ORGANIZATIONAL BEHAVIOR STUDIES QUARTERLY
Year:2019 | Volume:8 | Issue:1 (29) |Papers Count:7

The purpose of this study is to investigate the relationship between perception of organizational policies, amotivation, intrinsic motivation and its impact on the wordly wellbeing of employees. This study is an applied one in terms of purpose and a descriptive and surveyed research. The statistical sample in this study was 189 employees of Regional Water and Jihad Agriculture organization in Fars Province who were selected by convenience sampling. To analyze the data, partial least squares and Smart PLS-2 software were used. To assess the validity, convergent validity and to assess the reliability, Cronbach's alpha was used; which the coefficient for all research structures was more than 0. 7. The results show that perception of organizational politics has a positive and significant effect on amotivation and wordly wellbeing of employees. Intrinsic motivation also has a positive and significant effect on the level of employees' wordly wellbeing. But the results of the research indicated a negative and significant relationship between perceptions of organizational policies and intrinsic motivation on the one hand, and on the other hand, amotivation and wordly wellbeing of employees. Also intrinsic motivation and amotivation does not mediate the relationship between the perception of organizational policies and wordly wellbeing.

The purpose of present research was to study the moderating role of conscientiousness in the effect of organizational loyalty and organizational embeddedness on adaptive performance. The research method was correlational and statistical population consisted of all employees of a big Industrial organization in Isfahan that among them 230 employees were selected via convenience sampling method. In this research a set of questionnaire consisting of organizational loyalty by Kumar and Shekhar (2012), organizational embeddedness by Michel et al. (2001), Conscientiousness dimension of NEO-FFI Questionnaire by McCrae and Costa (1992) and Adaptive performance by Charbonnier-Voirin and Roselle (2012) were used. Data were analyzed by use of Pearson’ s correlation coefficient, stepwise and Hierarchical regression analysis. The results showed that Organizational loyalty, Organizational embeddedness and conscientiousness have a positive and significant effect on adaptive performance.

Administrative corruption has always been recognized as one of the most important barriers to development at the national and local levels. Considering the significant role of cities in sustainable development, the study of corruption in municipalities is very important. The purpose of this study is to identify the individual factors affecting corruption in the municipality of Tehran in order to find suitable solutions to address the root causes of corruption at the individual level. To carry out this research, first, based on literature review and research background, the conceptual model of the causes of corruption tendency was identified at the individual level, which was measured in a questionnaire designed for this purpose. Then the model was tested using exploratory factor analysis and linear regression. The results of factor analysis showed that, at the individual level, "Material need", "Non-adherence to religion", "Non-adherence to morality", "Injustice", "Inappropriate socialization", "The amount of communication with the client", "Risk taking" and "opportunity of corruption" are the main factors in the tendency to corruption at the individual level, which in total explains 81% of the in tendency towards corruption in Tehran municipality. All of these factors were meaningful according to the results of regression.

One of the challenges facing public organization in Iran is the lack of desirability in achieving expected performance. This performance weakness can have different causes. Among those are relations between the manager and the employee. There are various opinions about the relationship between the manager and the employee, but it seems that the quality of this relationship and its indicators in public organization is less discussed. The ultimate purpose of the research is to explore the dimensions of the quality of the relationship between the manager and the employee and provide a measure for quality of this relationship. The research method is qualitative. Therefore, using thematic analysis, the initial codes were identified and subsequently the sub-themes and main themes of the research were classified. Samples are among the directors and staff of public organization in Iran. Data were collected using purposeful judgmental and snowball sampling and interviewing tools, which continued until theoretical saturation. Data were analyzed using MAXQDA software. As a result of the data analysis, 42 codes, 13 sub themes and 5 main themes were identified and finally, the measure for quality of relationship between manager and employee were presented.

The present study is conducted to represent a model for measuring the values of public administrators in Mazandaran province's executive agencies. Method of the research, in terms of purpose, is an applied-developmental. In this study, statistical population consists of the employees of Mazandaran executive agencies. On the basis of Cochran's formula, 248 employees are selected as the sample. Study is conducted in two stages. In the first stage, the model's dimensions and components identified by means of literature review and interviews with experts through purposeful sampling method. Eventually, on the basis of experts' opinions, 9 dimensions and 27 items extracted to design the model. In the second stage, the confirmed factor analysis and the questionnaire were used to validate the recognized components. Data was analyzed by Structural Equations Modeling and descriptive statistic techniques. Research results, based on structural equations, showed that all items are valid constructs of public administrators’ values; i. e. the value of Average Value Extracted (AVE) for all items were more than 0. 50. Also, the final model is confirmed by fit indices (RMSEA=0. 071; RMR=0. 022; NFI=0. 97, and GFI=0. 96). The average level of the values of public administrators and its indicators (with the exception of sacrifice value) in the statistical sample was more than the considered average. The social values of public administrators had a significant influence on the personal values of public administrators, and the existence of a causal relationship among them is supported.

Considering that some of the dark sides of organizational citizenship behavior have been reported in organizations in recent years, this study aims identifying the dark sides of OCB and extracting the conceptual model for developing the concept of organizational citizenship behavior by using Meta‐ synthesis approach. In this regard, after searching in reputable scientific databases and extract 30 related studies and examining them with experts' opinions, the final model of dark sides of OCB has been designed with 29 code, 9 themes, and 4 main categories. Then, using quantitative content analysis and Shannon entropy, the criteria have been evaluated and ranked. Job stress, work-family conflict, harmful and damaging effects on role and output, high workload and density, delays or lack of duties, and low organizational commitment with the highest frequency have been extracted as the most important and critical dark sides.

The purpose of this study was to identify the current status of organizational culture in Kurdistan governorate and determine the status, quantitative validation and significance of each of the main dimensions and components of organizational culture. The current research is an applicable developmental one based on the purpose, and a descriptive survey research based on the level of analysis. The data gathering tool was a researcher-made questionnaire. Validity and reliability of the questionnaire were confirmed by content validity, construct validity and Cronbach's alpha (0. 970). Convergent validity was verified by means of extracted mean variance (0. 5 and above). To assess the divergent validity, the Gefen and Straub criteria were used, which showed that the variables of each construct had the most effect on their own construct and the least load on other constructs. The statistical population consisted of all employees of Kurdistan Provincial Governorate and its subsidiary governorates in 1396 (694 people) who were selected through the Morgan table and probability sampling method. One-sample T-test, Pearson correlation and Friedman test were used for analyze the data and in order to quantitative validation of the model, confirmatory factor analysis and Structural Equation Modeling (SEM) by Amos software were applied. The results of Friedman's test showed that prospective culture with an average of 3. 23 is the most important aspect and main subculture of Kurdistan governorate. Bureaucratic cultures, citizenship, Islamic-political and transformative are in the second to fifth priorities. Considering the fact that the factor loading of the questions are strong and the ratios of the path coefficients and the standard coefficients of the relations within the model are suitable and the components of the model have a very strong correlation, the validity and the accuracy of the organizational culture model of Kurdistan governorate have been confirmed by the structural equation method. Investigating the fitting indicators of dimensions and components of organizational culture showed that the designed model has a high degree of strength in assessing the organizational culture of Kurdistan governorate.