University of Tehran PressOrganizational Culture Management2423-694220320220923Designing an Organizational Socialization Architecture Model Based on the Definition of Architecture in Human Resource Scorecard: A Meta-Synthesis StudyDesigning an Organizational Socialization Architecture Model Based on the Definition of Architecture in Human Resource Scorecard: A Meta-Synthesis Study4534868047010.22059/jomc.2021.308315.1008117FAPariyaGhaforiPhD Student, Faculty of Management, University of Tehran, Tehran, IranMarjanFayyaziAssistant Professor, Faculty of Management, University of Tehran, Tehran, Iran
Tehran, IranHamidrezaYazdaniAssistant Professor, College of Farabi, University of Tehran, Qom, Iran0000-0002-5957-643xMir AliSeyyed NaghaviAssociate Professor, Faculty of Management & Accounting, Allameh Tabataba'i University, Tehran, IranJournal Article20200903The purpose of this study was to review and examine the literature– including the existing definitions, models, and frameworks – related to the organizational socialization arena in order to provide a comprehensive and systematic model. To this end, the study at hand was carried out using meta-synthesis method, and a mixture of qualitative and quantitative methods were used for data analysis. The information and data was collected through library research method based on the exploration of existing documents and evidences. The research population included all articles and theses published in relation to the research topic. After designing the questions, searching the databases, and running the CASP analysis, 107 research reports from among the articles published from 1976 to 2020 were allowed into the analysis phase. According to research results, the main concept forming the socializing capabilities of individuals was divided into fundamental and task-based capabilities. Moreover, the stages of organizational socialization were found to be preparing, welcoming, informing and familiarizing, guiding, and creating long-term relationships. The balance and relationship are the concepts that form the concept of socialization systems, and the organizational socialization results include primary and secondary outcomes. The attainment of a comprehensive model in the organizational socialization realm through meta-synthesis is among the innovations of this study.The purpose of this study was to review and examine the literature– including the existing definitions, models, and frameworks – related to the organizational socialization arena in order to provide a comprehensive and systematic model. To this end, the study at hand was carried out using meta-synthesis method, and a mixture of qualitative and quantitative methods were used for data analysis. The information and data was collected through library research method based on the exploration of existing documents and evidences. The research population included all articles and theses published in relation to the research topic. After designing the questions, searching the databases, and running the CASP analysis, 107 research reports from among the articles published from 1976 to 2020 were allowed into the analysis phase. According to research results, the main concept forming the socializing capabilities of individuals was divided into fundamental and task-based capabilities. Moreover, the stages of organizational socialization were found to be preparing, welcoming, informing and familiarizing, guiding, and creating long-term relationships. The balance and relationship are the concepts that form the concept of socialization systems, and the organizational socialization results include primary and secondary outcomes. The attainment of a comprehensive model in the organizational socialization realm through meta-synthesis is among the innovations of this study.https://jomc.ut.ac.ir/article_80470_afd6fccde592c0f2ffb98ed056af6eb9.pdfUniversity of Tehran PressOrganizational Culture Management2423-694220320220923The Relational Network of Policy Entrepreneurs’ Strategies in the Public Policymaking System of IranThe Relational Network of Policy Entrepreneurs’ Strategies in the Public Policymaking System of Iran4875188082210.22059/jomc.2021.316135.1008202FARezaEshgarfPhD Student of Public Administration, Decision Making and Public Policy, College of Farabi, University of Tehran, Qom, Iran0000-0002-9223-7501AliHamidizadehAssistant Professor, Faculty of Management & Accounting, College of Farabi, University of Tehran, Qom, Iran0000-0003-4489-570XHassanDanaee FardProfessor, Department of Public Administration, Tarbiat Modarres University, Tehran, IranJournal Article20201228This article presents the results of the examination of the policy entrepreneurs’ strategies in the public policymaking atmosphere of Iran using DEMATEL technique. In line with the research topic, the purpose of this study was to identify and detect causal relations, estimate the effect size, and finally presentthe relational network of strategies that participants’ thought are used by policy entrepreneurs in the public policymaking