List of Articles organizational behavior

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  1 - Investigating the effect of dimensions of organizational justice on behaviors based on divine rationality and emotion (Research case: Shiraz Electricity Distribution Company)
  saeed khajehfard Sanjar Salajegheh Yaser Salari mahdi mohamad bagheri
  The role of rationality and emotion in shaping people's behavior has been proven, but the role of organizational justice in the behavior of the organization's employees is of particular importance. The purpose of this research is to investigate the effect of dimensions More

  The role of rationality and emotion in shaping people's behavior has been proven, but the role of organizational justice in the behavior of the organization's employees is of particular importance. The purpose of this research is to investigate the effect of dimensions of organizational justice on behaviors based on divine rationality and emotion. The research method is applied in terms of purpose and descriptive and correlational in terms of nature and method. The statistical population of the research included 1477 employees of Shiraz Electricity Distribution Company, of which 313 people were selected by stratified random method. Data analysis was done using SPSS-23 and PLS-3 software and structural equation modeling method. The results of the findings showed that despite the confirmation of the relationship between the dimensions of organizational justice on most of the behaviors based on divine rationality and emotion, the effect of distributive justice on superior behavior and the effect of informational justice on distasteful and low behavior were not confirmed. Also, by examining the coefficients of the path, it was found that procedural justice has the most negative role in the occurrence of low and distasteful behaviors, and transactional justice has the most positive effect in the occurrence of desirable and superior behaviors. Finally, by examining the coefficients of determination, suggestions were made with the aim of reforming procedural and distributional policies as well as strengthening transactional justice in order to increase superior behavior in the organization. Manuscript profile
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  2 - Reviewing the Relationship between the organizational Trust and Organizational Commitment in the Employees of Science and Research Branch in Islamic Azad University
  Mehdi Akbarzadeh H. Rezghi Shirsavar
  In recent decades, scientists have shown that management and organizational behavior at the opening of the bottleneck issues, technology development and production of various products is important. Great resource for people who are worthy of attention and spend more tim More

  In recent decades, scientists have shown that management and organizational behavior at the opening of the bottleneck issues, technology development and production of various products is important. Great resource for people who are worthy of attention and spend more time. Today's human resources are the most valuable resources to create competitive advantage. The decision to remain in an organization depends greatly on the level of member commitment to the organization. Commitment of the behavioral sciences as a key factor in the relationship between individuals and organizations known. Organizational commitment is a factor that increases the individual's interest and involvement. Summary: skilled and experienced professionals apart from the undesirable, destructive and cost. Seems to be effective in establishing organizational trust, organizational commitment is to maintain and improve. Therefore, this study investigates the relationship between organizational trust and organizational commitment Tehran University and research are discussed. The main purpose of the relationship between organizational trust and commitment of the staff of Tehran University of Medical Sciences and Research and identify important factors affecting organizational trust, organizational commitment and there.In this research, a component of organizational trust, loyalty, honest, stability, competency and integrity have been measured. Research results show, inter-organizational trust and organizational commitment, Science and Research Branch, Islamic Azad University, there is a significant relationship. Manuscript profile
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  3 - Designing a Model of Positive Organizational Behavior in Human Resource Management in Iranian public sectors With the approach of Delph fuzzy technique
  Khosrow Naderiheshi Reaz Najafbeygi
  ABSTRACTPositive Organizational Behavior(POB) and having a positive look to human in order to discover his capabilities have been taken into consideration by many managers. The purpose of this study is to present a model for POB in the governmental organizations of Iran More

  ABSTRACTPositive Organizational Behavior(POB) and having a positive look to human in order to discover his capabilities have been taken into consideration by many managers. The purpose of this study is to present a model for POB in the governmental organizations of Iran.This model of Positive Organizational Behavior was written and adapted with the governmental organizations and has four aspects and 20 parts. To analyze the current situation, the obtained model was tested in the management and planning organization and the findings have shown that as far as the Positive Organizational Behavior is concerned, there is a meaningful gap between the current situation and the suitable behavior according to what the laws of Country Services Management has set forth and to solve this, some recommendations were given to empower the laws more. The results of this study can be utilized in the evaluation of correct Positive Organizational Behavior in different organizations and can help the experts working in the field of human resources and organizational behavior to improve the current situation. Manuscript profile
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  4 - Mediation The Effect of Social Capital Between Transformational Leadership and Organizational Behavior and Citizenship in Health Workers Employed in the Health-Treatment Network of Qom Province
  akram Nariman
  Introduction: The purpose of this study was to investigate the mediation of the effect of social capital between transformational leadership and organizational citizenship and behavior in health care staff working in the health-care network of Qom province. Method: This More

