ORGANIZATIONAL BEHAVIOR STUDIES QUARTERLY
Year:2021 | Volume:9 | Issue:4 (36)|Papers Count:8

The purpose of this present study is to identify the characteristics of power relations in the academic research process. The research design was qualitative using Mustakkas descriptive phenomenological method. In order to collect qualitative data, in-depth and semi-structured interviews were conducted with 19 students and graduates of University of Tehran using criterion-based sampling strategy. In order to analyze data, the Stokes-Colaizzi-Kane analysis method was used. Based on research findings, expertise, structure, personality, opportunity, culture and financial resources as power sources of academic actors in the research process, authority, dependency, pressure/coercion, negotiation/ bargaining and influence as strategies in research process, and impression management and legitimization were identified as the most important tactics of power use in the research process, and social expectations, research, students, media, law, higher academic degrees, scores, and departments were identified as power tools. The findings of the study showed that the actors in the research process used these characteristics more for personal and profitable targets and somehow abused their power. Therefore, the findings of the present study, by drawing on the status of the existence of power relations in the research process, while critiquing and pathologizing the present process, have provided very useful data for its application in higher education research policy.

Networks are organizational and hybrid schemes that enable unified institutions to achieve goals that are beyond the capacity of any single organization. Experts in many fields, including organizational leadership, use network-based solutions to solve or improve complex social problems. The present study, based on grounded theory, illustrates the foundation of the network leadership model. The statistical sample includes the executive directors of Payame Noor University in both upper and middle levels. After the interview, the content of their opinions was examined in three steps of open, axial and selective coding. The results of this study include concepts, categories and propositions that illustrate the network leadership model at Payame Noor University. MaxQDA software was used to analyze the data and extract the research model. The conclusion of this research indicates that the axial phenomenon of the model, including network leadership in relation to other variables of the model, causes the excellence of the university network. How these factors interact is shown in the final research model. At the end of the research, a comparative comparison of new leadership styles based on a paradigm model is performed.

The aim of this research is to determine the mediating role of organizational trust on the relationship between manager’ s lean leadership skills and readiness for change in public sector. This research is correlational descriptive that has been done through the survey method. Statistical population has been consisted of employees in selected public organizations of Kerman city and number of 326 people have been selected as sample. Data gathering tools were lean leadership skills questionnaire of Liker and Convis (2012), organizational trust questionnaire of Ellonen et al (2008) and readiness change questionnaire of Graham (2006) which validity and reliability of them have been approved. Descriptive and inferential statistical (structural equation modeling) have been used to analyze the data by SPSS and Amos software. The findings of the research indicated that the suggested model has appropriate fit, and manager’ s lean leadership skills beyond its direct impact, exerts indirect impact on readiness for change through the mediation role of organizational trust, also the mediating role of organizational trust on the relationship between manager’ s lean leadership skills and readiness for change was confirmed.

As the human resource management processes and methods shifts to customization, the concept of idiosyncratic deals as non-standardized personalized contracts between employees and employers has been the subject of interest in recent years. The purpose of this study was to investigate the impact of idiosyncratic deals on the dimensions of perceived organizational justice as well as examining the moderating role of leader-member exchange in these relationships. This quantitative research is an applied one in terms of purpose, and a descriptive survey in terms of data collection. The statistical population of this study was branch staff of one of the big chain stores in Tehran and random cluster sampling method was applied. Standard questionnaires were used for data collection and structural equation modeling was performed using Smart PLS3. 2. 6 software. According to the results of the study, however, idiosyncratic deals did not have a significant effect on perceived distributive justice, it had a significant positive effect on perceived procedural and interactive justice. Also in the context of moderating relationships, the results showed that the leader-member exchange is a significant moderator in the relationship of idiosyncratic deals to perceived procedural and interactive justice, in a way that reinforces these relationships.

