relations, 58(8): 1009-1032.
6
DeCenzo, D.A. and Robbins, S.P. (2010). Fundamentals of Human Resource Management (10th Ed.), New York: Wiley.
7
Doorn, O.N. (2011). Cyberloafing: A multi-dimensional construct placed in a theoretical framework.
8
Garrett, R.K. and Danziger, J.N. (2008). Disaffection or expected outcomes: Understanding personal Internet use during work, Journal of Computer Mediated Communication, 13(4): 937-958.
9
10. George, J. M. (1992). Extrinsic and intrinsic origins of perceived social loafing in organizations. Academy of Management Journal, 35, 191–202.
10
http://www.internetworldstats.com/me/ir.htm
11
11. Liberman, B., Seidman, G., McKenna, A.Y.K. and Buffardi, E.L. (2011). Employee job attitudes and organizational characteristics as predictors of cyberloafing, Computers in Human Behavior, 27: 2192-2199.
12
12. Lim, V.K. (2002). The IT way of loafing on the job: cyberloafing, neutralizing and organizational justice, Journal of Organizational Behavior, 23(5): 675-694.
13
13. Lim, V.K. and Chen, D.J. (2012). Cyberloafing at the workplace: gain or drain on work?, Behaviour and Information Technology, 31(4): 343-353.
14
14. Lim, V.K. and Teo, T.S. (2005). Prevalence, perceived seriousness, justification and regulation of cyberloafing in Singapore: An exploratory study, Information and Management, 42(8): 1081-1093.
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15. Lodahl, T.M. and Kejner, M. (1965). The definition and measurement of job involvement, Journal of Applied Psychology, 49(1): 24 33.
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16. Machado, C.F., Machado, J.C. and Sousa, M.C. (2014). Human Resource Management and the Internet: Challenge and/or Threat to Workplace Productivity?. InHuman Resource Management and Technological Challenges (149-168), Springer International Publishing.
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17. Shi, J., Chen, Z. and Tian, M. (2011). Internet self-efficacy, the need for cognition, and sensation seeking as predictors of problematic use of the Internet, Cyberpsychology, Behavior, and Social Networking, 14(4): 231-234.
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18. Ugrin, J.C. and Pearson, J.M. (2013). The effects of sanctions and stigmas on cyberloafing, Computers in Human Behavior, 29: 812-820.
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19. Ugrin, J.C., Pearson, J.M. and Odom, M.D. (2008). Profiling cyber-slackers in the workplace: Demographic, cultural, and workplace factors, Journal of Internet Commerce, 6(3): 75-89.
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20. Vitak, J., Crouse, J. and LaRose, R. (2011). Personal Internet use at work: Understanding cyberslacking, Computers in Human Behavior, 27(5): 1751-1759.
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21. Whitty, M.T. and Carr, A.N. (2006). New rules in the workplace: Applying object-relations theory to explain problem Internet and email behaviour in the workplace, Computers in Human Behavior, 22(2): 235-250.
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22. Whitty, M.T. and McLaughlin, D. (2007). Online recreation: The relationship between loneliness, Internet self-efficacy and the use of the Internet for entertainment purposes, Computers in Human Behavior, 23(3): 1435-1446.
23
23. Zoghbi-Manrique-de-Lara, P. (2012). Reconsidering the boundaries of the cyberloafing activity: the case of a university, Behaviour and Information Technology, 31(5): 469-479.
24