atmosphere of Iran to offer policy innovations. The research method was descriptive, and 20 experts were selected through purposive/ judgmental sampling based on the maximum variation and snowball strategies. To this end, first the theoretical bases and concepts of policy entrepreneurship are expressed in order to identify the policy entrepreneurs’ strategies in the literature. Then, using DEMATEL technique, the strategies extracted from the experts’ interviews are prioritized in a structure based on the graph theory to identify the causal relations and then their relational network map is developed. Based on these steps, the relational network of policy entrepreneurs’ strategies in the public policymaking system of Iran is provided. Moreover, the most effective strategies are found to be “strategies of relational management, using the media, and persuading and convincing the audience through speech power,” while “changing the actors and stakeholders with the right to address the issue in order to remove the opponents” was found to be the most influenced strategy of the policy entrepreneurs. This article presents the results of the examination of the policy entrepreneurs’ strategies in the public policymaking atmosphere of Iran using DEMATEL technique. In line with the research topic, the purpose of this study was to identify and detect causal relations, estimate the effect size, and finally presentthe relational network of strategies that participants’ thought are used by policy entrepreneurs in the public policymaking atmosphere of Iran to offer policy innovations. The research method was descriptive, and 20 experts were selected through purposive/ judgmental sampling based on the maximum variation and snowball strategies. To this end, first the theoretical bases and concepts of policy entrepreneurship are expressed in order to identify the policy entrepreneurs’ strategies in the literature. Then, using DEMATEL technique, the strategies extracted from the experts’ interviews are prioritized in a structure based on the graph theory to identify the causal relations and then their relational network map is developed. Based on these steps, the relational network of policy entrepreneurs’ strategies in the public policymaking system of Iran is provided. Moreover, the most effective strategies are found to be “strategies of relational management, using the media, and persuading and convincing the audience through speech power,” while “changing the actors and stakeholders with the right to address the issue in order to remove the opponents” was found to be the most influenced strategy of the policy entrepreneurs. https://jomc.ut.ac.ir/article_80822_7b61b532c31919bdbdd10a8034e015b4.pdfUniversity of Tehran PressOrganizational Culture Management2423-694220320220923The Provision of a Social Undermining Model Within the Public Organizations’ Culture Based on the Organizational Experts’ OpinionThe Provision of a Social Undermining Model Within the Public Organizations’ Culture Based on the Organizational Experts’ Opinion5195438485210.22059/jomc.2021.328531.1008335FAAliShariat NezhadAssistant Professor, Department of Management, Faculty of Management and Economics, Lorestan University, Khorramabad, Iran0000-0001-8609-6960Seyedeh NasimMousaviM.Sc Degree in Management Department, Malayer Branch, Islamic Azad University, Malayer, Iran0000-0001-8124-2180Journal Article20210808Organizational culture is one of the most prominent factors in the formation of individual and organizational performance. If it is contaminated with negative and destructive issues, it will have harmful consequences. One of the harmful consequences that has cultural traces and can have significant effects on the individual and organizational performance is social undermining. Social undermining is an organizational phenomenon that implies negative behaviors in the social interactions and communications among the individuals in an organization, and is known as a serious threat against the effectiveness of organization. Accordingly, the study at hand was carried out to provide a social undermining model within the public organizations’ culture based on the organizational experts’ opinion. This study is an exploratory qualitative research project. The statistical population was comprised of the human resource managers of public organizations and university professors functioning as the study experts who were selected through snowball sampling. Semi-structured interviews were used as data collection instrument whose reliability and validity were confirmed through content validity and intra- and inter-rater coding. The obtained results were analyzed using grounded theory and coding method as well as Atlas.ti software, and the social undermining model was then developed. The results of the study involved the identification of causal factors, intervening factors, contextual factors, axial phenomenon, strategies, and consequences of social undermining. For instance, the individual and social causal factors related to social