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Open Access Article
1 - Provide a Model for Organizational Bullying Preventing to Develop Green Functions
Mohammadmehdi Khodaverdi Mohammadbagher Gorji Majid Nasiri Abdolghani RastgarBackground and Objective: Environmental changes in the last decade have led to a change in the nature of organizations and their functions. Therefore, due to their social responsibility to society and stakeholders, organizations try to develop the organization in the en MoreBackground and Objective: Environmental changes in the last decade have led to a change in the nature of organizations and their functions. Therefore, due to their social responsibility to society and stakeholders, organizations try to develop the organization in the environment by changing theories such as organizational behavior. The purpose of this is provide a model for preventing bullying in the organization to develop green functions. Material and Methodology: This research is developmental in terms of methodology based on the result and is hybrid in terms of data type. In the qualitative part of the research, through meta-combined and Delphi analyzes, an attempt was made to first examine the components of bullying prevention of the organization for the development of green functions and then to determine their theoretical adequacy based on Delphi analysis. In the quantitative part of the research, an attempt was made to prioritize the approved components of the qualitative part during the process of analyzing the comprehensive interpretive structural model in order to determine the most effective ones. The target population in this study in the qualitative part included 15 management specialists at the university level and in the quantitative part were 30 human resources managers of the Martyr and Veterans Affairs Foundation of the three provinces of Semnan, Karaj and Tehran. Findings: The results showed that the component of prevention of discrimination and conflict with the aim of the effectiveness of green functions becomes the most effective factor in preventing bullying of the organization for the development of green functions. Discussion and Conclusion: The results show that conflict control gives employees more motivation to develop behaviors in line with green functions and causes them to accept roles beyond the assigned roles in the field of organization with the peace of mind created in the organizational environment. Based on that, to help make the organization more sustainable in the green field. Manuscript profile -
Open Access Article
2 - The relationship between organizational bullying and organizational silence with organizational pessimism in the employees of the General Department of Sports and Youth of Fars
omid safari gholamreza safariThe purpose of this research was to determine the relationship between organizational bullying and organizational silence with organizational pessimism among the employees of the General Department of Sports and Youth of Fars. This research is applied and descriptive an MoreThe purpose of this research was to determine the relationship between organizational bullying and organizational silence with organizational pessimism among the employees of the General Department of Sports and Youth of Fars. This research is applied and descriptive and correlational. The statistical population of this research was all the employees of the General Directorate of Sports and Youth of Fars in the number of 114 people, of which 94 people cooperated with the researcher as a sample and using the total number sampling method. To collect data, the standard questionnaires of Inarsen et al.'s (2009) organizational bullying, Dimitris and Kola's (2008) organizational silence, and Din et al.'s (1998) organizational cynicism were used. Descriptive statistics methods were used to describe the data, and Pearson's correlation coefficient and regression statistical methods were used to analyze the data. The results showed that there was a positive and significant relationship between organizational bullying and organizational silence with organizational cynicism, and also organizational bullying and organizational silence have the ability to significantly predict subjects' organizational cynicism. (P ≤ 0.01). Manuscript profile -
Open Access Article
3 - Relationship between Organizational Bullying and Organizational Silence with the Mediating Role of Violations of the Psychological Contract
reza sepahvand mohsen arefnezhad Fariborz Fathi Chgni masood sepahvandThe purpose of this study was to investigate the relationship between organizational bullying and employees' organizational silence with the mediating role of psychological contract violation in governmental organizations in Lorestan province. The study was practical in MoreThe purpose of this study was to investigate the relationship between organizational bullying and employees' organizational silence with the mediating role of psychological contract violation in governmental organizations in Lorestan province. The study was practical in terms of purpose, relational in terms of research type, and structural formula in terms of modeling type. The statistical population of the study was 1317 employees of general offices of Lorestan province organizations based in the city of Khorramabad. Based on Morgan table, a sample size of 297 was selected by stratified random sampling. In order to measure the variables of the research, (Einarsen, Hoel & Notelaers',2009) Organizational Bullying Questionnaire, (Morrison and Robinson’s,2000) Psychological Contract Violation Questionnaire and (Brinsfield’s,2013) Organizational Silence Questionnaire were used. The reliability of the questionnaire was confirmed by Cronbach's alpha. For data analysis, structural equations modeling and PLS software have been used. The results indicate that organizational bullying both directly or through psychological contract violation increases the organizational silence of employees in governmental organizations of Lorestan province (P<0/05). Manuscript profile -
