ORGANIZATIONAL BEHAVIOR STUDIES QUARTERLY
Year:2019 | Volume:7 | Issue:4 (28) |Papers Count:13

Many companies around the world face corruption and suffer from its negative consequences. Considering the destructive effects of corruption upon private sector enterprises, urges the need for developing a model in this area. Regarding the fact that most researches till now have been in the public sector, adds to this urgency. Thus the purpose of this study is to articulate a model for fighting private sector corruption. The research method used is Grounded Theory. Using a theoretical sampling method, twenty one semi-structured interviews with experts from Tehran Chamber of Commerce, Industries, Mines and Agriculture were conducted. The government departments in charge of fighting private sector corruption were added. Open, axial and selective coding were applied. Based on the findings, the main category was divided into two financial groups: 1) direct and 2) indirect. Also twelve concepts were classified as individual, interpersonal of casual factors. Moreover, seventeen concepts in context platform template and eleven interfering factors concepts were identified. Besides, twenty eight concepts were distinguished in the form of individual, interpersonal, organizational, inter-organizational and environmental of consequences factors. Furthermore, twenty-five concepts in the form of preventive, control and fighting corruption strategies were diagnosed.

Hypocrite organization is the fruit of an undesirable organizational culture which is occurred by behavior of its managers. The purpose of this research is to recognize the structure of hypocrite organization in the light of organizational hypocrisy creating by Machiavellian managers who imagine their own interests. Viewpoints of 140 managers of governmental agencies were analyzed using standard questionnaires. The study is an applied one based on purpose and descriptive survey based on data gathering method. Data analysis was performed using structural equation modeling approach with partial least squares method through Smart-PLS software. The findings of this research showed that the proposed model of research has been confirmed and based on it, Machiavellian behavior of managers lead to impression management, which results in organizational hypocrisy. Also impression management plays a mediating role in the relationship between Machiavellian behavior of managers and organizational hypocrisy. The results of this research have a proper contribution in explaining the undesirable behavioral factors of managers, which is the result of dysfunctional bureaucracy in government agencies. Machiavellian behavioral principles is an unconventional influence on the behavior of others. It is suggested that, influencing tactics were introduced to employees by training in order to detect desired normative behaviors.

The purpose of this research is investigating the effect of servant leadership on psychological ownership with the mediating role of perceived organizational support in University of Kashan employees. Research type is descriptive correlational. The statistical population consist of all 547 employees of University of Kashan which 252 of them were chosen as sample by Cochran formula and simple random sampling method. In order to gathering data, servant leadership questionnaire with 28 items, psychological ownership questionnaire with 54 items and organizational support questionnaire with 8 items were used based on five point Likert scales. Content validity of questionnaires were confirmed by experts’ viewpoints and construct validity was confirmed through conformational factor analysis. Cronbach alpha coefficient for servant leadership, psychological ownership and organizational support were 0. 75, 0. 82 and 071. Data was analyzed in two level of descriptive & inferential statistics through SPSS & Amos software. Results showed that the mean of servant leadership, psychological ownership and perceived organizational support were upper than average. Servant leadership and organizational has support have positive and significant effects on psychological ownership (r=0. 33, 0. 34). Also the mediating role of organizational support on psychological ownership was confirmed. Considering the significant effect of servant leadership and perceived organizational support on psychological ownership, it is suggested that organizations in general, and specially universities, and other develop servant leadership and perceived organizational support as the important part of their plans so that they can increase psychological ownership sense among employees and managers.

The aim of this study is to investigate the relationship between human resources flexibility and innovative work behaviors according to the Mediating role of psychological capital. The study is an applied one based on the purpose and descriptive correlational specifically based on structural equation modeling. Statistic population include 1103 staff employees of central departments of Keshavarzi Bank. Using stratified sampling and Krejcie and Morgan table, 278 people was selected as the sample. The data gathering tools were standard questionnaires consisting of 46 items. In order to measuring variables, human resource flexibility scale of Beltrá n-Martí n et. al (2008), innovative work behaviors scale of De Jong and Den Hartog (2010) and psychological capital scale of Luthans, Youssef and Avolio (2007) were used. In order to analyze data, structural equation modeling (SmartPLS) was applied. The results demonstrated that human resources flexibility a significant positive effect on innovative work behavior and also psychological capital has a mediating role in the relationship between human resources flexibility and innovative work behaviors.