  Introduction: The purpose of this study was to investigate the mediation of the effect of social capital between transformational leadership and organizational citizenship and behavior in health care staff working in the health-care network of Qom province. Method: This research is descriptive and correlational and its results are applicable. The statistical population of this research includes health care staff working in the health-treatment network of Qom province, 4789 people. A sample of 384 people was used from Cochran sample size and random sampling was done. Data were collected using three questionnaires: Social Capital and Empathy (2007), Organizational Citizenship Behavior (2000), and Transformational Leadership Style (Bass & Volivo, 1997). For data analysis, descriptive statistics (mean and standard deviation) were used. Also, elongation and skidding indices were used to examine the data distribution. To answer the research questions, design and modeling of the model, and the structural model of the soft SPSS version 24 and Smart PLS version 0.2 were used. Findings: The results showed that transformational leadership affects the citizenship behavior of health care staff working in the health-care system of Qom province. Social capital in the relationship between transformational leadership and organizational citizenship behavior is a minor mediator. Manuscript profile
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  5 - Studying the effect of economic, social and organizational factors on organizational justice in the educational research and planning organization
  Ershad Estedadi mehrdad Godarzvand chegini Heidar Toorani
  10.30495/ijfaes.2023.74810.10144
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  6 - Designing and Validating the Tool for Assessing the Organizational Behavior of Nonclinical Staff; A Study at Tehran University of Medical Sciences
  Fateme Alipour Fariba Asghari zahra shahvari
  Introduction: The success of hospitals in providing patient satisfaction depends on many factors. The role of employee's commitment to organizational behavior in patient’s satisfaction in hospitals is important. Methods: The present study is a methodological res More

  Introduction: The success of hospitals in providing patient satisfaction depends on many factors. The role of employee's commitment to organizational behavior in patient’s satisfaction in hospitals is important. Methods: The present study is a methodological research in Tehran University of Medical Sciences, which aims to design a questionnaire for assessment of the employee's commitment to organizational behavior which was carried out in two phases. In the first phase we developed items pool based on a review of literature and expert’s views. In the second phase we evaluated content validity and face validity of items, and finally the reliability assessment of the instrument. Results: A questionnaire was developed based on a review of literature; an 80-items pool was formed. By interviewing experts, and omitting the overlap items, the number of items was reduced to 40 items. In the next stage, content validity, face validity and reliability of the items (α = 0.859) were proved, and the number of items were reduced to 17 items. Finally, we allocated 12 items (from 17 items) to be assessed by heads and colleagues. We also found that patients were able to evaluate the employee's commitment to organizational behavior through 5 items (from 17 items). Conclusion: An assessment tool contain 17 items was developed for assessment of the employee's commitment to organizational behavior, taking into account the views of service providers and patients. Manuscript profile
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  7 - Investigating dimensions of Islamic culture in Iran and its impact on managers' behavior and job satisfaction
  mahdi eslampanah sayed mahdi alvani
  Introduction & Objective:The purpose of this study was to investigate the effect of dimensions of Iranian Islamic culture on organizational behavior of managers and job satisfaction of employees. research method:The purpose of this study was to investigate the effe More

  Introduction & Objective:The purpose of this study was to investigate the effect of dimensions of Iranian Islamic culture on organizational behavior of managers and job satisfaction of employees. research method:The purpose of this study was to investigate the effect of dimensions of Iranian Islamic culture on organizational behavior of managers and job satisfaction of employees. The research method was descriptive-survey. The statistical population includes all staff members of the Secretariat of the Supreme Council of Cultural Revolution in Tehran with 223 people. The sample size was determined using purposeful sampling method of 92 people, which included 80 staff members with 4 years of work experience, 12 senior managers of the secretariat of the Supreme Council of Cultural Revolution, who had at least three years of work experience in management. The statistical sample was added. The data gathering tool was a researcher-made questionnaire on dimensions of Iranian Islamic culture on the behavior of managers as well as job satisfaction questionnaire (JFS). Validity of the questionnaire for assessing the dimensions of the Islamic Iranian culture on the behavior of managers by eight Islamic management professors and experts from the Supreme Council of the Cultural Revolution was confirmed in the policy of Islamic lifestyle in Iran. The reliability of the questionnaire was 0.83 using Cronbach's alpha coefficient The validity and reliability of the job satisfaction questionnaire were approved according to the standard findings: Data analysis was performed using binomial test, t-test, ANOVA. The results of data analysis indicate that the studied indicators (morale of affection and Kindness (0.001), morale of forgiveness and passing (0.001), participation culture (0.000), Extension of knowledge (0.030) and reporting transparency (0.003) have been effective in terms of being Islamic and Iranian in the behavior of managers and evaluated in job satisfaction of meaningful employees. Also, the patience index against the problems in the behavior of influential managers was evaluated, but there was no significant difference in employee satisfaction (0.68). conclusion: The dimensions of Iranian Islamic culture have a direct impact on managers' behavior, and the behavior of managers has a significant relationship with job satisfaction. Manuscript profile
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  8 - The effect of organizational justice on organizational citizenship behavior Cultural organizations
  Abasali ghaiyoomi Ebrahim Hajiyani S. Simin Marashi Shoshtari
  Background and aim: In the present study organizational justice is considered as an independent variable and organizational citizenship behavior as a dependent variable. With regard to what has been said and considering the lack of attention to this problem and many def More