undermining include wrath, envy, expression of negative feelings, character assassination, sell-out, rumor mongering, ineffective management, ineffective punishment system, lack of trust and respect in the organization, competitive atmosphere, and conflict-bearing atmosphere. Organizational culture is one of the most prominent factors in the formation of individual and organizational performance. If it is contaminated with negative and destructive issues, it will have harmful consequences. One of the harmful consequences that has cultural traces and can have significant effects on the individual and organizational performance is social undermining. Social undermining is an organizational phenomenon that implies negative behaviors in the social interactions and communications among the individuals in an organization, and is known as a serious threat against the effectiveness of organization. Accordingly, the study at hand was carried out to provide a social undermining model within the public organizations’ culture based on the organizational experts’ opinion. This study is an exploratory qualitative research project. The statistical population was comprised of the human resource managers of public organizations and university professors functioning as the study experts who were selected through snowball sampling. Semi-structured interviews were used as data collection instrument whose reliability and validity were confirmed through content validity and intra- and inter-rater coding. The obtained results were analyzed using grounded theory and coding method as well as Atlas.ti software, and the social undermining model was then developed. The results of the study involved the identification of causal factors, intervening factors, contextual factors, axial phenomenon, strategies, and consequences of social undermining. For instance, the individual and social causal factors related to social undermining include wrath, envy, expression of negative feelings, character assassination, sell-out, rumor mongering, ineffective management, ineffective punishment system, lack of trust and respect in the organization, competitive atmosphere, and conflict-bearing atmosphere. https://jomc.ut.ac.ir/article_84852_a855c3b87b681b3b1d068eb83e792b59.pdfUniversity of Tehran PressOrganizational Culture Management2423-694220320220923A Phenomenological Exploration of Shiraz University Humanities PhD Students’ Perceptions of University ImageA Phenomenological Exploration of Shiraz University Humanities PhD Students’ Perceptions of University Image5455648472710.22059/jomc.2021.329677.1008343FAMassoumehMohtaramAssistant Professor, Faculty of Education and Psychology, Shiraz, University, Shiraz, IranJournal Article20210829This study set out to conduct a phenomenological exploration of Shiraz university humanities PhD students’ perceptions about university image. In order to attain a profound understanding of the research topic, the interpretive phenomenology method was used. Participants of the study were PhD students of humanities at Shiraz University in the first semester of 2020-2021 educational year, who were selected through typical case purposive sampling and in the light of theoretical saturation. Semi-structured interviews were used to collect data. In order to validate the data, the verifiability and acceptability criteria were used through data alignment and researcher self-review during data collection and analysis processes as well as the comparison of the interviews with the theoretical bases of the study. In addition, via thematic analysis method, codes and themes were extracted and the thematic network of the organizational image of the university was drawn. The results of the study demonstrated that students’ perception of the university image (the comprehensive theme) entailed 56 basic themes, 19 secondary organizing themes, and 7 primary organizing themes, including human resources, teaching-learning process, university reputation, type of organizational structure, university milieu, services and facilities, and the architecture and green space of the university. It should be noted that the outcome of this work can inform university managers and university development planners about the factors effective on university image. This way, they can manage university image more consciously and can create a more sustainable organizational image in the students’ minds.This study set out to conduct a phenomenological exploration of Shiraz university humanities PhD students’ perceptions about university image. In order to attain a profound understanding of the research topic, the interpretive phenomenology method was used. Participants of the study were PhD students of humanities at Shiraz University in the first semester of 2020-2021 educational year, who were selected through typical case purposive sampling and in the light of theoretical saturation. Semi-structured interviews were used to collect data. In order to validate the data, the verifiability and acceptability criteria were used through data