ORGANIZATIONAL BEHAVIOR STUDIES QUARTERLY
Year:2018 | Volume:7 | Issue:1 (25) |Papers Count:7

Before managing the staff in dealing with supervisors and managers, it is necessary to recognize types of behavior they exhibit. This has not been previously analyzed through concise research. Using Analytic Auto-ethnography can help us to provide a model based on two indicators of courage and adaptability, which can be low, medium or high. Four main types of employee behaviors towards supervisors and managers will be examined in this study and other less analyzed behaviors will be examined in future research. Within the framework of this model, great courage and low adaptability leads to aggressive employee behavior towards supervisors or managers, courage and great adaptability to staff interaction with supervisors or managers, courage and low adaptability to vilifying, and a low courage and great adaptability results in staff ingratiation in dealing with supervisors or managers. Desirable treatment is the interaction that comes from the loyal staff.

Organizations need to be flexible in their performance and entrepreneurial orientation for innovative performance with respect to transformational leadership in response to their changing environments. The purpose of the present research is to understand the experiences of transformational leaders who have make the customs electronic by their entrepreneurial orientation. The research question is “ What experiences have leaders gained during making the customs electronic? ” research population is managers and leaders who make the customs electronic from 1393 to 1396 and describe their experiences. Purposeful sampling method was used to select individuals. (4 executive directors and 4 staff directors), then the required data were collected by semi-structured individual interviews (30 to 50 minutes) from 1395/11 to 15/2/1396. The research findings were categorized in seven basic concepts using Colaizzi analysis method. These concepts are: Leadership: (inspirational motivation, mental persuasion, individual considerations), Innovation (process and product innovation, technical and executive innovation) and entrepreneurial attitude (leading and aggressive approach). The results of the study show that transformational leadership has a positive and significant effect on employee entrepreneurship in implementing electronic customs. On the other hand, entrepreneurial orientation has a positive effect on the innovative performance of electronic customs.

Organizational nepotism is a collection of psychological and sociological processes related to the family considerations and favoritism existing inside and outside an organization representing the existence of corruption, discrimination and the influence of relation instead of standards in performing organizational actions. This study attempts to introduce a model of organizational nepotism in public sector institutions using qualitative research method and grounded theory strategy and also identify and explain the influencing factors on this behavior and related organizational results. Therefore, 14 top managers of five public organizations in Bushehr were interviewed as a sample using theoretical, purposeful and semi-structural method and the interview text was analyzed in three stages of open coding, axial coding and selective coding. The results showed that relational attitude as a pivotal phenomenon and in interaction with other factors leads to the formation of organizational nepotism. The relation of these factors has been represented in the final model of the study. Interest-seeking, ethnicity and ignoring public interests and rights has a tremendous influence in forming the attitude toward managers’ relational attitude and ultimately, this attitude is the basis for the emergence of an abusive phenomenon of organizational kinship.

The purpose of this study is to investigate the role of moderating variables in the effect of burnout on nurses' organizational cynicism. The present study is descriptive and survey based on the method and is applied one in terms of purpose. Statistical population consist of nurses of the Imam Khomeini Hospital Complex which a sample of them including 120 nurses was selected randomly for participating in this research. Research tools consist of Maslach and Jackson job burnout questionnaire, Dean et al., cynicism questionnaire, Rizzo et al., role conflict questionnaire, Kopelman work-family conflict questionnaire, Tsui et al., perceived justice questionnaire, and Pearce et al., trust questionnaire which filled out by respondents. Data were analyzed through structural equation modeling and AMOS software. The results show that with increasing the level of burnout, nurses' organizational cynicism also increases. Also role conflict and work-family conflict have an increasing moderating effect on this relationship. Results did not confirm the moderating role of perceived justice and trust. Using techniques to reduce and prevent burnout can reduce its destructive consequences, including organizational cynicism. Efforts to eliminate role conflict and work-family conflicts in nurses can also help reduce the outcomes of job burnout.

The purpose of this study is to investigate the effect of intra-organizational brand equity on customer satisfaction, directly and indirectly through brand mediation, and employee satisfaction as components of brand equity benefits. This research is applied in terms of purpose and descriptive-survey in terms of the nature of data collection. The statistical population consists of all bank tellers in Karaj branches of Shahr bank as well as customers which have accounts in this bank. The sample size was 384 and convenient sampling method was applied. A questionnaire was used for data collection. The validity of the questionnaire was confirmed through construct and content validity and its reliability was confirmed by Cronbach's alpha coefficient. Structural equation modeling was used for data analysis through PLS software. The results of this research show that intra-organizational brand equity (brand Knowledge, brand commitment and role clarity) has a positive impact on customer satisfaction. The benefits of intra-organizational brand equity with the brand citizenship behavior and employee satisfaction components also positively affect customer satisfaction. Also, the results show that the effect of intra-organizational brand equity on customer satisfaction increases with the mediating role of organizational citizenship behavior and employee satisfaction. The results can be a way for employers to develop human resource strategies with an emphasis on internal marketing to succeed in the competition.

Citizens are owners of the government because without their sympathy and companionship the government cannot survive. Several studies have been done on the relationship between government and citizens; but so far, no research has been conducted on the expectations of citizens from public organizations in Iran. The main purpose of this study is to explore the expectations of citizens from public organizations of Iran, as well as to determine the significance of these expectations. A sequencing exploratory mixed method was carried out. In the first stage, using a theoretical sampling, the citizen’ s expectations have obtained by interviews (qualitative research), and in the second stage priority of these expectations were determined through a researcher-made questionnaire using the Bonferroni test (quantitative research). The results are effective in developing the theoretical relationship between government and citizens, and provide implicit guidance for understanding citizens' expectations to policy makers and managers.

The purpose of this research is recognizing and selecting an appropriate model for measuring person-organization fit from literature review, calculating the related indicators’ weights, and finally presenting a quantitative method for measuring two way fit of person-organization. In this regard first, different models and indicators of person-organization fit were explored. Then, the identified indicators were categorized in a focus group and finally Crystof bidirectional person-organization fit model were chosen for examining this concept. In the next step, the weight of indicators and the relationship between them were determined by DEMATEL and Analytic Network Process. The result of this study was seventeen indicators for individual’ s evaluation of organization and also seventeen indexes for organization's evaluation of individuals and determining their weights using Network Analysis Process technique. According to results, from the individual’ s viewpoint, the values of the organization and then the efficiency, power of influence and organizational goals have been the most weighed. From the organization’ s viewpoint, personal attitudes and then values, personality, and personal goals have been the most weighed.