  Background and aim: In the present study organizational justice is considered as an independent variable and organizational citizenship behavior as a dependent variable. With regard to what has been said and considering the lack of attention to this problem and many deficiencies in the provision of services to customers, employee commitment, their active participation resulting in positive performance of employees has created As a result of this research we are trying to examine whether organizational justice has an impact on organizational citizenship behavior from the perspective of cultural organizations employees.Methods: Research is applied research, the data collection method is descriptive and in term of the effect between variables is correlation type. The research method is a survey using two standard questionnaires on issues of citizenship, organizational and organizational required information from the 218 employees of the Department of Art Ministry of Culture and Islamic Guidance, the development of information technology and digital media as samples were collected.Finding: Spearman correlation coefficients between the dimensions of organizational justice and citizenship behavior of employee’s shows distributive justice index has the highest correlation among variables with OCB 507/0 and the highest priority is given to the impact of this variable. Indices interactional justice and procedural with a correlation coefficient 384/0 214/0, ranked second and third.Results: The results of hypothesis testing, organizational justice have effect on organizational citizenship behavior in cultural organizations. This means that all hypotheses were confirmed Manuscript profile
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  9 - Identifying Factors Affecting Positive Leadership among School Principals
  Mosa Moghadas Parivash Jafari Mohammad Noor Rahmani Nadergholi Ghorchian
  Purpose: The ability of positive leadership can create a competitive advantage for the organization. As a result, the current research was conducted with the aim of identifying the effective factors on positive leadership among school principals. Method: This study in More

  Purpose: The ability of positive leadership can create a competitive advantage for the organization. As a result, the current research was conducted with the aim of identifying the effective factors on positive leadership among school principals. Method: This study in terms of purpose was applied and in terms of implementation method was qualitative. The research population was education specialists and experts in the field of educational management and leadership in Fars province, which 16 people of them were selected as a sample according to the principle of theoretical saturation. The research tool was a semi-structured interview with four questions, which was conducted individually, and in addition to the notes of concept, the audio of the interviews was recorded for review. It should be noted that the validity of the interviews was confirmed by the triangulation method and its reliability was calculated by the 20-day test-retest method 77% and by the agreement coefficient method between two coders 79%. Data were analyzed by coding method in MAXQDA software. Findings: In this study present there were 7 women (equivalent with 43.75 percent) and 9 men (equivalent with 56.25 percent) which the education level of 8 people (equivalent with 50 percent) had a master's degree and 8 people (equivalent with 50 percent) had a PhD. The findings showed that the effective factors on positive leadership among school principals were included 30 concepts in three individual factors (with 11 concepts), organizational factor (with 13 concepts) and environmental factor (with 6 concepts). Finally, the pattern of effective factors on positive leadership among school principals was drawn. Conclusion: Considering the identified effective factors on positive leadership among school principals and the drawn pattern for it, education specialists and planners can take an effective step towards improving and promoting leadership and create a competitive advantage for their organization. Manuscript profile
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  10 - The relationship between ethical leadership, organizational identification and workplace spirituality with unethical pro-organizational behavior mediated by job satisfaction In the staff of Shahid Chamran University of Ahvaz
  seyedmohammadjavad mousani nia mostafa asheghi abdulzahra naami
  10.30486/jsrp.2020.1902956.2488
  The purpose of this study was to investigate the relationship between ethical leadership, organizational identification and workplace spirituality with unethical pro-organizational behavior mediated by job satisfaction. The present study was a correlational study. The p More

  The purpose of this study was to investigate the relationship between ethical leadership, organizational identification and workplace spirituality with unethical pro-organizational behavior mediated by job satisfaction. The present study was a correlational study. The population of the present study included all the staff of Shahid Chamran University of Ahvaz, from which 133 people were selected by stratified random sampling as a sample of the present study. The data collection instruments were Ethical Leadership Questionnaire, Brown et al. (2005), organizational identification Questionnaire, Mael & Ashforth (1992), workplace spirituality Questionnaire Milliman et al. (2003), unethical pro-organizational behavior Questionnaire Umphress et al. (2010), and Job Satisfaction Questionnaire Barry Fieldworth (1951). Data were analyzed using structural equation modeling (SEM) in SPSS version 23 and AMOS 23 software programs. Structural SEM confirmed the proposed model’s fitness. The results indicated a direct and indirect relationship of ethical leadership, organizational identification, and workplace spirituality through job satisfaction on unethical pro-organizational behavior. Manuscript profile
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  11 - Psychological empowerment as an Antecedent of positive organizational behaviors of agricultural extension experts: A Utilization of mixed method research
  ahmad Basami Fatemeh Ertiaei seyed ahmadreza Pishbin Amir Alambeigi Seyed Mahmoud Hoseini
  10.30486/jsrp.2020.1876414.1999
  This research was conducted in a mixed method, in order to promote the positive organizational behaviors of agricultural extension experts through psychological empowerment. In the qualitative section, interviews were conducted with 16 experts of agricultural extension, More