The purpose of this paper is to explain the concept of benevolent leadership and its role in employee psychological empowerment. In terms of purpose, this is an applied study and in terms of data collection, it is a descriptive-survey research. Statistical population of the research includes the staffs and faculty members of Lorestan University, who were 750 people at the time of conducting this research. In this paper, Cochran formula is used to determine the sample size and it was estimated as 254 individuals. The main measurement tool is questionnaire which includes Karakas & Sarigollu benevolent leadership (2012) and Veton & Cameron psychological empowerment (1998) standard questionnaires. Analyzing the structural model and hypothesis tests are considered using structural equations modeling and Partial Least Squares method (PLS) by applying smart pls3 software. The results of testing the hypotheses show that benevolent leadership has a positive, direct and significant effect on psychological empowerment of university staffs and faculty members.

Nowadays, nepotism is one of the undesirable organizational phenomena that exist in various forms in most countries, especially in developing countries and impacts on employees’ performance. Consequently, the purpose of this study is to investigate the effect of nepotism on employee performance by the mediating role of employee competencies (self-competencies, team competencies, change competencies, communication competencies, ethical competencies, and cultural competencies). Population of the study consists of Travel and tourism services companies' employees in Tehran. In order to obtain sample size, simple random sampling method and Cochran's formula were applied. To obtain the required sample size, simple random sampling and Cochran formula are used. To gather the required data, library and field methods are used. Present study is an applied study in terms of purpose and in terms of collecting data it a descriptive survey study. To analyze the data, confirmatory factor analysis and structural equation modeling, available in LISERAL and SPSS software are used. The results showed that nepotism has a significant negative effect on employee performance, self-competencies, team competencies, ethical competencies and cultural competencies. Also self-competencies, team competencies, change competencies and communication competencies have a significant positive effect on employee performance.

The purpose of present study is designing and validating the model of Supporting Beliefs and Values for Organizational Culture of Schools Based on Islamic Ethic Values. The research method is mixed; with a sequential exploratory design in two stages, the content analysis and survey. The statistical population include 821 elementary and high schools in Kurdistan province. Qualitative data was gathered through multiple sources and purposeful method and theoretical saturation was considered. The validity of data was achieved through focus group. Quantitative data was gathered through the questionnaire in a sample size of 350 people which selected by multi-stage cluster sampling, and analyzed using structural equation modeling, Friedman and one-sample t test. The result of qualitative findings, was designing a model of supporting beliefs and values in these dimensions: 1) spiritual values including faith, piety and worship; 2) individual ethics values including chastity, solvent acquisition, hygiene and health, and moderation; 3) Professional ethics values including professional development, responsibility, and participation; and 4) social ethics values including justice, etiquette, unity and reformation. The quantitative results indicated that the model is fitting; there is a significance difference in priority of dimensions of the model, and the existence status of schools in all dimension is higher than mean and at the desirable level.

The present study seeks to investigate the effect of abusive supervision on the turnover intention by the mediating role of voice behavior and employee self-efficacy. The present study is a descriptive and correlational in terms of the purpose and the type of information gathering method. Data collection method is a combination of library and questionnaire methods. The statistical population of the study was employees of Sari Wood and Paper Industries Company. Data were collected from 395 people by simple random sampling method. Cronbach's alpha of questionnaire was 0. 83. Analyzing the collected data, confirmatory factor analysis and testing the research model, were performed using PLS software. Also, descriptive statistics and reliability were done by SPSS software. The results of analyzes show that abusive supervision has a significant effect on the turnover intention, voice behavior and employee self-efficacy. Also, voice behavior has a negative and significant effect on turnover intention. On the other hand, self-efficacy has no significant effect on the turnover intention and voice behavior.