alignment and researcher self-review during data collection and analysis processes as well as the comparison of the interviews with the theoretical bases of the study. In addition, via thematic analysis method, codes and themes were extracted and the thematic network of the organizational image of the university was drawn. The results of the study demonstrated that students’ perception of the university image (the comprehensive theme) entailed 56 basic themes, 19 secondary organizing themes, and 7 primary organizing themes, including human resources, teaching-learning process, university reputation, type of organizational structure, university milieu, services and facilities, and the architecture and green space of the university. It should be noted that the outcome of this work can inform university managers and university development planners about the factors effective on university image. This way, they can manage university image more consciously and can create a more sustainable organizational image in the students’ minds.https://jomc.ut.ac.ir/article_84727_e2707a63375feec11bfda48f778de2ac.pdfUniversity of Tehran PressOrganizational Culture Management2423-694220320220923The Work-Life Synthesis as a Novel Structure in NGOs: A Phenomenological StudyThe Work-Life Synthesis as a Novel Structure in NGOs: A Phenomenological Study5655898552110.22059/jomc.2022.332915.1008368FAElhamEbrahimiAssistant Professor, Department of Management, Institute for Humanities and Cultural Studies, Tehran, Iran0000-0002-2276-4453Journal Article20211025In recent years, the relationship between life and work has grabbed the attention of many researchers in various scientific fields. The diversity of viewpoints in various scientific fields shows the depth of the work-life relationships and the necessity of paying attention to the various issues affecting them. This exploratory study was carried out to understand the work experience and its relationship with life from the viewpoint of the employees working in NGOs. The study was planned based on the qualitative approach of phenomenology and used Moustakas’ eight-step method in this regard. In order to collect data, story-like deep interviews were made with 11 employees of Mahak institute as an NGO. Reflexivity and thick data were used to confirm the credibility of the analyses. As a result of the analyses, 11 themes of belief in the purposefulness of life, treatment of job as a mission, living the professional mission, having a demanding work, constant mental engagement, perception of conflicting identities, consistency and stability of values, revival as a result of accepting the protective role, spread of satisfaction to various arenas of life, existence of spirituality in life, and tolerance in life and work were obtained in the form of three clusters that described positive, negative, and, synthesized strains of employees’ life and work. The contextual individual, structural individual, and contextual-structural individual descriptions were offered. To sum up, a mixed contextual-structural description based on the novel structure of “life-work synthesis” as the lived experience of employees was presented.In recent years, the relationship between life and work has grabbed the attention of many researchers in various scientific fields. The diversity of viewpoints in various scientific fields shows the depth of the work-life relationships and the necessity of paying attention to the various issues affecting them. This exploratory study was carried out to understand the work experience and its relationship with life from the viewpoint of the employees working in NGOs. The study was planned based on the qualitative approach of phenomenology and used Moustakas’ eight-step method in this regard. In order to collect data, story-like deep interviews were made with 11 employees of Mahak institute as an NGO. Reflexivity and thick data were used to confirm the credibility of the analyses. As a result of the analyses, 11 themes of belief in the purposefulness of life, treatment of job as a mission, living the professional mission, having a demanding work, constant mental engagement, perception of conflicting identities, consistency and stability of values, revival as a result of accepting the protective role, spread of satisfaction to various arenas of life, existence of spirituality in life, and tolerance in life and work were obtained in the form of three clusters that described positive, negative, and, synthesized strains of employees’ life and work. The contextual individual, structural individual, and contextual-structural individual descriptions were offered. To sum up, a mixed contextual-structural description based on the novel structure of “life-work synthesis” as the lived experience of employees was presented.https://jomc.ut.ac.ir/article_85521_c9311604a2221564bb09c9b89bdfc401.pdfUniversity of Tehran PressOrganizational Culture Management2423-694220320220923Identifying and Explaining the Factors Effective on the Excellence of Cultural-Artistic Organizations