University of Tehran PressOrganizational Culture Management2423-694218220200621Introducing the WikiOrg Framework: A New Typological Framework of Organizational Problems and Their Solutions in Complex SituationsIntroducing the WikiOrg Framework: A New Typological Framework of Organizational Problems and Their Solutions in Complex Situations1872167377110.22059/jomc.2019.261537.1007566FAFatemehHaghighatPh.D., Faculty of Management, University of Tehran, Tehran, IranMohammad RezaMehreganProfessor, Faculty of Management, University of Tehran, Tehran, IranMohammadAbooyee ArdakanAssociate Professor, Faculty of Management, University of Tehran, Tehran, IranHosseinSafariProfessor, Faculty of Management, University of Tehran, Tehran, IranJournal Article20180706So far, limited studies have been done on identifying and solving problems in complex organizational situations. Hence, the purpose of this article is to provide a new typological framework of organizational problems and their solutions in complex situations. This framework is called WikiOrg, whose designation reveals that this framework, like the Wikipedia website, provides information on complex organizational problems and their proposed solutions and can also be revised and developed by its users (i.e. managers and organizational specialists). The purpose of this framework is to help managers identify and solve problems in complex situations in organizations. This framework is an important part of the methodology of DOP (Directing of Organizational Problems), which is a methodology for dealing with problems in complex situations. In this paper, we both introduce the WikiOrg framework and describe its formulation as well as its validity.So far, limited studies have been done on identifying and solving problems in complex organizational situations. Hence, the purpose of this article is to provide a new typological framework of organizational problems and their solutions in complex situations. This framework is called WikiOrg, whose designation reveals that this framework, like the Wikipedia website, provides information on complex organizational problems and their proposed solutions and can also be revised and developed by its users (i.e. managers and organizational specialists). The purpose of this framework is to help managers identify and solve problems in complex situations in organizations. This framework is an important part of the methodology of DOP (Directing of Organizational Problems), which is a methodology for dealing with problems in complex situations. In this paper, we both introduce the WikiOrg framework and describe its formulation as well as its validity.https://jomc.ut.ac.ir/article_73771_1afc284e991cfe85dcf5ace619033f59.pdfUniversity of Tehran PressOrganizational Culture Management2423-694218220200621A Meta-analysis of the Relationship between the Use of Management Information Systems and the Improvement of Managerial Decision-MakingA Meta-analysis of the Relationship between the Use of Management Information Systems and the Improvement of Managerial Decision-Making2172477476810.22059/jomc.2019.271143.1007663FAAsadHejaziAssistant Professor, Department of Educational Administration, Farhangian University, Tehran, IranYaserSayadiPhD holder in Educational Administration, Department of Education, Faculty of Education and Psychology, University of Isfahan, Isfahan, IranJournal Article20190101The purpose of this study was to combine quantitative studies on the relationship between the use of management information systems and manager's decision-making from April 1991 to the end of March 2018 in Iran. To this end, the meta-analysis method was used. The statistical population consisted of all studies done on the relationship between information systems and manager's decision-making. To select a sample, a series of criteria for the inclusion or exclusion of the studies was considered. Finally, 23 studies were selected as final sample for the inclusion in the meta-analysis. Part of the process of the meta-analysis operations was done manually and other part was done using the effect size combination method in the second version of Comprehensive Meta-Analysis software (CMA-2). Duval and Tweedie’s Trim fit test was applied to both random and fixed effects model. The Average effect size was 0.524 for the fixed model and 0.373 for the random model. Thus, according to Cohen's criteria, the effect size of the relationship between management information systems and managers’ decision-making in the random and fixed effects model is medium to high. In the end, some strategic suggestions are provided for managers.The purpose of this study was to combine quantitative studies on the relationship between the use of management information systems and manager's decision-making from April 1991 to the end of March 2018 in Iran. To this end, the meta-analysis method was used. The statistical population consisted of all studies done on the relationship between information systems and manager's decision-making. To select a sample, a series of criteria for the inclusion or exclusion of the studies was considered. Finally, 23 studies were selected as final sample for the inclusion in the meta-analysis. Part of the process of the meta-analysis operations was done manually and other part was done using the effect size combination method in the second version of Comprehensive Meta-Analysis software (CMA-2). Duval and Tweedie’s Trim fit test was applied to both random and fixed effects model. The Average effect size was 0.524 for the fixed model