ارائه الگویِ پیشگیری قلدریِ سازمان جهتِ توسعه‌ی کارکردهای رفتاری سبز
محورهای موضوعی :
مدیریت ، برنامه ریزی و آموزش محیط زیست
محمدمهدی خداوردی
1
(
دانشجوی دکتری مدیریت، واحد علی آباد کتول، دانشگاه آزاد اسلامی، علی آباد کتول، ایران.
)
محمدباقر گرجی
2
(
دانشیار گروه مدیریت، واحد علی آباد کتول، دانشگاه آزاد اسلامی، علی آباد کتول، ایران. *(مسوول مکاتبات)
)
مجید نصیری
3
(
استادیار گروه مدیریت،واحدعلی آباد کتول،دانشگاه آزاد اسلامی،علی آباد کتول، ایران.
)
عبدالغنی رستگار
4
(
استادیار، گروه مدیریت، دانشکده علوم انسانی آزادشهر، دانشگاه گنبد کاووس، گنبد کاووس، ایران.
)
تاریخ دریافت : 1400/07/25
تاریخ پذیرش : 1401/01/17
تاریخ انتشار : 1402/08/01
کلید واژه:
کنترل تعارض زیست‌محیطی,
پیشگیری قلدریِ سازمان,
توسعه‌ی کارکردهای سبز,
چکیده مقاله :
زمینه و هدف: تغییرات محیط زیست در دهه اخیر منجر به تغییر ماهیت سازمان ها و کارکردهای آن شده است. لذا سازمان ها به دلیل مسئولیت اجتماعی که در برابر جامعه و ذینفعان دارند، با تغییرِ نظریه‌هایی همچون رفتار سازمانی، سعی در توسعه‌ی پایدار سازمان در محیط زیست دارند. هدف این پژوهش ارائه الگویِ پیشگیری قلدریِ سازمان جهتِ توسعه‌ی کارکردهای سبز می‌باشد.
روش بررسی: این پژوهش از نظر روش شناسی بر مبنای نتیجه، توسعه ای است و از نظر نوع داده ترکیبی است. به طوریکه در بخش کیفی پژوهش از طریق تحلیل‌های فراترکیب و دلفی تلاش گردید تا مولفه‌های پیشگیری قلدریِ سازمان جهتِ توسعه‌ی کارکردهای سبز ابتدا مورد غربالگری نظری قرار گیرند و سپس براساسِ تحلیلِ دلفی، حدِ کفایت نظری آنان مشخص شود. در بخش کمی پژوهش نیز تلاش شد تا مولفه‌های تایید شده از بخش کیفی، طی فرآیندِ تحلیل مدلِ فراگیر ساختاری تفسیری، اولویت‌بندی شوند تا براساس آن تاثیرگذارترین آنان مشخص شود. جامعه هدف در این پژوهش در بخش کیفی شاملِ ۱۵ نفر از متخصصان مدیریت در سطح دانشگاهی بودند و در بخش کمی ۳۰ نفر از مدیرانِ منابع انسانی سازمان بنیاد شهید و امور ایثارگری سه استان سمنان، کرج و تهران بودند.
یافته ها: نتایج نشان داد، مولفه‌ی جلوگیری از تبعیض و تعارض باهدف اثربخشی کارکردهای سبز تاثیرگذارترین عاملِ پیشگیری قلدریِ سازمان جهتِ توسعه‌ی کارکردهای سبز می‌شود.
بحث و نتیجه گیری: نتایج نشان می‌دهد، کنترل تعارض به کارکنان انگیزه‌های مضاعف تری جهتِ بروزِ رفتارهایی در راستایِ کارکردهای سبز می‌دهد و باعث می‌گردد تا با آرامش ذهنی ایجاد شده در محیط سازمان، نقش‌هایی فراتر از نقش‌های محوله در حوزه‌ی سازمان را بپذیرند و براساس آن به پایداریِ بیشترِ سازمان در حوزه‌ی سبز کمک نمایند.
چکیده انگلیسی:
Background 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.
منابع و مأخذ:
Hameed, Z., Naeem, R.M., Hassan, M., Naeem, M., Nazim, M. and Maqbool, A. (2021). How GHRM is related to green creativity? A moderated mediation model of green transformational leadership and green perceived organizational support, International Journal of Manpower, https://doi.org/10.1108/IJM-05-2020-0244
Gillen, P. A.; Sinclair, M.; Kernohan, W. G.; Begley, C. M., & Luyben, A. G. (2017). Interventions for prevention of bullying in the workplace. Article First Published Online: 30 Jan.
