University of Tehran
Organizational Culture Management
2423-6942
2423-6934
20
1
2022
03
21
Understanding the Process of Forming the Organizational Hope
1
37
FA
Nooshin
Kabiri
PhD Student, Faculty of Management and Accounting, College of Farabi, University of Tehran, Qom, Iran
nooshin.kabiri@ut.ac.ir
Hassan
Zarei Matin
0000-0001-5583-0675
Professor, Faculty of Management and Accounting, College of Farabi, University of Tehran, Qom, Iran
matin@ut.ac.ir
Jabbar
Babashahi
0000-0003-3719-1018
Assistant Professor, Faculty of Management and Accounting, College of Farabi, University of Tehran, Qom, Iran
j.babashahi@gmail.com
10.22059/jomc.2019.275805.1007730
The purpose of this study was to provide a conceptual analysis of the process of hope in organizations. The research method of this study was the textual strategy of grounded theory. Data from the previous research on this concept was collected from 76 papers, 2 doctoral dissertations, and 2 books, and was analyzed by coding technique. The identified 186 codes were categorized in the form of 61 concepts and 6 categories. The results showed that organizational hope was considered as a core category in the paradigmatic model of study, and the other obtained concepts were categorized as causal conditions, contextual conditions, intervening conditions, strategies, and consequences in the model. The causal conditions affecting organizational hope were divided into the two general categories of individual and organizational conditions, including mindfulness, interaction with challenges, and occupational characteristics. The organizational intervening conditions that influence strategies involved leadership style, perceived social and organizational support, the transparency of organizational policies, and perceived organizational justice. Some of the contextual factors identified included spiritual environment, the intimate atmosphere of the organization, as well as familial and organizational culture and environment. Strategies and consequences were divided into the two groups of individual and organizational strategies and consequences.
Psychological capital,Organizational hope,Grounded theory
https://jomc.ut.ac.ir/article_73767.html
https://jomc.ut.ac.ir/article_73767_0923cfcee74c185ebca8305937dbe6c2.pdf
University of Tehran
Organizational Culture Management
2423-6942
2423-6934
20
1
2022
03
21
An Investigation of Audience Reaction to Green Marketing Considering the Role of Personality Perception
39
69
FA
Morteza
Soltanee
Assistant Professor, Department of Industrial and Technology Management, Faculty of Management and Accounting, College of Farabi, University of Tehran, Qom, Iran
mortezasoltanee@ut.ac.ir
Hossein
Khanifar
0000-0003-1644-571X
Professor, Department of Management, Faculty of Management and Accounting, College of Farabi, University of Tehran, Qom, Iran
khanifar@ut.ac.ir
Saeedeh
Sayyadi
MSc, College of Farabi, University of Tehran, Tehran, Iran
saeedehsayyadi@yahoo.com
10.22059/jomc.2019.282653.1007805
This research investigates the reaction of green marketing activities audience to suchlike activities considering the mediating role of retailer brand personality perception. The sample consisted of 458 customers of Hyperstar that were exposed to and audited by the company's green marketing activities. A questionnaire was used to collect data, the reliability of which was measured by a pre-test taken by a sample of 30 customers. The measurement models were examined and the hypotheses were tested using statistical techniques including confirmatory factor analysis and structural equation modeling in Amos 22 software. The variables of attitude, trust, satisfaction, and purchase intention were conceptualized as audience reaction construct. The results of the study showed that green marketing affects reaction indirectly through personality perception; however, the direct impact of green marketing on the reaction was not confirmed. Moreover, in relationships among audience reaction variables, the impacts of satisfaction on trust, trust on attitude and purchase intention, and attitude on purchase intention were confirmed, while the impact of satisfaction on attitude was rejected.