Open Access Article
4 - The effect of perception of organizational bullying on the Intention to Leave Work through leadership behavior and organizational commitment (Case study: Islamic Azad University, South Tehran Branch)
Homera Abdi Abdolreza Sobhani Seyed Morteza Mousavian Hojatullah AbbasiThe purpose of this study is to investigate the effect of perception of organizational bullying on the Intention to Leave Work through leadership behavior and organizational commitment. The present study is applied in terms of purpose and in terms of how to collect desc MoreThe purpose of this study is to investigate the effect of perception of organizational bullying on the Intention to Leave Work through leadership behavior and organizational commitment. The present study is applied in terms of purpose and in terms of how to collect descriptive correlational information. The statistical population of the present study is all employees of Islamic Azad University, South Tehran Branch, 1000 people, who were selected through the Cochran sampling calculation formula, 287 people as a sample through stratified sampling method appropriate to the volume. Inersen et al. (2009) and the standard questionnaire of Intention to Leave Work Kim et al. (2007) and the standard Meyer and Allen Organizational Commitment Questionnaire (1990) and the standard questionnaire of Goba et al.'s leadership behavior (2013) based on the validity of the questionnaires. Content validity was examined using experts' opinions, formally based on the views of a number of statistical and structural populations by factor analysis method and after the necessary terms validity was confirmed and on the other hand the validity of the questionnaires by Cronbach's alpha method respectively. (0.88), (0.89), (0.92) and (0.91) were estimated. Data analysis was performed at the inferential level, including structural equation modeling. The results showed that the perception of organizational bullying through organizational commitment has a negative and significant effect on the tendency to leave the service, the coefficient of this effect is 0.35 and the perception of organizational bullying through leadership behavior on the tendency to leave the service has a negative and significant effect. The coefficient of this effect is 0.25 and also the perception of organizational bullying has a positive and significant effect on the tendency to leave the service that the coefficient of this effect is 0.67. Manuscript profile -
Open Access Article
5 - The effect of destructive leadership on deviant behaviors in the workplace and the tendency to leave the service through the mediating variables of organizational bullying and organizational silence
Abbas Ghaedamini Harouni Mehrdad Sadeghi de cheshmeh Samaneh keldani Ghulam Reza Maleki FarsaniThe aim of this study was to investigate the effect of destructive leadership on deviant behaviors in the workplace and the tendency to leave the service through the mediating variables of organizational bullying and organizational silence in Islamic Azad University, Is MoreThe aim of this study was to investigate the effect of destructive leadership on deviant behaviors in the workplace and the tendency to leave the service through the mediating variables of organizational bullying and organizational silence in Islamic Azad University, Isfahan Branch (Khorasgan). The present study is applied in terms of purpose and in terms of how to collect descriptive correlational information. The statistical population of the present study was 660 employees of the Islamic Azad University of Isfahan (Khorasgan). The research tools were the standard questionnaire of organizational bullying of Inerson et al. (2009) and the standard questionnaire of deviant behaviors in the workplace of Bennett and Robinson (2000) and the standard questionnaire of organizational silence of Wakula and Brados (2005). The standard questionnaire of destructive leadership was Golparvar (2014) and the tendency to leave the service of Kim et al. (2007). Factors were examined and validity was confirmed after the necessary terms. On the other hand, the reliability of the questionnaires by Cronbach's alpha method were (0.86), (0.93), (0.84), (0.94), respectively. ) And (0.92) were estimated. Data analysis was performed at the inferential level, including structural equation modeling. The results showed that destructive leadership had a significant impact factor of 0.77 on organizational bullying and organizational bullying on deviant behaviors in the workplace with an impact factor of 0.88 and an impact factor of 0.66 on the tendency to leave the service significantly and also destructive leadership on silence. Organizational with a significant impact factor of 0.55, and organizational silence on deviant behaviors in the workplace with an impact factor of 0.66 and on the tendency to leave the service is also significant with an impact factor of 0.66. The results show the mediating effect of organizational bullying and organizational silence. That the coefficients of influence are significant in all cases. Manuscript profile -
Open Access Article
6 - The Impact of Organizational Bullying on Job Performance through Transformational Leadership and Ethical Leadership (Case Study: Islamic Azad University, South Tehran Branch)