  This research was conducted in a mixed method, in order to promote the positive organizational behaviors of agricultural extension experts through psychological empowerment. In the qualitative section, interviews were conducted with 16 experts of agricultural extension, using purposive sampling method. By analyzing the content of the interviews, using MAXQDA12 software, indices of psychological empowerment including Meaning, Competency, Impact, Choice, Trust and positive organizational behaviors including sharing job experience behavior, Innovative career behavior, behavior related to maintenance and development of professional values, behavior of improving quality of agricultural extension Services, behavior of improving agricultural extension agility, and behavior of improving Public trust in agricultural extension  were derived in the form of a conceptual model. In the quantitative section, the statistical population of the study consisted of experts of agricultural extension in the whole country in 1397, among which 192 experts of agricultural extension were selected by stratified sampling method. The data collection instrument was a researcher's developed questionnaire of psychological empowerment and positive organizational behaviors. Finally, data analysis was done by SPSS and Smart PLS software. The results showed that psychological empowerment has role in promoting positive organizational behaviors. In general, the psychological empowerment explains 48.8% of the changes in positive organizational behavior of agricultural extension experts. The value of Q2 was 0.180 for positive organizational behavior construct, which supports the suitability of prediction model for the endogenous structure of positive organizational behavior of agricultural extension experts. Manuscript profile
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  12 - The Antecedents Destructive Organizational Behaviors based on Social Exchange Theory in Metacombination Method
  Mohsen Shahbazi Shahla Sohrabi Esmaeil Asadi
  10.30495/jsm.2023.1983997.1808
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  13 - Designing a New Behavioral Model of Blockchain Technology Acceptance in Public Banks
  Saba Berenji Maryam Rahmaty Davood Kiakojouri
  10.30495/jsm.2023.1993115.1865
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  14 - Identifying the Components of Organizational Culture in the - Commercial Refah Bank
  Hossein Shabani Masoud Pourkiani Sanjar Salajegheh Saeed Sayadi Hojat Babaei
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  15 - Typology of organizational behavior of Pleasure employees in cultural organizations in iran based on the Believable dimensions (superficial / deep) and behavior (active / passive)
  Amir Keyvanara Akbar Etebarian Ali Rashidpour
  Pleasure of organizational actors is a reflection of their pleasant experiences that are strongly influenced by their organizational beliefs and lack of it will lead to psychological destruction. The purpose of this article is to identify the behavior of Pleasure employ More

  Pleasure of organizational actors is a reflection of their pleasant experiences that are strongly influenced by their organizational beliefs and lack of it will lead to psychological destruction. The purpose of this article is to identify the behavior of Pleasure employees of cultural organizations based on the dimensions of their Believable and individual behavior, from the perspective of purpose, states the kind of application with a combined method of data collection, analytical strategy, and hermeneutics of phenomenology using open coding strategy. Quantitative sampling of the research phase was random and in the qualitative was purposeful based on the principles of data saturation and subject persuasion. Quantitative research tools were researcher-made Believable questionnaires, Minnesota Satisfaction Survey (2000), and Ashford and Black Dynamic Behavior. In the qualitative phase, a semi-open interview based on the neopositivist approach was used. Validity and reliability of quantitative research tools are desirable, And with the help of credibility, transfer, reliance, verification and delivery, the validity of qualitative phase tools was proved. Based on this, first, with the help of quantitative research tools, the samples were classified into 4 groups. Then, in the qualitative phase of the research, interviews were conducted with samples that best represented the characteristics of individuals in each class. Findings showed that Believable employees have self-esteem and extra-role behaviors, yet some groups have a strong tendency to isolate. Unbelieving employees, on the other hand, resort to defense mechanisms such as fragmentation, inversion, schizoid imagination, and suppression, while fearing surrender and belonging to the organization. Manuscript profile
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  16 - Investigating the Design of Applied Positive Organizational Behavior in the Water and Power Industry
  zaeimeh Farjadinezhad mehrdad goodarzvand chegini hamid reza rezaii kelidbari morad rezaei dizgah
  Positive organizational behavior seeks to improve individual and organizational performance by understanding and reinforcing employee positive traits as well as identifying, investing, developing human resource strengths.The aim of the present study is to present the mo More

  Positive organizational behavior seeks to improve individual and organizational performance by understanding and reinforcing employee positive traits as well as identifying, investing, developing human resource strengths.The aim of the present study is to present the model of positive organizational behavior in the water and electricity industry based on the data theory of the foundation in the qualitative stage on the interpretive paradigm and in the quantitative stage based on the paradigm of positivism. Interview documents with human resources managers of the water and electricity industry and university professors were classified and coded in 17 dimensions and 63 indicators using MAXQDA quality software.Cronbach's alpha coefficient is 76% and has a good reliability.The statistical sample size includes 360 people.In evaluating the convergence validity of the mean variance of variables, more than 0.5 is confirmed in the range.PLS and SPSS software were used to analyze the quantitative part.It shows that the average of the variables was estimated at a strong level and the causal factors obtained from the field of management, human resources and technology and administration have a positive and significant effect on the characteristics of positive organizational behavior.Has positive organizational behavior.Strategic factors(structural strategies, contextual strategies)affect the individual, organizational and social consequences of a positive organizational behavior model, and the best way to emulate successful organizations is with an impact factor of 0.78 Manuscript profile
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  17 - Productivity Based on Positive Organizational Behavior
  Seyed Mahdi Alvani
  Historically, the organizational behavior science has taken two positive and negative approaches to human behavior. Positive approach that seeks to identify and fostering the innate abilities of human and negative approach that seeks to improve and treat of illnesses an More

  Historically, the organizational behavior science has taken two positive and negative approaches to human behavior. Positive approach that seeks to identify and fostering the innate abilities of human and negative approach that seeks to improve and treat of illnesses and misbehaviors of human. This study discusses the philosophical roots of these attitude and positive organizational behavior. As well as its dimensions، and finally investigation POB to critical review will be presented. The hopes that discusses will be as well as effective action outline for managers and employee. Manuscript profile
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  18 - The Impact of Internal Branding on Anti-Citizenship Behavior: The Mediating Role of Person-Organization Fit
  Ahmad Kazemi Gorji Akram Hadizadeh moghadam Mohammad Hamidian Sajad Mazarei
  10.30495/qjopm.2020.562041.1988
  One of the ubiquitous problems in modern organizations are suffering from in the realm of human capital concerns lethargy, hypothyroidism, aggression, bullying, obstinacy, intimidation and implacability which can deteriorate organizational performance, interpersonal rel More

