ORGANIZATIONAL BEHAVIOR STUDIES QUARTERLY
Year:2018 | Volume:7 | Issue:3 (27) |Papers Count:7

Burnout is one of the organizational symptoms that should be addressed in early stage of growing. A lot of research has been conducted in assessing the status of burnout and exploring its roots, but there is lack of a management model for dealing with this phenomena in the organization. The purpose of this paper is to provide an algorithm for diagnosing the current status, finding its roots and proposing a solution to deal with burnout in production workers. For this purpose, the literature of the subject was profoundly examined and a case study was conducted in the paint management of Iran Khodro Company. Finally, based on the literature review and analysis of data collected from 213 workers and 30 semi-structured interviews with them, the Burnout Problem Solving Algorithm in Production Workers was designed. In this algorithm, burnout factors were divided into two categories including side factors and root causes. Also solutions to deal with burnout were divided into two categories including short-term and long-term solutions. The algorithm was founded on eight root causes of burnout in production workers and is not proper for service jobs. Therefore, future research could be conducted on customizing the algorithm for other professions such as teachers and nurses who are more prone to job burnout.

The purpose of this paper is to design a comprehensive, accurate and reliable tool to measure the employees' knowledge sharing behavior. For this purpose, after the centralized review of related texts, some indicators of knowledge sharing behavior in organizations were extracted. Data analysis was carried out in two stages; exploratory factor analysis (EFA) was used in order to identify the dimensions and classification of the indicators, and confirmatory factor analysis (CFA) was used to verify the validity of the model. These tests are carried out using data collected from the workers of the knowledge based companies located in Khorasan Science and Technology Park. The results of the analysis using SPSS and AMOS software were a comprehensive and reliable tool for measuring the knowledge sharing behavior with 22 indicators and 7 component. The proposed tool can be used for the performance evaluation and reporting system as well as the compensation system in various organizations.

The purpose of this study is to investigate the factors influencing on ambidexterity of employee behaviors and its consequences with a multi-level approach. This research is empirical according to purpose and descriptive-survey based on data gathering method. The statistical population of this research is 17000 employees of 20 petrochemical companies located in Mahshahr Special Economic Zone. In this study, Chen, Gowley and Eden (2001), Mam et al (2009), Jansen (2000), Patel and colleagues (2013) questionnaires are used to measure self-efficacy, behavioral ambidexterity, innovative behavior, and high performance work system, respectively. Results of the study showed that self-efficacy has a positive and significant effect on ambidexterity at individual level. Also, Individual ambidexterity has shown a positive and significant effect on the innovative behavior of employees. The mediating role of behavioral ambidexterity between self-efficacy and innovative behavior of employees was confirmed. At the organizational level, the contextual effect of high performance work system on behavioral ambidexterity, self-efficacy and innovative behavior of employees was confirmed. It was also found that a high performance work system moderates the effect of self-efficacy on behavioral ambidexterity and also moderates the effect of behavioral ambidexterity on innovative behavior of employees. This study showed that personality traits along with the of the high performance work system variable can enhance the behavioral ambidexterity of employees in their work and thus lead to improve their innovative behavior.

Organizational virtuousness, organizational citizenship behavior and organizational happiness are among the most important aspects of ethics in organizations. This research seeks to examine the impact of perceived organizational virtuousness on organizational identification with the moderating role of organizational citizenship behavior and mediating role of organizational happiness in the Traffic Police. The research is an applied one in terms of purpose and a descriptive correlational study in terms of method. The reliability and validity of the instruments were measured using the composite reliability, Cronbach's Alpha, convergent and divergent validity. Data was analyzed using Smart PLS and SPSS. Sobel and VAF tests were used to measure the severity and t-value test was applied to test the mediating role of organizational citizenship behavior. Data analysis showed that perceived organizational virtuousness has a significance positive effect on organizational identification and organizational citizenship behavior. The moderating role of organizational happiness was not confirmed in the relationship between organizational virtuousness and organizational identification. On the other hand, Sobel test indicated that almost 52 percent of perceived organizational virtuousness changes on organizational identification the mediating role of organizational citizenship behavior. Therefore Employees who perceived a high level of organizational virtuous believe that the organization care about their expectations and priorities.

The purpose of this study is identifying the desirable behaviors of managers and Leaders in the successful implementation of employee performance management in public sector. Qualitative research method and 16 Semi-structured interviews with staff managers and employees of Ministry of Energy were applied. Interviewees were selected by snowball sampling method. As a result of analysis, the framework of desirable managerial behaviors is classified in 109 concepts, 14 sub themes and 4 main themes. "Manifestation of managerial capabilities in behaviors, managers’ positive attitudes toward performance management, managers’ commitment to performance management application and action orientation in using performance management results", also leadership desirable Behaviors’ framework are categorized in 57 concepts, 10 sub themes and three main themes included "Psychological Empowerment of Employees, Social Influence and Individual-Based Leadership". Evaluation and reinforcement of these behavioral factors could help public organizations to prevent or resolve some issues in implementing employee performance management.

The organization's leadership does not always show a good face; abusive supervision is one of the dark sides of leadership in the organization which the present study has examined its consequences according to the interpretive structural modeling approach. The statistical population of the study consisted of 15 executives of Arsanjan city who were identified and cooperated by using conceptual and snowball sampling. After identifying consequences of abusive supervision through literature review, fuzzy Delphi technique and a survey of experts (executives) were used to screen data of the previous step. After validating this step, in the next step, the related questionnaire was designed and presented to the same experts in order to discover the interpretive structural model. According to the results of data analysis, seven variables in four levels were identified as the consequences of abusive supervision. The first level consisted of individual-attitudinal and individual-psychological consequences, and the second level included individual-behavioral consequences. The third level included individual-Psychosomatic consequences and the fourth level consisted of group, intra-organizational, and outside organizational consequences.

The purpose of this research is investigating the role of psychological contract fulfilment on Organizational Citizenship Behavior (OCB) by Perceived Organizational Support (POS) as a Mediator. This research is an applied one in terms of purpose, and it is descriptive-survey in terms of the nature of data collection. The statistical population of the research is all the employees of Electric Khodro Shargh Company that 187 of them have been selected through random sampling. A questionnaire was used to collect data. Validity of the questionnaire was confirmed through construct validity and its reliability was confirmed by Cronbach's alpha coefficient. Structural equation modelling and PLS software was used for data analysis. The research results indicated that psychological contract fulfilment has s positive effect on OCB. Also, results revealed that all dimensions of psychological contract fulfilment consist of: career development, work content and reward has a meaningful and positive effect on OCB and also psychological contract fulfilment has a meaningful and positive effect on OCB through the POS as a mediator.