homera aebdi Abdolreza Sobhani . Seyed Morteza Mousavian Hojatullah AbbasiThe purpose of this study is to investigate the effect of organizational bullying on job performance through transformational leadership and ethical leadership. The present study is applied in terms of purpose and correlational in terms of how to collect descriptive inf MoreThe purpose of this study is to investigate the effect of organizational bullying on job performance through transformational leadership and ethical leadership. The present study is applied in terms of purpose and correlational in terms of how to collect descriptive information. The statistical population of the present study consisted of all employees of the Islamic Azad University, South Tehran Branch, numbering 1000 people. Through Cochran sampling formula, 287 people were selected as a sample through stratified sampling method appropriate to the volume. The research instruments were the standard job performance questionnaire of Tsui et al. (1997), the standard questionnaire of organizational bullying of Inarsen et al. (2009), the standard questionnaire of transformational leadership of Rahim et al. (2006) and the standard questionnaire of ethical leadership of Brown et al. (2005). The validity of the questionnaires was examined based on the content validity using the opinion of experts, formally based on the views of a number of statistical and structural populations by factor analysis method and after the necessary terms the validity was confirmed and on the other hand the reliability of the questionnaire (Cronbach's alpha method was estimated (0.88), (0.85), (0.87) and (0.88) respectively.Data analysis was performed at the inferential level including structural equation modeling. The results showed that organizational bullying through transformational leadership has a negative and significant effect on job performance, the coefficient of this effect is -0.44 and through moral leadership has a negative and significant effect on job performance, the coefficient of this effect is -0.33 Manuscript profile -
Open Access Article
7 - Predicting Perceived Organizational Bullying Based on Burnout of Ministry of Sports and Youth Employees: TheMediating Role of Organizational Maturity and Freedom of Expression
جلال شاملو علی محمد صفانیا سید صلاح الدین نقشبندی AbstractThe purpose of this study was to predict perceived organizational bullying based on burnout of employees of the Ministry of Sports and Youth: The mediating role of organizational maturity and freedom of expression. The statistical population of the study w More AbstractThe purpose of this study was to predict perceived organizational bullying based on burnout of employees of the Ministry of Sports and Youth: The mediating role of organizational maturity and freedom of expression. The statistical population of the study was all staff of the Ministry of Sports and Youth at 800 people. 243 people were selected randomly as a sample. Measurement tool was Maslow Professional Burnout Questionnaire (1981), Spillage and Holt Organizational Bullying (2001), and Amrollahi and Associates Freedom of Speech (1396). The face and content validity of the questionnaires was confirmed by 11 experts and the confirmatory factor analysis was used to confirm the validity of their constructs. The reliability of the questionnaires was also determined by a pilot study on 30 members of the community and by Cronbach's alpha coefficient. Kolmogrov-Smirnov tests, one-sample t-test using Spss V23 and structural equation modeling using Amos version 23. The results of the research showed a positive and significant correlation between perceived organizational bullying and burnout (r = 0.57) and a reverse and significant relationship between perceived organizational bullying and expression (r = -0.42), and between freedom of speech and There is a burnout (r = -0.34) (Sig = 0.01). The results also showed that the variable of freedom of expression in the relationship between perceived organizational bullying and burnout has a significant mediator role. Attention to factors causing organizational bullying and freedom of expression can be effective in reducing the burnout of the staff of the Ministry of Sports and Youth. Manuscript profile -
Open Access Article
8 - Conceptual Model of Perceived Organizational Bullying and Burnout with the Mediating Role of organizational Maturity and Freedom of Expression in Staff of the Ministry of Sport and Youth
jalal shamlo alimohammad safaniya salahedin naghshbandi The purpose of this study was to examine the conceptual model of perceived organizational bullying and burnout with the role of mediating organizational maturity and freedom of expression in the staff of the Ministry of Sports and Youth. in terms of nature and met More The purpose of this study was to examine the conceptual model of perceived organizational bullying and burnout with the role of mediating organizational maturity and freedom of expression in the staff of the Ministry of Sports and Youth. in terms of nature and method, this research is applied research with descriptive-correlation method that data collection was done in the field. The statistical population of this study is all staff of the Ministry of Sports and Youth (N = 800). Measuring instruments were organizational maturity, burnout, organizational bullying, and freedom of expression questionnaires. The face and content validity of the questionnaires was confirmed by 11 faculty members. The reliability of the questionnaires was confirmed by Cronbach's alpha coefficient. One-sample t-test, and structural equation modeling were performed for statistical analysis. The results showed that freedom of expression (2.45) in inappropriate status, organizational maturity (3.11) at a moderate level, burnout (3.30), and perceived organizational bullying (3.51) in the Ministry of Sport and Youth are significantly above average. Moreover, there is a positive and significant correlation between perceived organizational bullying and burnout (r = 0.57), a reverse and significant relationship between perceived organizational bullying and expression (r = -0.42) and organizational maturation (r=-0.30) among the staff of the Ministry of Sports and Youth (sig = 0/01). As a result, two variables of organizational maturity and freedom of expression have reciprocal and significant effects on the relationship between perceived organizational bullying and burnout. Manuscript profile
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