ORGANIZATIONAL BEHAVIOR STUDIES QUARTERLY
Year:2020 | Volume:9 | Issue:1 (33)|Papers Count:9

The World Customs Organization has issued a number of statements about the provision of strategies to improve the integrity of the world's customs, the most important of which is the "Revised Arusha Declaration". Since the adopters of Arusha Declaration emphasized that the components mentioned in this declaration should be considered according to the conditions of each country and its degree of economic development, this study sought to provide a model for improving the integrity of the Islamic Republic of Iran Customs on the basis of the Arusha Declaration. In order to achieve this model, the Grounded Theory method was used, and the researcher has obtained the required data from the relevant documents (60 items including book, article, research, dissertation) as well as semi-structured interviews from the experts of executive of the customs that have been up to the saturated theoretical (12 people) who have been selected according to the concept of knowledge and purposefully, and after coding and identifying the categories, the model has been presented. Additionally, for model validation, researcher's sensitivity criteria, methodology coherence, sample fit, repetition of a finding, and use of informed feedback were used. The results show that by focusing on three categories of transparency, accountability and regulatory framework and improving the automation, human resource management, relationship with private sector, audit and investigation, organizational risk management, employee efficiency, transparency in codes of conduct, leadership commitment, and promotion of customs procedures can achieve organizational efficiency and improvement of integrity.

Effective management requires special attention to understand the meaning of life. Understanding the meaning of life and solving value problems will be achieved neither by logical nor emotional intelligence; Indeed an intelligence beyond conventional intelligence is required. This can be expressed through the concept of spiritual intelligence. Regarding the overlap of spiritualism and mysticism, the object of this research is the recognizing the components of spiritual intelligence based on the viewpoint of the great Sufi mystic Rumi. This is a fundamental research which identifies the components of Spiritual Intelligence in Rumi’ s Masnavi using qualitative thematic analysis. After the accomplishment of the various steps of the study, nine basic themes: surrender, patience, modesty, gratefulness, acceptance of diversity, holism, system approach, ambition and Self-scrutiny which represent the significance of ethics in the prosperity spiritual intelligence and indicate that the scale of measuring human’ s spiritual intelligence is their deeds.

The purpose of this research is to examine the mediating role of envy in the relationship between leader-member exchange and deviant work behaviors. In addition, in this regard the moderating roles of procedural and distributive justice perception and personality traits such as self-esteem and neuroticism were also examined. The research method is a descriptive survey that has been implemented by applying the correlation research design. The statistical population includes the official employees of Sarcheshmeh Rafsanjan copper complex in summer 2018, which according to the Krejcie and Morgan table, to achieve the minimum sample size (317 persons), 410 standard questionnaires were distributed among the aforementioned staff by the relative stratified sampling method. Of these, only 325 questionnaires were used indicating a response rate of 79%. After verifying the goodness of fit and the reliability and validity of the research tool, data analysis using partial least squares method with PLS software, indicate that the quality of leader-member exchange significantly predicts the envy at work and subsequently deviant work behaviors. In the following, the test of moderating relationships showed that employees' perceptions of procedural and distribution justice, despite the low quality of the leader-member exchange, incite less jealousy feeling in them. Finally, evidence suggests that staff with high self-esteem or low-level neuroticism with increasing episodic envy, experience fewer deviant behaviors.

Undoubtedly, mum effect is a source of ignorance; when mum effect among employees of the organization, ignorance increases, and learning and adaptability of the organization diminishes. The present study aims to identify and explore the effective antecedents and consequences of human resources mum effect using fuzzy Delphi approach in governmental organizations. This research has a combined quantitative and qualitative method and inductive deductive paradigm. It is an applied research in terms of purpose, and terms of the nature and methods is a descriptive survey. The statistical population of the present study consists of knowledge workers of Lorestan province, whose 28 experts have been selected based on the principle of theoretical saturation and using purposeful sampling method. In the qualitative part of the study, semi-structured interviews were used for data collection. The validity and reliability of the questionnaire were verified using CVR coefficient and Kaplan-Cohen test. In addition, a quantitative comparison questionnaire was used to collect information. The validity and reliability of the questionnaire was verified using content validity and test-retest. In the qualitative section, the data obtained from the interview were analyzed using the Atlas. ti software and the coding method and the antecedents and consequences of the human resources mum effect has been identified. Also, in the quantitative part of the research, using the Delphi Fuzzy technique, the prioritization of human resource mum effect antecedents and consequences were done and the most ones were identified. The results of the research indicate that among the antecedents of human resources mum effect, organizational culture, time constraints, compatibility with the norms and values of the organization, ineffective communication and preservation of reputation and reputation are the most important factors causing mum effect in governmental organizations. The results also showed that reduction of learning, organizational indifference, loss of trust and morale of employees, decrease of creativity and innovation, increase of stress and decrease of individual and organizational performance are among the most important consequences or outcomes of mum effect of human resources in governmental organizations.