  One of the ubiquitous problems in modern organizations are suffering from in the realm of human capital concerns lethargy, hypothyroidism, aggression, bullying, obstinacy, intimidation and implacability which can deteriorate organizational performance, interpersonal relations and employees’ cooperativeness. Successful companies employ internal branding in order to reduce such undesirable behaviors and what determines their success rate is the extent of Person-Organization Fit. Hence, the current study was undertaken at Behpak Factory in Behshahr, Iran, to examine the impact of internal branding on the employees’ anti-citizenship organizational behavior with respect to the mediating role of Person-Organization Fit. The research sample comprised 140 employees at Behpak Factory who were randomly selected to completer the research questionnaire comprising multidimensional measures of internal branding, Person-Organization Fit and anti-citizenship organizational behavior.  The collected data were analyzed via SPSS, PLS and Structural Equation Modelling (SEM). With regard to the first research hypothesis, the results of the analyses verified the significant positive effect of internal branding on the Person-Organization Fit (-.25), and the significant negative effect of internal branding together with Person-Organization Fit     (-.48, -.25) on anti-citizenship organizational behavior, confirming the second and the third research hypotheses. Finally, Person-Organization Fit was found to mediate the relationship between internal branding and anti-citizenship organizational behavior, confirming the fourth research hypothesis. Manuscript profile
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  19 - Investigating the Effect of Work Ethics on the Positive Organizational Behavior Based on Fred Luthans’s Model (CHOSE) (Case study: Group22, Shahreza Artillery)
  Alireza shirvani Farzad Sisakhti
  Due to managerial weakness and the use of non-human models to solve human issues, one of the problems that employees are faced with today is the problem of work ethics. In recent years, in reaction to this situation, organizations have proceeded with strategies such as More

  Due to managerial weakness and the use of non-human models to solve human issues, one of the problems that employees are faced with today is the problem of work ethics. In recent years, in reaction to this situation, organizations have proceeded with strategies such as compiling moral criteria in order to guide the employees. They hope to increase the moral health and to reduce corruption in the organizations in this way. In addition to creating and developing ethical behavior, another challenge in organizations is providing an atmosphere that will encourage positive behavior among the employees, which Fred Luthans refers to as positive organizational behavior related to the existing ethics in the organizations. In the present research, five basic dimensions of positive organizational behavior includig self-confidence, hope, optimism, peace of mind and emotional intelligence, and their effect on Work ethics have been studied. The results of the statistical data analysis show that the correlation coefficient of p<=0.05 indicates a significant relationship between the five dimensions of positive organizational behavior and Work ethics. Further more, the multi-variate regression analysis shows that the component of inlerest in job alone accounts for 35 percent of optimism, peace of mind, and emotional intelligence. The rate of the effect of Work ethics on positive organizational behavior at the significance level of p<=0.05 is meaningful and equals 74 percent. Finally, the paper presents some practical suggestions.   Manuscript profile
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  20 - The effect of classroom management skills training on organizational performance and behaviors with the mediation of cyber security of elementary school teachers in district 18 of Tehran.
  yaser jangi hemmat mohammadnejad
  The aim of the present study was the effect of classroom management skills training on organizational performance and behaviors with the mediation of cyber security of elementary school teachers in District 18 of Tehran. This applied research was a field data collection More

  The aim of the present study was the effect of classroom management skills training on organizational performance and behaviors with the mediation of cyber security of elementary school teachers in District 18 of Tehran. This applied research was a field data collection method, and in terms of the descriptive implementation method, it was a survey type. The statistical population included all primary school teachers in the 18th district of Tehran, totaling 320 people, and 175 people were selected as the sample size using the Karjesi and Morgan table and stratified random sampling method. Data collection tools included Wolfgang and Glickman's standard classroom management questionnaires (1986), Hersey and Goldsmith's organizational performance (2002), Luthans et al.'s organizational behavior (2007), and cyber security researcher-made questionnaire. To analyze the data, the descriptive and inferential part was used using structural equation method with Spss and Lisrel software. The results showed that classroom management skills training and its components have an effect on organizational performance and behaviors with the mediation of cyber security of primary school teachers in district 18 of Tehran. that the behavior management component has the greatest impact on organizational behaviors with regard to the mediation of organizational cyber security. Manuscript profile
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  21 - Explaining the Quality of Work Life of Employees of Guilan Construction Engineering Organization Based on Positive Organizational Behavior, Personality and Organizational Citizenship Behavior
  Shahin Sadeh Hamidreza Rezaee Kilidbari
  This study aims to explain The quality of work life of employees of Gilan Provincial Engineering Organization is based on positive organizational behavior, personality and organizational citizenship behavior. The method of this research is descriptive and is considered More