in the Provision of Art Education Services: The Case Study of Islamic Revolution Art Field OrganizationIdentifying and Explaining the Factors Effective on the Excellence of Cultural-Artistic Organizations in the Provision of Art Education Services: The Case Study of Islamic Revolution Art Field Organization5916128687510.22059/jomc.2022.323875.1008287FAAkbarEtebariyanAssociate Professor, Department of Public Administration, Faculty of Management, Isfahan (Khorasgan) Branch, Islamic Azad University, Isfahan, IranToktamFarmanravaeieAssociate Professor, Department of Cultural Management, Faculty of Management, North Tehran Branch, Islamic Azad University, Tehran, IranMahdiehKarimianPhD Student, Faculty of Management, Isfahan Branch (Khorasgan), Islamic Azad University, Isfahan, IranJournal Article20211129The purpose of this study was to identify and explain the factors effective on the excellence of cultural-artistic organizations in the provision of art education services. This qualitative study was a case study of the Islamic Revolution Art Field Organization. The statistical population included the managers and experienced office clerks of the foregoing organization from among whom 13 individuals were selected based on theoretical purposive sampling. After transcribing the semi-structured interviews, the six-stage strategy of Braun and Clarke was used for coding and the thematic analysis method to analyze and interpret the codes. Sixty factors effective on the organizational excellence of the Art Field Organization in the art education service improvement arena were identified. These were classified as 6 main categories, including goals and strategies, leadership, environmental factors, human resource management, resources and infrastructure, and axial activities. The results of this study can help improve the organizational excellence of other artistic-cultural organizations of Iran that provide educational services.The purpose of this study was to identify and explain the factors effective on the excellence of cultural-artistic organizations in the provision of art education services. This qualitative study was a case study of the Islamic Revolution Art Field Organization. The statistical population included the managers and experienced office clerks of the foregoing organization from among whom 13 individuals were selected based on theoretical purposive sampling. After transcribing the semi-structured interviews, the six-stage strategy of Braun and Clarke was used for coding and the thematic analysis method to analyze and interpret the codes. Sixty factors effective on the organizational excellence of the Art Field Organization in the art education service improvement arena were identified. These were classified as 6 main categories, including goals and strategies, leadership, environmental factors, human resource management, resources and infrastructure, and axial activities. The results of this study can help improve the organizational excellence of other artistic-cultural organizations of Iran that provide educational services.https://jomc.ut.ac.ir/article_86875_4a901d84fee4bf35fa431aa402cbd608.pdfUniversity of Tehran PressOrganizational Culture Management2423-694220320220923The Identification of the Antecedents and Consequences of Organizational Impact Management Through Meta-Synthesis and Fuzzy Delphi MethodsThe Identification of the Antecedents and Consequences of Organizational Impact Management Through Meta-Synthesis and Fuzzy Delphi Methods6136458748710.22059/jomc.2022.339064.1008426FAMaryamTehraniAssistant Professor, Faculty of Management, Kharazmi University, Tehran, Iran0000-0002-0845-0773SaeedJafariniaAssociate Professor, Faculty of Management, Kharazmi University, Tehran, IranYasamanGhorbaniMSc, Faculty of Management, Kharazmi University, Tehran, IranJournal Article20220212The study at hand was carried out to identify the antecedents and consequences of organizational impact management. This study was applied in terms of purpose and mixed in terms of approach. In the qualitative phase, the meta-synthesis method was used. To this end, the studies on the antecedents and consequences of organizational impact management in valid datacenters between 1990 and 2021 were collected and examined. Out of these, 67 sources were adopted for the final analysis. To screen and confirm the findings of the qualitative phase, fuzzy Delphi method was used in the quantitative phase. The statistical population of the quantitative phase was comprised of the specialist clerks and experienced managers of Rojin Taak Agro-industries Co., from among whom 30 individuals were selected through purposive sampling. Based on the findings of the study, the antecedents of organizational impact management included three main categories, namely individual, organizational, and environmental categories. On the other hand, the consequences were classified into behavioral, professional, performance, and individual growth and development categories. The results of this study can be used by managers