The purpose of this study was to investigate the effect of analyzing the sincere apology and willingness to cooperate on conflict at work with the mediating role of forgiveness and moderating role of empathy after conflict. The statistical population of the study consisted of all the employees of companies located in Kerman No. 2 Industrial Park. Using cluster sampling from 172 clusters, 28 clusters were selected from each cluster by proportional method sampling. Totally 280 persons were selected as sample. The partial least squares method was used for data analysis and structural equation modeling was applied to measure the relationships between research variables. Goodness of fit for both parts of the data algorithm showed the utility and acceptability of the questionnaires and latent structure at the level of indicators and questions. The results indicated the effect of sincere apology and willingness to cooperate on workplace conflict both directly and indirectly through the mediating role of forgiveness. The results also confirmed the moderating role of empathy in such a way that empathy among employees reinforces the effect of sincere apology and willingness to cooperate in reducing organizational conflict.

The purpose of this study is to design a model for the illusion of organizational conspiracy through grounded theory. The present research is a qualitative research based on grounded theory. Therefore, in the qualitative approach, in the first phase, using a deep semi-structured interview, a dialogue was conducted with experts in this field. In the next step, the grounded method, which included open coding, axial coding and selective coding was used and the factors of non-existence meritocracy, inefficient performance, task-oriented leadership, and the structure of authority and lack of managerial suitability are identified as the causes of the illusory of conspiracy among executives in the organization. Extracted concepts as the core category were explained the concept of the illusion of conspiracy of managers. The categories of activities and political corruption, weak culture, anomalies, and instability are extracted as the contextual factors of the illusions of the conspiracy. The intervening factor is efficiency of organizational communication. The categories of organizational culture enhancement, organizational transparency, participatory leadership style and organizational merit strategy were identified as effective strategies against the illusions of organizational managers’ conspiracy which their consequences were effective organization, strong culture and effective manager and the consequences of its failure are inefficient organization, ineffective manager and weak culture.

The purpose of this study was to discover environmental factors affecting organizational behavior in Iranian universities. Thus in this research, qualitative research design and qualitative case study method were used. Research participants included 15 specialist of management and organizational behavior with academic experience selected through purposeful sampling strategy and criterion-based method. The data collection method was semi-structured deep interviews and thematic analysis techniques used to analyze the data. Findings of the present study in the form of 36 basic themes were extracted from six themes of economic, political, social, environmental, technological, and professional realm. Also the results of this study can lead to more effective perception and understanding of the environmental dimension of organizational behavior and thus enable universities to interact more effectively with their environment.

Today, in order to reduce the harmful effects of organizations, there are growing pressures on the establishment of a green management system. To be successful, a green management system should not ignore the vital role of human behaviors in “ Green” processes and has to promote such environmental behaviors. This study is aimed to identify and rank factors affecting the green behavior of employees in order to introduce effective factors in strengthening environmental behaviors in the workplace. Regarding the purpose, this research is an applicable one and in terms of data collection it is a descriptive survey type. The statistical population consisted of senior managers of the ICT industry with a history of human resource activities. By reviewing the literature on employees green behaviors and using experts' opinions using Fuzzy Delphi technique, 15 factors influencing the employees green behaviors were identified and categorized in four groups: normative factors [value], informational factors, management and support factors and environmental factors. Finally, these factors were ranked using the DANP technique. The results showed that the managerial and financial factors with the weight of 0. 3569 were first, the normative [value] factors with the weight of 0. 2481 ranked as second, the information factors with the weight of 0. 1989 were the third and the environmental factors with the weight of 0. 1961 ranked as fourth important factors.

Organizational rip currents are a phenomenon that affects epidemic state management and the pillars of all government agencies. But the behavior of corporate managers can be effective in modifying this phenomenon. Therefore, considering the importance of managers' behavior in organizational rip currents control, this study was conducted with the aim of designing a model of professional behavior for managers facing organizational rip currents at Payame Noor University. In this study, seven categories of variables affecting the behavior of managers were identified through a comprehensive research literature review as well as the use of experts’ opinions. Then, using the Interpretative Structural Modeling (ISM) technique and a questionnaire, the variables were classified into five levels. Later, after determining the levels of each factors and also considering the final accessibility matrix, the final model of the interpretation structure was drawn. Based on the results of this study, variables such as ethics and managerial expertise and the changing environment of the organization are among the factors that have the most impact on the professional behavior of managers in dealing with organizational rip currents.