green marketing mix,personality perception,audience reaction
https://jomc.ut.ac.ir/article_73760.html
https://jomc.ut.ac.ir/article_73760_2e69bc1bc39f26c6d716085c33e3d981.pdf
University of Tehran
Organizational Culture Management
2423-6942
2423-6934
20
1
2022
03
21
The Effect of Green Human Resource Management Measures on Green Innovation Through the Mediating Role of Green Organizational Culture: A Case Study of Managers and Experts of Small Waste Processing Companies
71
100
FA
Reza
Sepahvand
0000-0002-2217-6029
Professor, Faculty of Economics and Administrative Sciences, Lorestan University, Khorramabad, Iran
mrezasep@yahoo.com
Amirhosang
Nazarpoori
0000-0003-3785-8109
Associate Professor, Faculty of Economics and Administrative Sciences, Lorestan University, Khorramabad, Iran
nazarpouri.a@lu.ac.ir
Masood
Sepahvand
PhD Student, Faculty of Economics and Administrative Sciences, Lorestan University, Khorramabad, Iran
masoodsepahvand@yahoo.com
Mohsen
Arefnezhad
Assistant Professor, Faculty of Economics and Administrative Sciences, Lorestan University, Khorramabad, Iran
arefnezhad.m@lu.ac.ir
10.22059/jomc.2020.292975.1007939
<span style="font-size: 9.0pt; line-height: 90%; letter-spacing: -.1pt;">With the increase in the sensitivity of communities to environmental issues, activities such as corporate social responsibility, protection of natural environment, sustainable performance, and lean manufacturing have grabbed the attention of strategists and key stakeholders of companies. In other words, the environmental pollution has turned into one of the most important global challenges, and the waste processing companies have come to be known as prosperous and high added-value industries. The purpose of this study was to examine the effects of human resource management measures on green innovation through the mediating role of greet organizational culture. The statistical population of the study was comprised of the managers and office clerks of the waste processing companies in the industrial towns of Tehran province, out of which a sample of 165 individuals was selected based on Morgan’s table using proportionate stratified sampling. Questionnaires were used to measure the research variables. The reliability of questionnaires was confirmed using Cronbach’s alpha and combined reliability, and the obtained data was analyzed using statistical equation modeling and PLS software. The results of the study show that the green human resource management measures in the waste processing companies have positive, significant effects on green innovation both directly and through green organizational culture. The findings indicate that the purpose of implementing green human resource management measures is to train the staff in order to enhance their green abilities, skills, and knowledge and to encourage them to use these skills and abilities for the organizational purposes. These educational and persuasive measures that are carried out by the high-ranking organizational managers will gradually turn into a part of the organizational culture, the outcome of which is the reduction of energy consumption, the reduction of pollution, the efficient use of recyclable materials, and the provision of environment-friendly products. </span>
green human resource management measures,Green organizational culture,green innovation
https://jomc.ut.ac.ir/article_77936.html
https://jomc.ut.ac.ir/article_77936_04ea16ae9c99506e50269d96b7ab9641.pdf
University of Tehran
Organizational Culture Management
2423-6942
2423-6934
20
1
2022
03
21
Designing a Model for the Happiness Drivers of Organizations’ Employees Using Meta-analysis
101
117
FA
Faranak
Masouminezhad
PhD Student of Public Management, Chalus Branch, Islamic Azad University, Chalus, Iran
f.masouminezhad@iauc.ac.ir
Behzad
Farrokhseresht
Assistant Professor, Department of Public Management, Chalus Branch, Islamic Azad University, Chalus, Iran
b.farrokh@iauc.ac.ir
Seyyed Mehdi
Alvani
Professor, Department of Public Management, Qazvin Branch, Islamic Azad University, Qazvin, Iran
alvani@iauc.ac.ir
Mohammad Javab
Taghi Pourian Gilani
0000-0002-8296-3331
Assistant Professor, Department of Public Management, Chalus Branch, Islamic Azad University, Chalus, Iran
mj.pourian@iauc.ac.ir
10.22059/jomc.2021.309052.1008119
The purpose of this study was to identify the drivers of employees’ organizational happiness using Sandelowski and Barroso approach to meta-analysis. The statistical population of the study included all scientific-research articles and theses in the happiness domain. Through systematic literature review, 36 cases were selected and their validity was confirmed using Critical Appraisal Skills Program (CASP). The data was analyzed using content analysis in MAXQDA software (version 2018). The results led to designing the model for the happiness drivers of organizations’ employees, which included 46 indices, 10 components (related to profession, management and leadership, welfare, context, physiology, personality, doctrines, skills, communications, and organizational citizenship behaviors), and 3 dimensions (i.e., individual, organizational, and social). Based on the obtained results, the context, personality, and job meaningfulness components had the highest frequency (10.58, 6.73, and 3.85 percent, respectively). In order to measure the validity of the study, Cohen’s kappa index was used. The findings of this study might be used by managers to create happiness and improve the mental and physical healthfulness of the organizations’ employees in order to fulfill their social responsibility.
