Designing a Model for Antecedents and Consequences of Divisiveness in Public Organizations
Subject Areas :
Alireza Fallahi
1
,
Amin Nikpour
2
,
Reza Zare
3
,
malike beheshti far
4
1 - Azad
2 - گروه مدیریت دولتی، واحد کرمان، دانشگاه آزاد اسلامی، کرمان، ایران
3 - Department of management,,payamnour,Tehran,Iran
4 - Associate Professor, Department of Management, Rafsanjan Branch, Islamic Azad University, Rafsanjan, Iran
Keywords: division, divisiveness, public organizations,
Abstract :
Background and purpose: In all periods of organizational life, there has been a division between the interests of the boss and the subordinates or the employer and the worker, and many factors have caused such a problem and brought adverse consequences. The purpose of this research is to design a model for antecedents and consequences of divisiveness in public organizations. Research method: The current research, in terms of its purpose, is among the survey researches, which was conducted qualitatively and using the content analysis method. In the conducted interviews, 12 organizational and academic experts were used until theoretical saturation, and after coding, the final model was extracted. Findings: The designed model has 6 dimensions and 23 components, the antecedents include the dimensions of the centralizing structure, hidden personality, double-minded managers and leaders, and politicized culture, and the consequences include the dimensions of individual and organizational destructive results, which are the identified factors that were approved by experts. Conclusion: To reduce organizational divisiveness, it is important and necessary to focus on antecedents for control and prediction, which will improve relationships and reduce destructive individual and organizational results.
References
Alinasab, F., & shafizadeh, k. (2017). Design and Development of Human Resource Model Based on Foundation Data Theorizing .Quarterly Journal of Resource Management in the Bank, 6, 24-54. Doi: 20.1001.1.22286977.1390.1.3.7.4
Asghari Yalghouzaghaji, R., & Mohseni Zonouzi, S. J. (2014). The role of the government in the transformation of the countrys administrative system. Economic Journal, 5(6), 41-54 [In Persian]. https://ejip.ir/browse.php?a_id=538&sid=1&slc_lang=fa
Conway, W. H. (1991). (2022). Conditions Affecting the Use of Political Repression. Journal of Conflict Resolution, 35 (1), 42–120. DOI: 10.1177/0022002791035001007
Curran, A. (2021). How al-Qaida Ends: The Decline and Demise of Terrorist Groups. International Security, 31 (1), 7–48. https://doi.org/10.1162/isec.2006.31.1.7
Demchak, J. (2021). The Sociology of Nonprofit Organizations and Sectors. Annual Review of Sociology, 16, 59–137. https://doi.org/10.1146/annurev.so.16.080190.001033
Gajic, M.(2011). The Multiple Faces of Conflict in Organizations. Journal of Organizational Behavior, 13(3), 24–311. https://www.jstor.org/stable/2488478
Handtke, O., Schilgen, B., & Mösko, M. (2019). Culturally competent healthcare – A scoping review of strategies implemented in healthcare organizations and a model of culturally competent healthcare provision. PloS one, 14(7): e0219971 DOI: 10.1371/journal.pone.0219971
Hosseni, F., Safari, A., & Ghasmianasl, H. (2022). The Impact of Environmental Factors on Factionalism and Schism in Social Movement Organizations. Social Forces, 3(2), 109–125 [In Persian]. https://journals.iau.ir/article_700759.html?lang=en
Kolb, D. M., & Putnam, L. L. (1992). The multiple faces of conflict in organizations. Journal of Organizational Behavior, 13(3), 311–324. https://doi.org/10.1002/job.4030130313
Myung, J., Bruce, D.M., & Jaehee, P. (2016). Does public service motivation matter in public higher education? Testing the Theories of person-Organization Fit and Organizational Commitment through a Serial Multiple Mediation Model. The American Review of Public universities, 48(1), 82-97. DOI:10.1177/0275074016652243
Morgan, G. (2023). The Schismatic Metaphor and its Implications for Organizational Analysis. Organization Studies, 2(1), 23–44. https://doi.org/10.1177/017084068100200103
Naghizadeh Moghari, Z., Abbaspor, A., Ghiasi, N., Fyez, M., & Kohpaehzadeh, J. (2020). Definition Level of Cultural Competency in Graduates of Medical Sciences. Teaching strategies in medical sciences, 3(61), 267-276 [In Persian]. https://ensani.ir/fa/article/434818/.
Ofson, D. (2022).Ethno-National Conflict and Hate Crime. American Behavioral Scientist, 45(4), 639–53. DOI:10.1177/00027640121957402
Okii, D.Y. (2012). The impact of role models on Empowerment organization study. J Gen Intern Med, 12(1), 53-56. DOI: 10.1046/j.1525-1497.1997.12109.x
Ozclick, B. (2016). Managing aggression in organizations: what leaders know. Leadership & organization development journal, 27(5), 384-398. DOI:10.1108/01437730610677981
Park, C. H. (2011). Factional Dynamics in Japan’s LDP since Political Reform: Continuity and Change. Asian Survey, 41(3), 61–78. https://doi.org/10.1525/as.2001.41.3.428
Pondy, L. R. (1997). Organizational Conflict: Concepts and Models. Administrative Science Quarterly, 12 (2), 296–320. https://typeset.io/papers/organizational-conflict-concepts-and-models-c59lb48gqc
Richards, J. (2008). The many approaches to organizational misbehavior: a review, map and research agenda. Employee Relations, 30(6): 653-678. https://doi.org/10.1108/01425450810910046
Shafiei Sarvestani, M., Mohammadi, M., & Jahani, E. (2022). The Effectiveness of the experienced curriculum in developing of students cultural competency in Shiraz University of Medical Sciences. Educ Strategy Med Sci, 14(6), 395-404. https://edcbmj.ir/article-1-2431-en.html
Tavangar, B., & Fakhari, D. (2019). Structural equation modeling with software. Tehran Academic Jihad Publications, First Edition.,70-84.
Zang, D. (2013). A concept analysis of cultural competence. International Journal of management, 3(3), 268-273. DOI:10.1016/j.ijnss.2016.08.002.