Rai, A., Agarwal, U. (2018). A review of literature on mediators and moderators of workplace bullying, Management Research Review, 41(7): 822-859. https://doi.org/10.1108/MRR-05-2016-0111
Sohrabi A, Hasanzadeh K, Molavi Z. Role of Organizational Bullying in Psychological Characteristics of a Job (Job Engagement, Stress and Job Insecurity) Case of Selected Branches of a Bank in Qom Province . IQBQ, 22(3): 159-179 (In Persian).
Bransh, S,. Murray, j. (2015). Workplace bullying:Is lack of understanding the reason for inaction?. Organizational Dynamics, 44(4), 287-295.
Nield, K. (1996). Mobbing and Well-being: Economic and Personnel Development Implications. European Work and Organizational Psychologist, 5(2), 239-249. https://doi.org/10.1080/13594329608414857
Zapf, D. & Einarsen, S. (2011). Individual antecedents of bullying: Victims and perpetrators. In S. Einarsen, H. Hoel, D. Zapf, & C. Cooper (Eds.), Bullying and harrassment in the workplace: Developments in theory, research, and practice (pp.177-200). London: CRC Press.
Martino, V, D., Hoel, H., Cooper, C. (2003). Preventing Violence and Harassment In The Workplace, European Foundation for the Improvement of Living and Working Conditions, 2003.
Fox, S. & Stallworth, L.E. (2005). Racial/ethnic bullying: Exploring link between bullying and racism in the US workplace. Journal of Vocational Behavior, 66, 438-456. https://doi.org/10.1016/j.jvb.2004.01.002
Einarsen, S., Hoel, H., Zapf, D. & Cooper, C. L. (2003). The concept ofbullying at work: The European tradition. In S. Einarsen, H. Hoel, D.Zapf & C. L. Cooper (Eds.), Bullying and emotional abuse in the workplace: International perspectives in research and practice (pp.3–30). London: Taylor & Francis.
Leymann, H. (1996). The content and development of mobbing at work. European Journal of Work and Organizational Psychology, 5(2), 165-184. https://doi.org/10.1080/13594329608414853
Einarsen, S. (2000). Harrassment and bullying at work: A review of the Scandinavian approach. Agression and Violent Behavior, 4, 371-401. https://doi.org/10.1016/S1359-1789(98)00043-3
Gholipour A, Bod M, Fakheri Kozekanan S, Baghestani Barzaki H. (2010). Perceived Organizational Bullying Relationship With Women’s Stress, 9(34): 187-205. (In Persian)
Keashly, L., Trott, V., & MacLean, L. M. (1994). Abusive behavior inthe workplace: A preliminary investigation. Violence and Victims, 9, 341–357.
Mittal, S., Lochan Dhar, R. (2016). Effect of green transformational leadership on green creativity: A study of tourist hotels, Tourism Management, 57(3): 118-127. https://doi.org/10.1016/j.tourman.2016.05.007
Boiral, O.; Talbot, D., & Paille´, P. (2015). Leading by example: a model of organizational citizenship behavior for the environment. Business Strategy and the Environment, 24, 532–550
Çop, S., Oluwafemi Olorunsola, V., Violet Alola, U. (2020). Achieving environmental sustainability through green transformational leadership policy: Can green team resilience help? Business Strategy and the Environment, 30(1): 671–682. https://doi.org/10.1002/bse.2646
Farhadinejad, M., Alikarami, S., Abdi, M. (2019). The effect of green transformational leadership on green behaviors in the workplace: The mediating role of employees' environmental attitudes, Journal of Transformation Management, 11(2): 29-52 (In Persian)
Ahmad, S., Islam, T., Sadiq, M. and Kaleem, A. (2021). Promoting green behavior through ethical leadership: a model of green human resource management and environmental knowledge, Leadership & Organization Development Journal, 42(4): 531-547. https://doi.org/10.1108/LODJ-01-2020-0024
Hodgins, M., MacCurtain, S. and Mannix-McNamara, P. (2020). Power and inaction: why organizations fail to address workplace bullying, International Journal of Workplace Health Management, 13(3): 265-290. https://doi.org/10.1108/IJWHM-10-2019-0125
Sepahvand, R., Arefnejad, M., Fathi Chegini, F., Sepahvand, M. (2021). The Relationship between Organizational Bullying and Professional Ethics. Ethics in science and Technology, 16(2): 73-81. (In Persian)
Shahri, M., Fazeli, N., Abdoli, M. (2021). Expanding of Anthropocene Theory Paradigm in Examining of Corporate Environmental Behaviors on Green Accounting Strategic Consequences. Management Accounting, 14(48): 193-214. (In Persian)
