ORGANIZATIONAL BEHAVIOR STUDIES QUARTERLY
Year:2020 | Volume:9 | Issue:3 (35)|Papers Count:8

Organizations potentially include several anger grounds. Therefore, it is expected that employees experience anger in various forms. The aim of this research is to examine the experience of managing anger by employees in the central bank of Iran. The method of this research is qualitative narrative research. Data are gathered from organizational documents and semi-structured interviews. For analyzing the data, at first thematic analysis is used to explore causes and solutions of managing anger and then, based on a plot structure, general narration is elicited. Reviewing the stories of participants shows that beside some causes of anger expression including personal traits, interpersonal conflicts, workplace limitations and the staff nature of target society’ work which are permanent, because of changes happened in employee’ s composition in recent decade there are some another reasons for anger experience by the present people of organization including: cultural and generational diversity and ineffective human resource management practices such as selection and success and career management. Findings suggest that organizational and managerial solutions, improving positive attitudes, education and cultivating diversity acceptance might help to manage anger events in organization. Identified moderator variables are prior experiences, personal characteristics, position and educational degree.

This study examines ethical decision making in human resource management. From an ethical perspective, HRM is a complex and sensitive field because it is fundamentally based on human relations in an organizational context. Managers in this field usually deal with ‘ dual agency’ phenomena in which they have to be strategic partners considering the profitability of their organizations and also be an employee advocate simultaneously. Considering the importance of the issue, this study has explored the ethical decision-making model of HRM in the pharmaceutical industry using data from 13 in-depth interviews adopting a qualitative research method with the Glaserian grounded theory approach. The findings reveal 10 ethical issues in HRM. Also ‘ Ethical Reasoning’ as the main category and 13 subcategories sorting in five groups of contingency factors: ‘ industrial’ , ’ organizational’ , ‘ occupational’ , ‘ personal’ and ‘ situational’ emerged from data analysis. The findings show how each of these contingency factors can activate a particular type of moral reasoning. In addition to theoretical contribution, the final model has useful practical implications for practitioners in the field of HRM, especially in Iran pharmaceutical industry.

The abundance of abusive and sometimes conflicting rules and the existence of numerous oversight bodies have led the managers of organizations to become merely subscribers to the rules of notification and to exclude any initiative and innovation in the interests of the organization and with regard to social anomalies. However, the assertiveness of manager and his ability to create political networks can help to circumvent the restrictive regulations in the interests of the organization and to withdraw from the deadlock of the law. The purpose of this study was to investigate the effect of manager's assertiveness on creative deviant behaviors in organization considering the mediating role of political networking in Iranian public universities. The present research is applied in terms of purpose and descriptive-analytical correlational based on the research method. The statistical population of the study consisted of 425 Deputy Directors and Managers of Iranian Government Universities. The statistical population of the study consists of 425 deputies and financial managers of Iranian public universities, of which 202 were selected as a sample according to Morgan table. In order to measure the variables of the research, the questionnaires of Flynn (2007), Gallerin (2002) and Jean and Pierce (1996) were used to measure Manager's assertiveness, creative deviation and political networking. To analyze the data, Structural Equation Modeling and PLS software were used. The findings of the research showed that manager's assertiveness has a positive significant effect on the constructive deviance behavior as well as on the political networking of the people at the workplace. The political networking variable also reinforces the relationship between Manager's assertiveness and constructive deviance in an incremental direction.

The research aimed to investigate the effects of positive psychological capital and psychosocial safety climate on extra-role customer engagement behavior through the mediating role of employee task-related extra-role behaviors specified as employees’ adaptive and proactive behaviors. This study also examined the moderating role of psychosocial safety climate in the relationship between psychological capital and employees’ task-related behaviors. The research is an applied one in terms of purpose and a survey correlation in terms data collection. 200 dyads of employees and customers of insurance companies have been selected using simple random and stratified random sampling techniques. To analyse data, structural equation technique using SPSS 24 and Amos 23 and a linear regression method using Process macro were used. The findings showed that psychological capital and psychosocial safety climate directly affected employees’ task-related extra-role behaviors. The results also confirmed that employee task-related extra-role behaviors were significantly related to customer extra-role engagement. Finally, the findings revealed that psychosocial safety climate interacting with psychological capital had a positive effect on employees’ task-related extra-role behaviors.

Developing managers' influence in organizations success and the need to improve their performance necessitated designing manager' development systems, which, one of its solutions is to recognize and analyze their roles. From sociologists' point of view, role theory comes from comparing social life with the play; in another word, just as actors on the stage are expected to play their role well, the role is simply a behavior that is expected from people according to their position. Meanwhile the importance of ministers' roles isn't concealed to anyone. Ministers-at the top of politics and management-are managers of large organizations called ministries whose smallest decisions can have great effects; Therefore, lack of their role model, not only prevents them from optimal performance and puts them in a lot of ambiguities and conflicts, but also slows the progress of organizations; Therefore, this study addressed designing a role model for I. R. I. minister of Research, Science and Technology. For this purpose, 42 experts were interviewed and their ideas were analyzed by thematic analysis which resulted in 15 organizing themes and 5 general themes as follows: policy-making role, executive role, political role, public relations role, and international role.

The aim of this study was to investigate the mediating role of impression management techniques in the effect of organizational climate on the perception of organizational justice in one of the writing media organizations in Tehran. This study is applied and descriptive-correlational in terms of objective and method, respectively. The research population includes all employees of the media organization in Tehran (365 subjects) and the statistical sample included 172 subjects who were selected by simple random sampling method. Three standardized questionnaires were used to collect date: Litwin and Stringer organizational climate questionnaire, Bolino and Turnley imagery management techniques questionnaire, and Niehoff and Moorman organizational justice questionnaire. The research data were analyzed using structural equation modeling technique. The results showed that organizational climate affects the perception of organizational justice and the use of impression management techniques and also use of impression management techniques has an effect on the perception of organizational justice and plays a mediating role in the effect of organizational climate on perception of organizational justice.

This study aimed to design organizational culture model affecting human capital’ s strategies. It is an applied-development research regarding to its purpose; and a descriptive-survey one according to its analysis level. Organization under study was Tehran National Library and the sample was 291 people regarding Morgan table and it is selected among its staffs by simple random sampling. Data gathering tool was researcher made questionnaire, which its content and face validity were confirmed by experts and professors, and its reliability was confirmed by Cronbach's alpha coefficient (0. 984). For analyzing data, KMO, Friedman analysis of variance, first and second orders factor analysis and structural equation modelling were used. Findings showed that there were significant relationship between variables of organizational culture and variables of human capital strategies. Output of structural equation modelling also suggested meaningful direct effect of organizational culture’ s variables on human capital strategies’ variables. Results confirms conceptual model and high strength of the effects of organizational culture on human capital strategies.

The motivation of public sector employees and managers is different from that of their counterparts in the private sector. Identifying the components of public service motivation in Qom Municipality as an organization that provides more than 50% of its annual budget from non-governmental sources, in addition to creating local theoretical literature, leads to better service to citizens. Interviews were used to collect data and thematic analysis technique was used to analyze it. In this regard, 13 managers and employees of Qom Municipality were interviewed in a semi-structured way and the interview texts were analyzed in three stages: descriptive coding, interpretive coding and comprehensive themes. This analysis led to the formation of 44 descriptive codes, eight interpretive codes and four comprehensive themes. The results showed that beliefs and religion, lack of materialism, inner feelings, personal characteristics, meritocracy and justice, job characteristics, attention to public interest and improving social status, form (motivate) public service.