Dealing with burnout syndrome in nursing staff who are constantly faced with work stress has been considered by many researchers in recent years, because many people believe that the occurrence of such a syndrome has many negative consequences for organizations. The main purpose of the present study was to use a meta-synthesis approach to identify and prioritize the effective factors as well as the consequences of burnout in nurses. For this purpose, Sandelowski and Barroso’ s seven-step method was used to extract contents from internal and external articles over a 10-year period. The MAXQDA 2020 software was used to analyze the conceptual model and deduce the results. The results of the literature review were presented in the form of 41 indices and 8 factors that were presented in two general concepts. Finally, considering the frequency and severity of each of the factors, a comprehensive conceptual model of burnout was designed for nurses. Executives of organizations, especially in the healthcare field, are expected to use the designed model and results to reduce this organizational issue and increase the productivity of their staff.

The purpose of this research is to investigate the effect of leader-member exchange on social loafing, considering the moderating role of attachment style and the mediating roles of trust in the leader and organizational commitment. The research is a descriptive-correlational type in terms of collecting data and an applied-developmental study in terms of its purpose and specifically based on structural equation modeling. The statistical population selected for this study includes all the employees of Keshavarzi bank in Qom province (200 people). Using stratified random sampling, a total of 148 people was selected as the sample. The data gathering tools were standard questionnaires. In order to measuring variables, leader-member exchange scale of Liden & Maslyn (1998), social loafing scale of George (1992), trust in leader scale of McAllister (1995), organizational commitment scale of Allen & Meyer (1990) and attachment style scale of Brennan (1998) were used. In order to analyze data, structural equation modeling (Smart PLS) was applied. The results show that leader-member exchange is negatively related to social loafing through trust in the leader and organizational commitment. Furthermore, the mediating roles of trust in the leader and organizational commitment were confirmed. Finally, the moderating role of attachment style in the relationship between leader-member exchange with trust in leadership and organizational commitment was not confirmed but the direct negative impact of attachment style on trust in the leader and organizational commitment was confirmed.

Networking is a tool for professional development that allows people to invest in their social skills. By creating, nurturing, and using informal relationships, people try to get help at work or career advancement. The purpose of this qualitative study was to design a model of employees networking behavior at Lorestan University. This study is a qualitative research based on grounded theory analysis. 18 interviews were conducted with the employees of Lorestan University. The result of these interviews was a series of initial themes that were collected and extracted during the open coding process. Then in the axial coding stage, the link between these categories was as follows: Causal conditions, axial phenomenon, Strategies, contextual factors, intervening conditions, and consequences of employee networking behavior were determined in the context of a central coding paradigm; the storytelling process was then drawn in selective coding phase. The results showed that the causal factors of employee networking behavior were: emotional and social needs, material needs, the need to gain power, information needs and the need for job security. Strategies related to people's networking behavior include three types of individual, managerial, and organizational actions. Inappropriate formal communication, organizational structural features, interactions between individuals, organizational welfare programs, and network characteristics (group) were identified as intervening factors and specific individual characteristics, job characteristics, and Normative-cultural characteristics were the contextual factors of this phenomenon. Improving organizational structure, the individual employee actions effectiveness, facilitating and controlling management decisions and activities, enhancing organizational effectiveness and efficiency, improving organizational commitment, hindering organizational decisions and actions and increasing organizational conflicts resulted from networking behavior.

The relative superiority of entrepreneurs in identifying entrepreneurial opportunities is a longstanding assumption in entrepreneurship studies. But the reason for its existence and how it came into being is still questionable and is under theorized and has formed a stream of entrepreneurial studies. The present qualitative, exploratory and inductive study joins this stream and expands it by answering mentioned questions. This article, which is based on the phenomenological method, answers the reason for this superiority by identifying and introducing seven entrepreneurial schemas and identifies and draws a mental model that explains the way this superiority applies in identifying entrepreneurial opportunities in two steps and 16 processes. This article tries to provide a framework for future research in this field by providing innovative suggestions and develop the participation of entrepreneurship and cognitive sciences, especially cognitive linguistics.