Kerse, G., Babadag, M. (2019). A path from bullying at work to alienation: a multi-level view, Management Research Review, Vol. ahead-of-print No. ahead-of-print. https://doi.org/10.1108/MRR-11-2018-0412
Hsu, F., Liu, Y., Tsaur, S. (2019). The impact of workplace bullying on hotel employees’ well-being, International Journal of Contemporary Hospitality Management, 31(4): 1702-1719. https://doi.org/10.1108/IJCHM-04-2018-0330
Islam, T., Ahmed, I., Ali, G. (2019). Effects of ethical leadership on bullying and voice behavior among nurses, Leadership in Health Services, 32(1): 2-17. https://doi.org/10.1108/LHS-02-2017-0006
Rockett, P., Fan, S, K., Dwyer, R, J., Foy, T. (2017). A human resource management perspective of workplace bullying, Journal of Aggression, Conflict and Peace Research, 9(2): 116-127, https://doi.org/10.1108/JACPR-11-2016-0262
Valiyan, H., Koushki Jahromi, A., Nilufari, P. (2018). The effect of organizational bullying on the quality of individual sleep according to the mediating role of rumination among female nurses, Journal of Counseling Research, 15(64): 127-153. (In Persian)
Seyfolahi, N., Hasanzadeh, T. (2018). Investigating the effect of dimensions of organizational suspicion on bullying in the workplace, Journal of Transformation Management, 19(2): 167-183. (In Persian)
Yaghoubi, N, M., Koohikhor, M., Kamaliyan, A, R., Tajpour, M. (2018). Investigate the effect of Organizational Mobbing behaviors on job and Organizational Attitude. Quarterly Journal of Public Organzations Management, 6(2): 117-136. (In Persian)
Nadi, M., Shojaee, M. (2019). Relationship between perception of bullying in the workplace, job self-alienation, organizational support with the Intention to Leave Work and the role of mediator of forced citizenship behavior. Journal of Applied Sociology, 30(1): 167-188. (In Persian)
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Hameed, Z., Naeem, R.M., Hassan, M., Naeem, M., Nazim, M. and Maqbool, A. (2021). How GHRM is related to green creativity? A moderated mediation model of green transformational leadership and green perceived organizational support, International Journal of Manpower, https://doi.org/10.1108/IJM-05-2020-0244
Gillen, P. A.; Sinclair, M.; Kernohan, W. G.; Begley, C. M., & Luyben, A. G. (2017). Interventions for prevention of bullying in the workplace. Article First Published Online: 30 Jan.
Rai, A., Agarwal, U. (2018). A review of literature on mediators and moderators of workplace bullying, Management Research Review, 41(7): 822-859. https://doi.org/10.1108/MRR-05-2016-0111
Sohrabi A, Hasanzadeh K, Molavi Z. Role of Organizational Bullying in Psychological Characteristics of a Job (Job Engagement, Stress and Job Insecurity) Case of Selected Branches of a Bank in Qom Province . IQBQ, 22(3): 159-179 (In Persian).
Bransh, S,. Murray, j. (2015). Workplace bullying:Is lack of understanding the reason for inaction?. Organizational Dynamics, 44(4), 287-295.
Nield, K. (1996). Mobbing and Well-being: Economic and Personnel Development Implications. European Work and Organizational Psychologist, 5(2), 239-249. https://doi.org/10.1080/13594329608414857
Zapf, D. & Einarsen, S. (2011). Individual antecedents of bullying: Victims and perpetrators. In S. Einarsen, H. Hoel, D. Zapf, & C. Cooper (Eds.), Bullying and harrassment in the workplace: Developments in theory, research, and practice (pp.177-200). London: CRC Press.
Martino, V, D., Hoel, H., Cooper, C. (2003). Preventing Violence and Harassment In The Workplace, European Foundation for the Improvement of Living and Working Conditions, 2003.
Fox, S. & Stallworth, L.E. (2005). Racial/ethnic bullying: Exploring link between bullying and racism in the US workplace. Journal of Vocational Behavior, 66, 438-456. https://doi.org/10.1016/j.jvb.2004.01.002
Einarsen, S., Hoel, H., Zapf, D. & Cooper, C. L. (2003). The concept ofbullying at work: The European tradition. In S. Einarsen, H. Hoel, D.Zapf & C. L. Cooper (Eds.), Bullying and emotional abuse in the workplace: International perspectives in research and practice (pp.3–30). London: Taylor & Francis.