and 0.373 for the random model. Thus, according to Cohen's criteria, the effect size of the relationship between management information systems and managers’ decision-making in the random and fixed effects model is medium to high. In the end, some strategic suggestions are provided for managers.https://jomc.ut.ac.ir/article_74768_095f327059def9db347d6e9561903350.pdfUniversity of Tehran PressOrganizational Culture Management2423-694218220200621The Application of the Coaching Culture Model in the Science and Technology Parks of IranThe Application of the Coaching Culture Model in the Science and Technology Parks of Iran2492727376510.22059/jomc.2019.275206.1007720FAMasoumehDastaniPhD holder, Faculty of Management, Islamic Azad University, Isfahan Branch (Khorasgan), Isfahan, IranMehrabanHadi PaykaniAssistant Professor, Faculty of Management, Islamic Azad University, Isfahan Branch (Khorasgan), Isfahan, IranDariushGholamzadehAssistant Professor, Faculty of Management, Islamic Azad University, Central Tehran Branch, Tehran, IranAzarGholizadehAssociate Professor, Faculty of Management, Islamic Azad University, Isfahan Branch (Khorasgan), Isfahan, IranJournal Article20190205The purpose of this study was to develop a model for the application of coaching culture in the Iranian science and technology parks. This study is qualitative in terms of approach and has been done using Strauss and Corbin’s systematic paradigmatic model of Grounded Theory Method (GTM).In this regard, in-depth interviews were conducted using theoretical snowball sampling with the managers of some science and technology parks as well as the, experts of the coaching domain. The interviews continued to a point where responses reached saturation (23 interviews).The data analysis was performed in three stages of open coding, axial coding, and selective coding. Then the model was explained based on the paradigmatic model of grounded theory. The following conditions were identified by the participants of study: "Organization and procedures, the selection and recruitment system, the performance management process, the process of education and learning, the identification of career progression path, and the conditions of the maintenance system" as the causal conditions of the coaching culture , "the coaching culture" as the main phenomenon of research, "bureaucracy and high-end policies, politicization, and national culture "as intervening conditions, and "organizational structure, organizational culture, staff maturity, leadership practices, and organizational environment" as the contextual conditions. Strategies were identified in seven dimensions, including "Organizational development, competency-based recruitment, coaching and performance management, education-based learning, maintenance based on coaching, leadership, and organizational communication development," while outcomes involved “organizational, individual, and trans-organization” directions.The purpose of this study was to develop a model for the application of coaching culture in the Iranian science and technology parks. This study is qualitative in terms of approach and has been done using Strauss and Corbin’s systematic paradigmatic model of Grounded Theory Method (GTM).In this regard, in-depth interviews were conducted using theoretical snowball sampling with the managers of some science and technology parks as well as the, experts of the coaching domain. The interviews continued to a point where responses reached saturation (23 interviews).The data analysis was performed in three stages of open coding, axial coding, and selective coding. Then the model was explained based on the paradigmatic model of grounded theory. The following conditions were identified by the participants of study: "Organization and procedures, the selection and recruitment system, the performance management process, the process of education and learning, the identification of career progression path, and the conditions of the maintenance system" as the causal conditions of the coaching culture , "the coaching culture" as the main phenomenon of research, "bureaucracy and high-end policies, politicization, and national culture "as intervening conditions, and "organizational structure, organizational culture, staff maturity, leadership practices, and organizational environment" as the contextual conditions. Strategies were identified in seven dimensions, including "Organizational development, competency-based recruitment, coaching and performance management, education-based learning, maintenance based on coaching, leadership, and organizational communication development," while outcomes involved “organizational, individual, and trans-organization” directions.https://jomc.ut.ac.ir/article_73765_f03f564533cd914290d90b027b18117b.pdfUniversity of Tehran PressOrganizational Culture Management2423-694218220200621An Analysis of the Effect of Bureaucratic Culture on the Invisibility of Employees with the Mediating Role of Passive Leadership: A Case Study of Lorestan Province Governmental OrganizationsAn Analysis of the Effect of Bureaucratic Culture on the Invisibility of Employees with the Mediating Role of Passive Leadership: A Case Study of Lorestan Province Governmental Organizations2732967376410.22059/jomc.2019.278243.1007755FASeyed NajmoddinMousaviAssociate Professor, Faculty of Economics and Administrative Sciences, Lorestan University, Khorramabad, IranMohsenAref NegadAssistant Professor, Faculty of Economics and Administrative Sciences, Lorestan University, Khorramabad, IranFariborzFathi