to enhance the positive aspects of organizational impact management and to avoid its negative aspects in the organization.The study at hand was carried out to identify the antecedents and consequences of organizational impact management. This study was applied in terms of purpose and mixed in terms of approach. In the qualitative phase, the meta-synthesis method was used. To this end, the studies on the antecedents and consequences of organizational impact management in valid datacenters between 1990 and 2021 were collected and examined. Out of these, 67 sources were adopted for the final analysis. To screen and confirm the findings of the qualitative phase, fuzzy Delphi method was used in the quantitative phase. The statistical population of the quantitative phase was comprised of the specialist clerks and experienced managers of Rojin Taak Agro-industries Co., from among whom 30 individuals were selected through purposive sampling. Based on the findings of the study, the antecedents of organizational impact management included three main categories, namely individual, organizational, and environmental categories. On the other hand, the consequences were classified into behavioral, professional, performance, and individual growth and development categories. The results of this study can be used by managers to enhance the positive aspects of organizational impact management and to avoid its negative aspects in the organization.https://jomc.ut.ac.ir/article_87487_878f5f9e636d573852ea900d162e0430.pdfUniversity of Tehran PressOrganizational Culture Management2423-694220320220923The Identification of Deviant Behavior Aspects in Workplace Through Meta-Synthesis ApproachThe Identification of Deviant Behavior Aspects in Workplace Through Meta-Synthesis Approach6476768759210.22059/jomc.2022.338102.1008413FAAbbasGhaedamini HarouniPhD Student of Cultural Management and Planning, College of Management. South Tehran Branch, Islamic Azad University, Tehran, Iran0000-0003-4004-3569RezaEbrahimzadeh DastjerdiAssistant Professor, Faculty of Management, Isfahan (Khorasgan) Branch, Islamic Azad University, Isfahan, Iran0000-0002-2345-9047MehrdadSadeghi De CheshmehAssistant Professor, Faculty of Management, Isfahan (Khorasgan) Branch, Islamic Azad University, Isfahan, Iran0000-0002-7712-1463Journal Article20220417This study was carried out to identify the various aspects of deviant behaviors in workplace. To this end, we adopted the qualitative meta-synthesis research method. The statistical population of the study included all articles, studies, and theses related to our research topic and carried out in the periods 1391-1400 SH and 2006-2021 CE. After running criterion-based purposive sampling, 450 related studies were found. In the review phase, 100 studies were removed due to the title incompatibility, 30 articles because of the inappropriateness of abstract, and 20 articles due to the content incompatibility with the research topic. Thus, the number of examined studies reduced to 300. The data was analyzed using Strauss and Corbin model and coding in open, axial, and selective stages. The qualitative analysis phase led to the identification of 333 concepts, 133 secondary categories, and 16 primary categories. These were grouped in the form of causal conditions (professional, organizational, individual, and group factors), contextual conditions (social, cultural, and legal factors), intervening conditions (profiteering and political behaviors), strategies (organizational, group, and individual deviation), and consequences (individual, organizational, and professional consequences) in the conceptual model of the study.This study was carried out to identify the various aspects of deviant behaviors in workplace. To this end, we adopted the qualitative meta-synthesis research method. The statistical population of the study included all articles, studies, and theses related to our research topic and carried out in the periods 1391-1400 SH and 2006-2021 CE. After running criterion-based purposive sampling, 450 related studies were found. In the review phase, 100 studies were removed due to the title incompatibility, 30 articles because of the inappropriateness of abstract, and 20 articles due to the content incompatibility with the research topic. Thus, the number of examined studies reduced to 300. The data was analyzed using Strauss and Corbin model and coding in open, axial, and selective stages. The qualitative analysis phase led to the identification of 333 concepts, 133 secondary categories, and 16 primary categories. These were grouped in the form of causal conditions (professional, organizational, individual, and group factors), contextual conditions (social, cultural, and legal factors), intervening conditions (profiteering and political behaviors), strategies (organizational, group, and individual deviation), and consequences (individual, organizational, and professional consequences) in the conceptual model of the study.https://jomc.ut.ac.ir/article_87592_b85738998b96b3d8ff68ca2e1c41b44e.pdf