  This study aims to explain The quality of work life of employees of Gilan Provincial Engineering Organization is based on positive organizational behavior, personality and organizational citizenship behavior. The method of this research is descriptive and is considered as a practical purpose. The statistical population of this research includes employees of Guilan Construction Engineering Organization and the method of sampling is simple random. The data gathering method in this research is field survey of this questionnaire. To assess the validity of the research tool, the content validity method and reliability test were used from the Cronbach's alpha coefficient. Finally, for analyzing the data and testing the research hypotheses, structural equation modeling was used with smart pls 2 software. The results of data analysis showed that positive organizational behavior, personality and organizational citizenship behavior had a positive effect on the quality of work life of employees and explained 86.4% of employees' quality of work life. Manuscript profile
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  22 - Designing an organizational behavioral agility model with Meta-synthesis and DEMATEL techniques for higher education
  Maryam Rabiei Davood Kia Kojouri Mohammad Javad Taghipourian
  Organizational agility with a behavioral approach is one of the issues that explaining its various dimensions and angles in different organizations, provides a favorable position for growth and improvement of their performance at different levels. The higher education s More

  Organizational agility with a behavioral approach is one of the issues that explaining its various dimensions and angles in different organizations, provides a favorable position for growth and improvement of their performance at different levels. The higher education system is one of the organizations that should identify the drivers of change and take steps to respond to environmental changes and increase agility by strengthening human resources. Referring to the importance of the subject, the present study was conducted with the aim of designing a model of organizational behavioral agility in the higher education sector using a mixed method. In the qualitative section, using the Meta-synthesis method, after screening 481 articles, 120 articles were reviewed, of which 11 factors were introduced as the final factors of the Meta-synthesis. In the quantitative section, the enumerated factors were examined in terms of effectiveness, effectiveness and internal relations using the opinions of 14 members of the panel of experts and the application of DEMATEL technique. The results show that the criterion of "ability to respond to environmental issues" has the highest among other criteria and the criterion of "change in educational planning" has the least impact on other elements. The highest permeability was related to "formation of virtual educational and research programs" and the lowest permeability was related to "managers' support". It was also found that the variables of "ability to respond to environmental issues", "practical skills" and "adaptability" can be considered as independent variables among the variables of organizational behavioral agility. Manuscript profile
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  23 - Barriers to human communication as one of the most influential com-ponents in organizational behavior Case study: Employees, middle managers and deputies of one of the strata of the Basij organization for the underprivileged
  Hossein Ghadiani
  AbstractThe present study aims to identify problems in establishing human communication as one of the most important and most effective components in the field of organizational behavior and identify ways to improve these relationships among middle managers, vice-presid More

  AbstractThe present study aims to identify problems in establishing human communication as one of the most important and most effective components in the field of organizational behavior and identify ways to improve these relationships among middle managers, vice-presidents, employees of the corps of organization in 96 years. Has been. This qualitative research is a survey-oriented and applied-type strategy, and the tool used in this semi-structured interview is. The population under study in this study is all employees, middle managers and vice-presidents of one of the poorly resourced Basij organizations. For this purpose, a qualitative research method was used and a complete sampling was conducted with 30 managers and staff of the organization. Then, using the theme analysis method, they were analyzed. The results of this study indicate that the way human relations are conducted between employees, managers and vice-presidents of this organization plays an important role in managing it. middle managers and vice-presidents should have the expertise and experience of working in the organization and familiarity with the principles of human relations and communication skills, as well as being aware of the limits of their authority and responsibilities in the structure of the organization. Manuscript profile
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  24 - Investigating the Impact of Genuine Leadership on Organizational Unethical Behavior with the Mediating Role of Work Interaction (Case Study: Tehran Provincial Tax Affairs Organization)
  Hadi Abolfathi
  The aim of this study was to investigate the effect of genuine leadership on organizational unethical behavior with the mediating role of work interaction (Case study: Tax Affairs Organization of Tehran and Tehran province). This research is applied in terms of purpose, More

  The aim of this study was to investigate the effect of genuine leadership on organizational unethical behavior with the mediating role of work interaction (Case study: Tax Affairs Organization of Tehran and Tehran province). This research is applied in terms of purpose, descriptive in nature and method, descriptive and non-experimental in terms of data, quantitative and in order to collect data and information in order to achieve the objectives of the research, Thomasz (2020) questionnaire has been used. The reliability of the questionnaire was determined using Cronbach's alpha formula 0.869. The statistical population of this study is the employees of the Tax Administration of the city and province of Tehran, whose number is 430 people and according to Morgan table, the sample size is 203 people. The samples were selected by simple random method. To test the hypotheses, the structural equation method (SEM) was used with the help of SPSS software version 22 and Smart pls version 2. The results indicate that genuine leadership has a significant effect on organizational ethical behavior with the mediating role of work interaction. Manuscript profile
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  25 - Presenting a Proposed Model to Reduce Organizational Silence (Case Study: General Directorate of Islamic Culture and Guidance of North Khorasan)
  Mohammad Eshraghi Gholamali Ahmadi Roya Afrasiyabi
  Although in today's fast-paced world, enjoying the ideas, suggestions and ideas of employees is one of the prerequisites for organizational development and one of the factors influencing organizations to outperform competitors, the emergence of several factors has led e More