ChegeniPh.D. Student, Faculty of Economics and Administrative Sciences, Lorestan University, Khorramabad, IranMasoodSepahvandPh.D. Student, Faculty of Economics and Administrative Sciences, Lorestan University, Khorramabad, IranJournal Article20190319Although Iranian government organizations suffer from excessive manpower, they are not adequately effective and are not capable of fulfilling their essential missions. In other words, invisible employees have become the dominant phenomenon of today's governmental organizations. Many factors have contributed to the ineffective use of manpower, including bureaucratic culture and passive leadership. This research project studied the effect of bureaucratic culture on the invisibility of employees with the mediating role of passive leadership in governmental organizations of Lorestan province. This cross-sectional, descriptive–correlational study is applied in terms of purpose. The statistical population of the study was comprised of 1317 employees of different governmental organizations of Lorestan province. Based on the Morgan table, a sample of 297 employees was selected using stratified random sampling. In order to measure the variables of the research, Denison’s bureaucratic culture questionnaire (1990), Brian and Holtz’s passive leadership questionnaire (2017), and the invisible employee questionnaire by Mohammad Yari et al. (2018) were used. The reliability of the questionnaires was confirmed by Cronbach's alpha, and then the structural equation modeling in PLS software was used for data analysis. The results of the study showed that bureaucratic culture, both directly and through passive leadership, leads to the invisibility of employees in government organizations of the Lorestan province.Although Iranian government organizations suffer from excessive manpower, they are not adequately effective and are not capable of fulfilling their essential missions. In other words, invisible employees have become the dominant phenomenon of today's governmental organizations. Many factors have contributed to the ineffective use of manpower, including bureaucratic culture and passive leadership. This research project studied the effect of bureaucratic culture on the invisibility of employees with the mediating role of passive leadership in governmental organizations of Lorestan province. This cross-sectional, descriptive–correlational study is applied in terms of purpose. The statistical population of the study was comprised of 1317 employees of different governmental organizations of Lorestan province. Based on the Morgan table, a sample of 297 employees was selected using stratified random sampling. In order to measure the variables of the research, Denison’s bureaucratic culture questionnaire (1990), Brian and Holtz’s passive leadership questionnaire (2017), and the invisible employee questionnaire by Mohammad Yari et al. (2018) were used. The reliability of the questionnaires was confirmed by Cronbach's alpha, and then the structural equation modeling in PLS software was used for data analysis. The results of the study showed that bureaucratic culture, both directly and through passive leadership, leads to the invisibility of employees in government organizations of the Lorestan province.https://jomc.ut.ac.ir/article_73764_15cf6e277cdcaa3c27c328e1e4c291ff.pdfUniversity of Tehran PressOrganizational Culture Management2423-694218220200621The Effect of Auditors' Self-Efficacy and Audit Quality: An Analysis of the Understanding of the Individuality CultureThe Effect of Auditors' Self-Efficacy and Audit Quality: An Analysis of the Understanding of the Individuality Culture2973247377210.22059/jomc.2019.280223.1007780FAAli AkbarSalimiMSc. Student, Department of Accounting, Bandargaz Branch, Islamic Azad University, Bandargaz, IranMehdiSafari GerayliAssociate Professor, Department of Accounting, Islamic Azad University, Bandargaz Branch, Bandargaz, IranHasanValiyanAssistant Professor, Department of Accounting, Islamic Azad University, Shahroud Branch, Shahroud, IranJournal Article20190501An Auditor's self-efficacy is a feature derived from social cognition theories that enhances the quality of auditing as a factor affected by the professional performance of audit. In addition to reducing financial transparency, this attracts investment in the capital market because of the enhancement of transparency that results from the improvement of information symmetry. The purpose of this study is to investigate the relationship between auditors' self-efficacy and audit quality based on the mediating role of the individualist culture. In this study, 294 auditors working in the Audit Organization and private audit institutions participated. The study was conducted during the second six months of 2018. The data collection instrument was a questionnaire, and the collected data was analyzed using partial least squares analysis in order to test the research hypotheses. The results of the study showed that the auditors’ self-efficiency improves the quality of the audit. It was also found that the individualist culture positively affects the quality of audit work and improves this relationship.An Auditor's self-efficacy is a feature derived from social cognition theories that enhances the quality of auditing as a factor affected by the professional performance of audit. In addition to reducing financial transparency, this attracts investment in the capital market because of the enhancement of transparency that results from the improvement of information