Meta-Synthesis Technique,Content analysis,Organizational happiness,Employee happiness
https://jomc.ut.ac.ir/article_79566.html
https://jomc.ut.ac.ir/article_79566_56627570b9a0f089f354fdb579487552.pdf
University of Tehran
Organizational Culture Management
2423-6942
2423-6934
20
1
2022
03
21
The Identification and Prioritization of Organizational Culture Development Drivers in the National Iranian Gas Company Using Delphi Fuzzy Method
119
141
FA
Mohammad Hosein
Mehrarad
PhD Student, Faculty of Management and Economics, Islamic Azad University, Science and Research Branch, Tehran, Iran
mehrarad.mohamad@gmail.com
Karim
Hamdi
Associate Professor, Faculty of Management and Economics, Islamic Azad University, Science and Research Branch, Tehran, Iran
k.hamdi@srbiau.ac.ir
Maryam
Khalili Araghi
Assistant professor, Faculty of Management and Economics, Islamic Azad University, Science and Research Branch, Tehran, Iran
m.khaliliaraghi@srbiau.ac.ir
10.22059/jomc.2021.316394.1008205
The identification of the cultural development drivers brings about novel ideas and attitudes, and brings about changes in the organizational spirit. This makes the organization determined to achieve its predetermined goals. The present study was carried out to identify and prioritize the organizational culture development drivers in the National Iranian Gas Company using Delphi fuzzy method. This applied study was an exploratory research project. It was a mixed-methods study in terms of nature and inductive-comparative in terms of research philosophy. The statistical population of the study was comprised of the managers of National Iranian Gas Company, from which 30 individuals were selected as the study sample based on the theoretical adequacy and using snowball-sampling method. The data collection was done using interviews in the qualitative phase and questionnaires in the quantitative phase, the validity and reliability of which were confirmed using CVR index, Cohen’s Kappa test, content validity, and test-retest reliability. The obtained qualitative data was analyzed using coding method in Nvivo software, while the quantitative data was analyzed using Delphi Fuzzy method. The results showed that the most important drivers of organizational culture development in the National Iranian Gas Company were innovation and creativity culture, wisdom-oriented culture, collectivism, mission-oriented culture, competitiveness culture, morality, preservation of human dignity, and religious and doctrinal observance.
Culture,cultural development,organizational culture development,Delphi Fuzzy Method
https://jomc.ut.ac.ir/article_84726.html
https://jomc.ut.ac.ir/article_84726_4ec807d2b4134fc8ae433d8bfcf657fa.pdf
University of Tehran
Organizational Culture Management
2423-6942
2423-6934
20
1
2022
03
21
The Requirements of the Institutionalization of Culture From the Viewpoint of the Quran
143
164
FA
Vahid
Vosooqirad
Assistant Professor, Imam Khomeini Educational And Research Institute
vahid.oghi@gmail.com
Ali
Rezaeian
Professor, Shahid Beheshti University
a-rezaeian@sbu.ac.ir
Valiollah
Naghipoorfar
Assistant Professor, Qom University
v-naghipoor@qom.ac.ir
10.22059/jomc.2021.321479.1008256
<span style="letter-spacing: -.1pt;">One of the problems that the public officials face at micro and macro levels is the institutionalization of their desired beliefs, values, and behaviors. Various suggestions have been made in the related literature for the institutionalization of the intended culture, which are mostly taken from the epistemic approaches common in the Western societies. One of the main duties of the researchers of the Islamic humanities domain is to put forth theories about and express the requirements of institutionalization based on the Islamic principles and premises. Therefore, the main purpose of this study was to examine the requirements of institutionalization of culture related to the individuals (as the addressee of institutionalization) from the viewpoint of the Quran. In this study, the comprehensive free-investigation method was used based on emerging grounded theory. The findings of this study indicate that the main requirements of institutionalization at individual level can be classified into three groups, namely “insight” (including belief in the content; observance of principles and avoidance of compromise; and belief in all religious teachings), “inclination” (including not accepting the guardianship of disbelievers, and being farsightedness and disregarding the transient interests), and “practical behaviors” (including believing in Islam and practicing it, determining redlines, and identifying goals). </span>