  Although in today's fast-paced world, enjoying the ideas, suggestions and ideas of employees is one of the prerequisites for organizational development and one of the factors influencing organizations to outperform competitors, the emergence of several factors has led employees to participate in They do not express their views in organizations and in other words they prefer to remain silent. Despite the differences in the definitions of thinkers, they all agree on one thing, the lack of knowledge, information and opinions of employees that can cause serious damage to both the organization and the employee. Among the reasons for this phenomenon in the studies can be imagined by the manager's inability to do the job, the perception that they will not receive a positive response, the perception that it might harm others, the personality characteristics of the senior manager, the way staff interact, the fear of managing negative feedback, and Population differences and other reasons cited. The purpose of this study was to identify the factors causing organizational silence and its possible consequences by qualitative and thematic analysis based on interviewing method and by quantitative method using questionnaire. The statistical population of the present study consists of the North Khorasan Islamic Culture and Guidance Bureau, which was selected by stratified sampling method and Lisrel8, MAXQDA10 and Spss18 softwares were used for data analysis. After analyzing the data, factors such as lack of meritocracy, fear, lack of motivational managers, managers' mental attitudes, employee profitability, social learning have been identified and discussed as factors causing organizational silence. Manuscript profile
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  26 - Investigating the Impact of Territorialism on Performance and deviance in the Workplace with Emphasis on Knowledge Hiding (Case study: Mashhad Central Municipality)
  Massoumeh Aref Hasan Daliri
  Knowledge as a resource multiplies with its applications, but the general tendency of man is to believe in knowledge as a limited resource that must be hidden, much research has been done on knowledge sharing, however now, the concept of knowledge concealment has not be More

  Knowledge as a resource multiplies with its applications, but the general tendency of man is to believe in knowledge as a limited resource that must be hidden, much research has been done on knowledge sharing, however now, the concept of knowledge concealment has not been discovered yet. Also, the observations made show the failure and organizational efforts to prevent the concealment and sharing of knowledge in organizations, and employees are often reluctant to share their knowledge. In some cases, they protect it like a treasure, and this reluctance and concealment of knowledge continues even when knowledge sharing is encouraged and rewarded for doing so. The present study is a descriptive survey and is applied in terms of purpose, the main purpose of which is to investigate the impact of territorialism on performance and misconduct in the workplace with emphasis on knowledge concealment among employees of the central municipality of Mashhad. The statistical population of the study included 1200 employees of Mashhad Central Municipality, of which 291 were selected based on Morgan table. A standard questionnaire with appropriate validity and reliability was used. Also, available probability sampling method was used to collect information. Findings and results showed that territorialism and knowledge concealment have a negative and significant effect on performance but have a positive and significant effect on workplace deviation. Manuscript profile
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  27 - Extracting the components and dimensions of positivity in primary school principals
  Faranak Mosavi
  10.30495/mlseo.2021.688029
  The main purpose of this article is to identify the components and dimensions of positive organizational behavior in primary school principals in order to provide an appropriate model. Positiveness is an important factor in the success of an organization. This article h More

  The main purpose of this article is to identify the components and dimensions of positive organizational behavior in primary school principals in order to provide an appropriate model. Positiveness is an important factor in the success of an organization. This article has been done by mixed research method (a combination of quantitative and qualitative methods) by focusing group interview method. Were the city of Kermanshah that the statistical population in this study was selected using the census method and 150 people were selected from them.Initially, 300 components were identified through literature review, and finally, after combining and eliminating duplicate cases, 80 components were extracted and adjusted in the form of 9 dimensions, and finally 9 dimensions were identified. This is a positive educational behavior, individual positive behavior, positive behavior. Professional positivism, ethical positivist behavior, organizational positivist behavior, human positivist behavior, social positivist behavior, interpersonal positivist behavior, optimistic positivist behavior have the highest priority in managers' positivism. Manuscript profile
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  28 - The Typology of Organizational Behavior Strategy
  Saleh Rahimi seyedmohhamad aarabi bibi marjan fazi
  Organizations, to achieve their goals, need coordination between their various components. Vertical and horizontal coordination between different organizational strategies has been really important, and one of the significant but disregarded components in strategic coor More

  Organizations, to achieve their goals, need coordination between their various components. Vertical and horizontal coordination between different organizational strategies has been really important, and one of the significant but disregarded components in strategic coordination is organizational behavior strategy. The current study aims to identify the different types of organizational behavior strategies to helps the organization achieve its goals by coordinating with other components. For this aim, using the grounded typology method, in-depth interviews were conducted with the 12 CEOs of the companies, and about 21 final categories affecting the behavioral strategy were recognized. The final categories are classified into two dimensions affecting behavior: the individual dimension (actor/reactor) and the environment dimension (attention to the outside and attention to the inside), and the four main types are obtained based on these two dimensions. Behavioral strategy types were defined and described based on the dimensions obtained with the names of flag bearer, leader, bureaucrat, and prince. Manuscript profile
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  29 - Study The Role of Professional Ethics Moderated in The Relationship Between Psychological Capital and Organizational Identity
  mahmood ghorbani mohammad ali abdollahi
  This study aimed to identify the role moderated professional ethics in the relationship between psychological capital and organizational identity was conducted in Mashhad, Gas Company. To study the psychological capital from Luthans questionnaire (2007) and to study org More

