Hafez Tarebari; Adel Zahed babelan; Mahdi Moenikiya; Yosef Namvar
Abstract
Purpose: The aim of this study was to model the factors affecting organizational envy among Farhangian University staff.
Methodology: In terms of purpose, this study was part of applied research in which an exploratory sequential mixed methods research design was used. The statistical population ...
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Purpose: The aim of this study was to model the factors affecting organizational envy among Farhangian University staff.
Methodology: In terms of purpose, this study was part of applied research in which an exploratory sequential mixed methods research design was used. The statistical population in the qualitative section was specialists and experts in the field of educational sciences and organizational behavior management of Farhangian University in the northwestern provinces of the country in 2020-2021. The research sample was selected based on the principle of theoretical saturation; 24 people were selected using criterion-based purposive sampling. In the quantitative part, the statistical population includes all staff and faculty members of Farhangian University in the northwestern provinces of the country in 2020-2021; that is, 287 people of which 130 subjects were selected using the Cochran's formula and stratified sampling method. Optimal assignment based on degree and gender was selected as the research sample. The instrument used in the qualitative stage was a semi-structured interview and in the quantitative part, a researcher-made questionnaire was used. The validity of the research findings in the qualitative part was ensured by the methods of review by members, peer review, and participatory research. Also, in order to measure the reliability of the codings, two methods of reliability of retest (stability index) and thematic agreement were employed, the results of which were 84% and 82%, respectively. In the quantitative stage, the content and face validity of the questionnaire were confirmed by the professors and its reliability was confirmed by Cronbach's alpha at 0.89. To analyze the data in the qualitative part, the content analysis method was used in MAXQDA 2018 software and in the quantitative part; structural equation modeling and confirmatory factor analysis in Smart PLS2 software were used.
Findings: Based on the research findings: 100 basic themes, 72 sub-themes were identified in the form of 7 main themes. The main themes included anti-citizenship behaviors, organizational culture, personality traits, distance between manager and employees (leader-member exchange), unfavorable organizational climate, lack of attention to organizational learning capabilities, spiritual leadership. Confirmatory factor analysis was used to assess the validity of the structures and to confirm each of the variables as well as the related items. To evaluate the adequacy of the model, a criterion was used to indicate the effect of an exogenous variable on an endogenous variable. In the results section of the criteria, the values obtained for endogenous structures confirmed the suitability of the structural model.
Conclusion: According to the obtained results, university management can ensure the success of the organization under its management by identifying the factors affecting organizational envy and as a result by reducing and modifying envy in the workplace and creating a favorable organizational atmosphere with its spiritual leadership. Managers need to step up their efforts to create situations in which the organizational envy is controlled and try to prevent it from escalating into disruptive group work
Mahin Nouri Nokhandan; Mohammad Karimi; Mahmoud Ghorbani; Ahmad Zandedel
Abstract
Purpose: The aim of this research was designing a model for increasing organizational justice with the approach of cultural ethical values in education staff. Methodology: This study was applied in terms of purpose and combined (qualitative and quantitative) in terms of implementation method. The research ...
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Purpose: The aim of this research was designing a model for increasing organizational justice with the approach of cultural ethical values in education staff. Methodology: This study was applied in terms of purpose and combined (qualitative and quantitative) in terms of implementation method. The research population in the qualitative section was the managers and deputies of the weekly districts of Mashhad and in the quantitative section were the education staff of the weekly districts of Mashhad in the 2019-20 academic years. The research sample in the qualitative section was 30 people who were selected according to the principle of theoretical saturation by available sampling method and in the quantitative section were 257 people who were selected by stratified random sampling method. Data were collected by methods of phishing, interviews and researcher-made questionnaire whose face validity and structure were confirmed and its reliability was obtained by Cronbach's alpha method for all dimensions above 0.80. Data of in the qualitative section were analyzed by Delphi method and in the quantitative section were analyzed by descriptive statistical indicators and structural equations in SPSS-26 software. Findings: The findings of the qualitative section showed that organizational justice has four components of distributive (4 subscales), procedural (3 subscales), interactive (2 subscales) and linguistic (2 subscales) and cultural ethical values has four components of cultural values (3 subscales), ethical leadership (4 subscales), professional ethics (3 subscales) and ethical atmosphere (2 subscales). The findings of the quantitative section showed that the components of both factors were confirmed, subscales and components had a significant effect on the model of increasing organizational justice with the approach of cultural ethical values and the model had appropriate fitness indicators. Conclusion: Based on the results, the final model of increasing organizational justice with the approach of cultural ethical values in education staff that this model can have practical implications for education professionals and use it to improve the education organization.
Foad Makvandi; Sattar Jahantabinezhad
Abstract
The process of socialization of newcomers is one of the most important duties of human resource management in relation to workforce. Organizations should provide opportunities to make the staff familiar with the mission, goals, occupational duties, and desirable values of the organization to enhance ...
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The process of socialization of newcomers is one of the most important duties of human resource management in relation to workforce. Organizations should provide opportunities to make the staff familiar with the mission, goals, occupational duties, and desirable values of the organization to enhance the efficiency and effectiveness and achieve competitive advantage. Organizations align and adapt individual attitudes, values and behaviors to the desirable organizational values, norms and behaviors by means of systematic and continuous structuring of staff’s behavior. If the socialization process is implemented properly and purposefully, it will decline the organization’s costs, enhance the commitment, loyalty and efficiency of the staff, and decrease the demand for leaving the organizations. In the present paper, it has been tried to address the concept of organizational socialization and its institutionalization methods through using scientific sources and the analytical method.