symmetry. The purpose of this study is to investigate the relationship between auditors' self-efficacy and audit quality based on the mediating role of the individualist culture. In this study, 294 auditors working in the Audit Organization and private audit institutions participated. The study was conducted during the second six months of 2018. The data collection instrument was a questionnaire, and the collected data was analyzed using partial least squares analysis in order to test the research hypotheses. The results of the study showed that the auditors’ self-efficiency improves the quality of the audit. It was also found that the individualist culture positively affects the quality of audit work and improves this relationship.https://jomc.ut.ac.ir/article_73772_e5f2940f43716059e554de292bc06257.pdfUniversity of Tehran PressOrganizational Culture Management2423-694218220200621Explaining the Employees Bullying towards Managers in the Public SectorExplaining the Employees Bullying towards Managers in the Public Sector3253497598010.22059/jomc.2020.285771.1007846FAFariborzRahimniaProfessor, Faculty of Economics and Administrative sciences, Ferdowsi University of Mashhad, Mashhad, IranHasanYoosefifarPh.D. Student, Faculty of Management, Kharazmi University, Tehran, IranJournal Article20191215Providing appropriate working conditions along with supporting and protecting employees from possible workplace harms are among the main concerns of organizations. Hence, it is necessary to investigate destructive phenomena such as organizational bullying and identify their instances in order to address them via appropriate actions. In the present study, phenomenology was used to identify the phenomenon of employee bullying of the managers or, in other words, the upward bullying. For this purpose, 14 people who had at least 3 years of experience in management in governmental organizations were selected through non-random purposive sampling and were interviewed using semi-structured interviews. Their experiences in this regard were obtained and the data analysis was performed using Collaizzi method. The findings of the study led to the identification of four main dimensions, namely personal bullying, bullying through threats to defame the manager’s professional performance, bullying in terms of threats against the manager’s position, and gender-oriented bullying, along with 21 components of upward bullying. The results of the study showed that the upward bullying in the public sector is a serious challenge for some managers and requires more attention.Providing appropriate working conditions along with supporting and protecting employees from possible workplace harms are among the main concerns of organizations. Hence, it is necessary to investigate destructive phenomena such as organizational bullying and identify their instances in order to address them via appropriate actions. In the present study, phenomenology was used to identify the phenomenon of employee bullying of the managers or, in other words, the upward bullying. For this purpose, 14 people who had at least 3 years of experience in management in governmental organizations were selected through non-random purposive sampling and were interviewed using semi-structured interviews. Their experiences in this regard were obtained and the data analysis was performed using Collaizzi method. The findings of the study led to the identification of four main dimensions, namely personal bullying, bullying through threats to defame the manager’s professional performance, bullying in terms of threats against the manager’s position, and gender-oriented bullying, along with 21 components of upward bullying. The results of the study showed that the upward bullying in the public sector is a serious challenge for some managers and requires more attention.https://jomc.ut.ac.ir/article_75980_da18ad4cbf73bce6cb4d7e7022b0d581.pdfUniversity of Tehran PressOrganizational Culture Management2423-694218220200621Desiging a Model of the Islamic-Iranian Citizenshp Culture Based on the Metasynthesis Method along with Suggestions for its DevelopmentDesiging a Model of the Islamic-Iranian Citizenshp Culture Based on the Metasynthesis Method along with Suggestions for its Development3513777377410.22059/jomc.2019.207184.1007586FAHamidrezaKhanmohammadi HezavePh.D. holder, College of Farabi , University of Tehran, Qom, IranHassanZarei MatinProfessor, College oF Farabi , University of Tehran, Qom, IranMohammadMireheiAssistant Professor, College oF Farabi , University of Tehran, Qom, IranSeyed HosseinAkhavan AlaviAssistant Professor, College oF Farabi , University of Tehran, Qom, IranAminFarajiAssistant Professor, College oF Farabi , University of Tehran, Qom, IranJournal Article20180728Two decades into the third millennium, citizenship culture has emerged as a new and controversial subject among sociologists and the scholars of other related areas. Hence, in the past few years scholars have presented several models of the citizenship culture for Western civil society which don’t fit well into the Islamic-Iranian principles of our society. Therefore, the present study aims to provide a model of citizenship culture based on Islamic-Iranian principles using a descriptive-exploratory study via a developmental-applied approach. The statistical population of the study – which is used to assess the content validity of the model - regarded the experts of the field of culture and civil rights practicing within Iran. Fifteen people were selected as the study sample through