  This study aimed to identify the role moderated professional ethics in the relationship between psychological capital and organizational identity was conducted in Mashhad, Gas Company. To study the psychological capital from Luthans questionnaire (2007) and to study organizational identity from Cheney questionnaire (1983) and to study professional ethics from kadozier questionnaire (2002) was used. The results of this study, both descriptive and inferential statistics have been analyzed. In the level of description from parameters of frequency, percentage, etc. and inferential have also benefited from structural equation. The population consisted of all employees in Mashhad gas is about 250 people, that according to Cochran formula the sample size was 152 people. To verify the validity of the content and appearance of expert supervision and using confirmatory factor analysis was used that The result indicated approved questionnaire.also from The Cronbach's alpha coefficient was used to verify the questionnaire.and reliability respectively at the level 0/92 and 0/87 and 0/846 for psychological capital and organizational identity and professional ethics was. The results of the test showed that the main hypothesis is confirmed. The results of the research from sub-assumptions confirmed the role of the moderator all components except (justice-fairness and compassion) is the relationship between psychological capital and organizational identity. Manuscript profile
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  30 - Study the relationship between Dimensions of psychological capital and organizational identity
  Mahmoud Ghorbani Mohammad Ali Abdollahi
  This study aimed to identify the relationship between psychological capital and organizational identity has been done in the National Gas Company of Mashhad. To study the psychological capital from Lufthansa questionnaire (2007) and to study organizational identity from More

  This study aimed to identify the relationship between psychological capital and organizational identity has been done in the National Gas Company of Mashhad. To study the psychological capital from Lufthansa questionnaire (2007) and to study organizational identity from Cheney questionnaire (1983) was used. The results of this study, both descriptive and inferential statistics have been analyzed.In the level of description from parameters of frequency, percentage, etc. and inferential have also benefited from structural equation. The population consisted of all employees in Mashhad gas is about 250 people, that according to Cochran formula the sample size was 152 people. To verify the validity of the content and appearance of expert supervision and using confirmatory factor analysis was used that The result indicated approved questionnaire.also from The Cronbach's alpha coefficient was used to verify the questionnaire.and reliability respectively at the level 0/92 and 0/87 for psychological capital and organizational identity was. The results of the test showed that the main hypothesis in this organization there is a relationship between psychological capital and organizational identity. Also the results of the research of Sub assumptions showed thatAmong the components of psychological capital (hope and resilience) there is no relationship with organizational identity. Manuscript profile
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  31 - The structural Relationship of Authentic Leadership on work engagement and positive organizational behavior of teachers
  majid moradi moghadam Sakineh Jafari, side Maryam navigable
  Introduction and purpose: work engagement of personnel and Positive organizational behavior in an organization can depend on various factors like Authentic Leadership. Therefore, the goal of present study is examining the effect of Authentic Leadership with work engagem More

  Introduction and purpose: work engagement of personnel and Positive organizational behavior in an organization can depend on various factors like Authentic Leadership. Therefore, the goal of present study is examining the effect of Authentic Leadership with work engagement and Positive organizational behavior teachers of elementary and first session of secondary education during 1395-96. Methodology: The method of this study corresponding to the purpose is applicable and according to the type of gathering data would be descriptive- correlation. statistical population of the study included all the man and woman teachers who work in education office of Semnan City (1350 teachers). The participants were 280 person of primary and secondary school teachers (173 of primary school teachers, 107 of secondary school teachers), who were selected by using stratified random sampling method. All of them filled the questionnaires of authentic leadership, work engagement and positive organizational behavior. Data were analyzed by using LISREL software with the model of structural equation. Results (Findings): The results indicated that there is a positive and significant relationship between Authentic Leadership, work engagement and Positive organizational behavior of teachers. Authentic Leadership has a structural effect on work engagement. Authentic Leadership has a structural effect on Positive organizational behavior. Discussion and conclusion: Authentic Leadership has a directly influence on work engagement and teacher’s positive organizational behavior. Also by increasing this type of leadership in education, the positive variations (work engagement and positive organizational behavior) in this organization became important. Manuscript profile
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  32 - The qualitative analysis of the managerial behavior consequences in Iran's higher education system
  mohammadali kalantari sarcheshmeh jalil baharestan mohammadali nadi
  The present study is accomplished with the aim of identification of the managerial behavior consequences in Iran's higher education system, in qualitative type and in grounded theory method- Strauss and Corbin's objectivist approach by appling paradigmatic logic. By usi More

  The present study is accomplished with the aim of identification of the managerial behavior consequences in Iran's higher education system, in qualitative type and in grounded theory method- Strauss and Corbin's objectivist approach by appling paradigmatic logic. By using theoretical sampling method, 38 participating people in the study who were expert in relation with the subject of the study were selected include deans and vice presidents of the universities of the country, including state universities, Open universities, Payam-e Nour, teacher training and non-profit universities who are considered as experts in relevant fields of study. Data were collected using semi-structured interviews and the state of theoretical saturation was achieved. Data analysis was basically founded on three methods of open coding, axial coding and selective coding. The data obtained by semi-structured interviews were analyzed at the first place and some partial concepts were extracted. 32 general concepts were formed using those partial concepts; and 4 sub-categories were constructed out of main concepts. All the partial concepts, main concepts and sub-categories were reviewed and their relations with the main categories of the managerial behavior consequences in Iran's higher education system, were identified. Manuscript profile