Organizations take the advantage of a number of different methods to develop their employees. Of course, it should be noted that development do not simply result in training. The purpose of this study is to investigate the effect of employee development on the voluntary turnover intention, which can be strengthened or weakened by employability. The research method is descriptive-survey and the statistical population consists of all employees, both in public and private sectors. For data collection, manual and electronic questionnaires were used. Regarding the infinity of statistical population, 380 questionnaires were distributed. 207 valid questionnaires were analyzed using Structural Equation Modeling and SPSS and SMART PLS software. Each developmental actions has different and significant impacts on the internal and external employability. In addition, in comparison with internal employment, external employment has a more significant impact on the voluntary turnover intention. Managers who don’ t feel at ease with development of their employees, are suggested to concentrate on employee training, work experience, and authority, instead of concentrating on job rotation, job enrichment, and job missions because these developmental actions result in lower employee turnover.

The purpose of this study is to investigate the effect of organizational culture on hypocrisy in organization through the mediating role of organizational rumor. Research method is an applied one according to purpose and an exploratory mixed method according to data gathering. The statistic population in qualitative phase was some experts in management field and in quantitative phase was all of employees of Bandarabbas public university. To determine the sample size, in the qualitative phase theoretical sampling and in the quantitative phase Krejcie and Morgan table (1997) and stratified random sampling were used. In order to collecting data in the qualitative phase, interviews and in the quantitative phase standard and researcher made questionnaire were used. Qualitative validity is confirmed by triangulation, peer review and participatory research. Quantitative validity is confirmed by content and construct validity. Also, for evaluation of reliability in the qualitative part, obtaining accurate parallel information, member control, and self-review of the researcher and in the quantitative part Cronbach's alpha coefficient were used. Results showed that the organizational participatory, mission and adaptability culture have a negative significant impact on organizational rumors hypocrisy and Compatibility culture does not have any significant effect on these variables. Ultimately, organizational culture affects on reduction of hypocrisy in the organization, and organizational rumor also strengthens this relationship as a mediator.

The purpose of this research is to investigate the effect of personality dimensions on the feeling, trust and attractiveness of the employer brand. The population includes 13000 students of University of Mohaghegh Ardebil and 147 employees of the Oil & Natural Gas Company in Ardabil. Accordingly 410 people were selected using convenience sampling method on the basis of Krejcie and Morgan table. This research is an applied study in terms of purpose and it is a descriptive-survey research in terms of data collection. Employer brand personality dimensions were measured by Lewins et al. (2005) model, feel and trust of employer brand were measured by Chowdory and Holbrooke (2001) and Braucos (2009) models, employer brand attractiveness was measured through Rampl and Kinging (2012) model. Data analysis was performed using structural equation modeling method with partial least squares approach and Smart PLS2 software. The results showed that there is a positive relationship between personality dimensions and feeling and trust in the employer brand. Also, a positive relationship was found between feel and trust with attractiveness of employer brand. Moreover, the type of population (employees or students) affect the relationship between personality traits and feeling and trust in the employer brand, but there was no significant difference in relationship between feeling and trust and attractiveness in the employer brand.

The purpose of this research is investigating the relationship between organizational climate, occupational stress, job involvement and psychological and spiritual health of prison staff. The research method is descriptive-survey and conducted through correlation research design. The statistical population of the study was all prison staff of Kurdistan (394 person). In order to maximize coverage and increase the validity, 283 of them selected as samples by purposeful method. Data was gathered by revised edition of Osipow & Halpin Occupational Stress Inventory (1998), Halpin & Craft organizational climate questionnaire (1963), Kanungo Job Involvement Questionnaire (1982), Paloutzian & Ellison spiritual health questionnaire (1982) and standardized Symptom Checklist-90-R (SCL-90-R) by Njarian and Davoodi (2001). For data analysis SPSS22 software, correlation, and multiple regression analysis were used. Findings showed that correlation between psychological health, occupational stress and job involvement with mental health was significant, multiple correlation coefficient of these three variables was R = 0. 49 and r2 = 0. 23. It mean 23% of the psychological health variance is predictable. However, the correlation of these variables with spiritual health was not significant. According to the findings of this study, it can concluded that decreasing occupational job stress and job involvement and increasing work participation and organizational security results in increasing the psychological health of prison staff.