Leymann, H. (1996). The content and development of mobbing at work. European Journal of Work and Organizational Psychology, 5(2), 165-184. https://doi.org/10.1080/13594329608414853
Einarsen, S. (2000). Harrassment and bullying at work: A review of the Scandinavian approach. Agression and Violent Behavior, 4, 371-401. https://doi.org/10.1016/S1359-1789(98)00043-3
Gholipour A, Bod M, Fakheri Kozekanan S, Baghestani Barzaki H. (2010). Perceived Organizational Bullying Relationship With Women’s Stress, 9(34): 187-205. (In Persian)
Keashly, L., Trott, V., & MacLean, L. M. (1994). Abusive behavior inthe workplace: A preliminary investigation. Violence and Victims, 9, 341–357.
Mittal, S., Lochan Dhar, R. (2016). Effect of green transformational leadership on green creativity: A study of tourist hotels, Tourism Management, 57(3): 118-127. https://doi.org/10.1016/j.tourman.2016.05.007
Boiral, O.; Talbot, D., & Paille´, P. (2015). Leading by example: a model of organizational citizenship behavior for the environment. Business Strategy and the Environment, 24, 532–550
Çop, S., Oluwafemi Olorunsola, V., Violet Alola, U. (2020). Achieving environmental sustainability through green transformational leadership policy: Can green team resilience help? Business Strategy and the Environment, 30(1): 671–682. https://doi.org/10.1002/bse.2646
Farhadinejad, M., Alikarami, S., Abdi, M. (2019). The effect of green transformational leadership on green behaviors in the workplace: The mediating role of employees' environmental attitudes, Journal of Transformation Management, 11(2): 29-52 (In Persian)
Ahmad, S., Islam, T., Sadiq, M. and Kaleem, A. (2021). Promoting green behavior through ethical leadership: a model of green human resource management and environmental knowledge, Leadership & Organization Development Journal, 42(4): 531-547. https://doi.org/10.1108/LODJ-01-2020-0024
Hodgins, M., MacCurtain, S. and Mannix-McNamara, P. (2020). Power and inaction: why organizations fail to address workplace bullying, International Journal of Workplace Health Management, 13(3): 265-290. https://doi.org/10.1108/IJWHM-10-2019-0125
Sepahvand, R., Arefnejad, M., Fathi Chegini, F., Sepahvand, M. (2021). The Relationship between Organizational Bullying and Professional Ethics. Ethics in science and Technology, 16(2): 73-81. (In Persian)
Shahri, M., Fazeli, N., Abdoli, M. (2021). Expanding of Anthropocene Theory Paradigm in Examining of Corporate Environmental Behaviors on Green Accounting Strategic Consequences. Management Accounting, 14(48): 193-214. (In Persian)
Kerse, G., Babadag, M. (2019). A path from bullying at work to alienation: a multi-level view, Management Research Review, Vol. ahead-of-print No. ahead-of-print. https://doi.org/10.1108/MRR-11-2018-0412
Hsu, F., Liu, Y., Tsaur, S. (2019). The impact of workplace bullying on hotel employees’ well-being, International Journal of Contemporary Hospitality Management, 31(4): 1702-1719. https://doi.org/10.1108/IJCHM-04-2018-0330
Islam, T., Ahmed, I., Ali, G. (2019). Effects of ethical leadership on bullying and voice behavior among nurses, Leadership in Health Services, 32(1): 2-17. https://doi.org/10.1108/LHS-02-2017-0006
Rockett, P., Fan, S, K., Dwyer, R, J., Foy, T. (2017). A human resource management perspective of workplace bullying, Journal of Aggression, Conflict and Peace Research, 9(2): 116-127, https://doi.org/10.1108/JACPR-11-2016-0262
Valiyan, H., Koushki Jahromi, A., Nilufari, P. (2018). The effect of organizational bullying on the quality of individual sleep according to the mediating role of rumination among female nurses, Journal of Counseling Research, 15(64): 127-153. (In Persian)
Seyfolahi, N., Hasanzadeh, T. (2018). Investigating the effect of dimensions of organizational suspicion on bullying in the workplace, Journal of Transformation Management, 19(2): 167-183. (In Persian)
Yaghoubi, N, M., Koohikhor, M., Kamaliyan, A, R., Tajpour, M. (2018). Investigate the effect of Organizational Mobbing behaviors on job and Organizational Attitude. Quarterly Journal of Public Organzations Management, 6(2): 117-136. (In Persian)
Nadi, M., Shojaee, M. (2019). Relationship between perception of bullying in the workplace, job self-alienation, organizational support with the Intention to Leave Work and the role of mediator of forced citizenship behavior. Journal of Applied Sociology, 30(1): 167-188. (In Persian)