requirements,Culture,Institutionalization,perspective of the Quran
https://jomc.ut.ac.ir/article_82268.html
https://jomc.ut.ac.ir/article_82268_2df725baae3330e5583d2562c5b61dd3.pdf
University of Tehran
Organizational Culture Management
2423-6942
2423-6934
20
1
2022
03
21
The Explanation and Analysis of the Components of Manager-Subordinate Communication in Religious Propositions
165
191
FA
Mohammad
Aidi
0000-0002-3307-989X
Assistant Professor, Department of Business Management, Ilam University, Ilam, Iran
mohamaidi@gmail.com
Zahra
Heidarnejad
0000-0002-1951-5368
MSc of Business Management, Ilam University, Ilam, Iran
zahra.heydarnezhad69@gmail.com
Fatemeh
Fazelpour
MSc of Business Management, Ilam University, Ilam, Iran
fatemeh.fazelpur@gmail.com
10.22059/jomc.2021.320819.1008247
This study was carried out to explain and analyze the components of manager-subordinate communication from Islamic perspective. A qualitative thematic analysis was adopted to extract the required communication-related themes from religious sources. The statistical population of this study was comprised of books (including the Quran and Nahj al-balagha) and articles in the domain of Islam and the Infallibles’ (a) conduct, from which a sample of books and research articles were selected. In order to extract the themes, first the descriptive coding of basic themes was carried out. Then, in the interpretive coding stage, the basic themes were categorized into organizing themes. Finally, the determination of comprehensive themes – which covered all previous themes – was done. Data analysis led to the identification of 56 descriptive themes, 18 organizing themes, and 6 comprehensive themes. The main components included the enhancement of tolerance, meritocracy, and avoidance of arrogance.
Communications,Meritocracy,Islamic communications,effective communications
https://jomc.ut.ac.ir/article_81921.html
https://jomc.ut.ac.ir/article_81921_9ef088159f6e60a2bd76ced6a869c3e2.pdf
University of Tehran
Organizational Culture Management
2423-6942
2423-6934
20
1
2022
03
21
The Identification of the Causes and Consequences of Organizational Stupidity Concept in Isfahan Provincial Tax Administration Office
193
227
FA
Samaneh
Karimi-Ghartemani
Department of Management, Najafabad Branch, Islamic Azad University, Najafabad, Iran
karimi.samane90@gmail.com
Naser
Khani
Department of Management, Najafabad Branch, Islamic Azad University, Najafabad, Iran
naserkhani@phu.iaun.ac.ir
Ali
Nasr Isfahani
Faculty of Management, University of Isfahan, Isfahan, Iran
alin@ase.ui.ac.ir
10.22059/jomc.2021.321611.1008259
Organizational stupidity is a new term that has received scant attention in the literature. Considering this point, the study at hand was carried out to examine this concept and identify its causes and consequences through a quantitative approach, with the ultimate goal of designing a model for it. Organizational stupidity refers to doing tasks in organizations without thinking about them. It causes the reduction of critical thinking and the lack of flexibility in the organization, and can lead to the destruction of the organization. Therefore, the investigation of this concept and the identification of its dimensions are of special importance. The purpose of this study was to design a model for organizational stupidity using grounded theory. The study was developmental in terms of purpose, exploratory in terms of data collection method, and qualitative in terms of methodology. After collecting the data through grounded theory and interviews, the components were coded in open, selective, and axial coding stages, and the study model was designed based on the theoretical framework. At the end, the conceptual model of the study was confirmed by the experts using Delphi technique. The findings of the study led to the identification of causal, contextual, and intervening conditions as well as the drivers and consequences of organizational stupidity.
organizational stupidity,qualitative approach,Grounded theory
https://jomc.ut.ac.ir/article_83189.html
https://jomc.ut.ac.ir/article_83189_ba04a967af31aad04b71da3ab3b59ca7.pdf