purposive sampling method. The data collection instrument was the deep library research and an expert questionnaire. Finally, in this study, which was based on a seven-step meta-synthesis approach, a model of citizenship culture based on Islamic-Iranian principles is presented which includes three dimensionsregarding legal issues, duties, and values of citizenship, with 13 main components. Finally, the strategies for the development and enhancement of the culture of Islamic-Iranian citizenship in Iran are presented.Two decades into the third millennium, citizenship culture has emerged as a new and controversial subject among sociologists and the scholars of other related areas. Hence, in the past few years scholars have presented several models of the citizenship culture for Western civil society which don’t fit well into the Islamic-Iranian principles of our society. Therefore, the present study aims to provide a model of citizenship culture based on Islamic-Iranian principles using a descriptive-exploratory study via a developmental-applied approach. The statistical population of the study – which is used to assess the content validity of the model - regarded the experts of the field of culture and civil rights practicing within Iran. Fifteen people were selected as the study sample through purposive sampling method. The data collection instrument was the deep library research and an expert questionnaire. Finally, in this study, which was based on a seven-step meta-synthesis approach, a model of citizenship culture based on Islamic-Iranian principles is presented which includes three dimensionsregarding legal issues, duties, and values of citizenship, with 13 main components. Finally, the strategies for the development and enhancement of the culture of Islamic-Iranian citizenship in Iran are presented.https://jomc.ut.ac.ir/article_73774_b6eb38a65a47b6b2de4bcff8175f4f3d.pdfUniversity of Tehran PressOrganizational Culture Management2423-694218220200621An Examination of the Consequences of Employee Engagement in the Iranian Gas Refining Industry through an Ethnographic ApproachAn Examination of the Consequences of Employee Engagement in the Iranian Gas Refining Industry through an Ethnographic Approach3794017372510.22059/jomc.2019.289730.1007906FAGhasemBahramikiaPh.D. Student, Mirdamad Campus, University of Isfahan, Isfahan, IranAliSafariAssociate Professor, Faculty of Administrative Sciences and Economics, University of Isfahan, Isfahan, IranAliNasr IsfahaniAssociate Professor, Faculty of Administrative Sciences and Economics, University of Isfahan, Isfahan, IranOmidRahmaniMaster’s holder in Industrial Management and Head of the Supplying, Planning and Human Resources Planning of Parsian Gas Refining Company, Mohr, IranJournal Article20191004This study was carried out with the aim of explaining the employee engagement and its consequences for the Iranian gas refining industry.. The study is an ethnographic endeavor situated within a mixed method research design (qualitative and quantitative). The data obtained through interviews with 16 managers and employees of Parsian Gas Refining Company and the researchers’ own observations in the field of research has been analyzed through thematic analysis. Based on the exploratory analysis of the research data in the qualitative section, the employee engagement was divided into organizational and occupational engagements, and the implications of employee engagement were divided into individual outcomes and organizational consequences. In order to test the fitness of the model, the quantitative part of the study was conducted, in which a researcher-made questionnaire was prepared based on the model developed in the qualitative section. After confirming the validity and reliability of the questionnaire, it was distributed among a sample of 120 managers and experts of Parsian Gas Refining Company who had been selected using stratified random sampling. After collecting the data, the developed model was tested for fitness through structural equation modeling in SMART PLS3 software. The results showed the suitability of the proposed model.This study was carried out with the aim of explaining the employee engagement and its consequences for the Iranian gas refining industry.. The study is an ethnographic endeavor situated within a mixed method research design (qualitative and quantitative). The data obtained through interviews with 16 managers and employees of Parsian Gas Refining Company and the researchers’ own observations in the field of research has been analyzed through thematic analysis. Based on the exploratory analysis of the research data in the qualitative section, the employee engagement was divided into organizational and occupational engagements, and the implications of employee engagement were divided into individual outcomes and organizational consequences. In order to test the fitness of the model, the quantitative part of the study was conducted, in which a researcher-made questionnaire was prepared based on the model developed in the qualitative section. After confirming the validity and reliability of the questionnaire, it was distributed among a sample of 120 managers and experts of Parsian Gas Refining Company who had been selected using stratified random sampling. After collecting the data, the developed model was tested for fitness through structural equation modeling in SMART PLS3 software. The results showed the suitability of the proposed model.https://jomc.ut.ac.ir/article_73725_6a8c7a53ade6e3c1ab09e98edadc516a.pdf