جستجوی مقالات مرتبط با کلیدواژه « رفتار سازمانی » در نشریات گروه « علوم تربیتی »

The aim of this study was to investigate the effective factors on managers' perceptions in organizational behavior based on the governance tradition of Imam Ali (AS).The research method was qualitative and the text analysis method was deductive-inductive. The research population consisted of managerial resources as well as verses and narrations related to the research topic, which were selected by purposive sampling of verses and narrations directly related to the research subject. In the research process, first, the codes related to the research topic were selected by open coding, and after screening them, basic codes including subcategories were extracted and classified. Then, in the axial coding process, theoretical codes including categories were extracted and then in the selective coding process, by obtaining concepts with a higher level of abstraction, nuclear codes were counted. Findings of the study in explaining the factors affecting the management of perception based on the governance of Imam Ali (AS) included two general areas of the manger's perception of the employees and the manager's perception of himself. In this framework of 3 concepts, 9 general categories were identified and classified by deductive-inductive method taken from Islamic texts with 57 subcategories. The enumerated concepts included spiritual growth and excellence, social performance, and the concept of managerial techniques. General categories also included spiritual orientation, moral characteristics, justice-centrism, democracy, honesty, selection, management and organization, guidance and monitoring and control were identified and extracted. The results of this study can be used in the process of management of human relationships in organizations in order to attract, preserve and promote the level of manpower's performance.

Nowadays, it is highly required to pay close attention to the ethics in analyzing the behavior of organizations' staff. The staff's ethical behavior is seen as the external symbol of organizations which in turn, is the sum of various ethical values appeared in the organization. So, the present study aims at identifying and analyzing the key factors of organizational ethics using the fuzzy SWARA approach. This study is applied in terms of objective and qualitative – quantitative in terms of methodology. The population includes the experts in the field of human resources. The 14 sample is selected objectively and the researcher-made questionnaire was distributed the samples. The questionnaire validity was reviewed in terms of content by the professors and experts and its reliability was also confirmed as 0.81 by Kendall coefficient. By studies made on the review of literature by comparative technique as well as the experts' opinions, 16 key factors of the organizational ethics were identified and analyzed. The results show that the most weights are allocated to the key factors of attachment to beliefs, personal and personality characteristics and ethical structure to which the most attention should be paid so that the professional ethics is empowered in the organization. The key factors of interest and motivation and alignment with the organizational values are responsible for the lowest weights.

The most important feature of today's work environment is measuring the extent of competition in the labor market. Therefore, organizations today are aware that the costs of managing their human resources must be accompanied by managing the effectiveness of human resources. That is if they can manage their manpower in such a way that they can use their power to serve the goals of the organization, then the rate of accidents, absences, error rates, and waste will be reduced and manpower will be provided with a proper spirit Will provide quality services and as a result, the productivity and profitability of organizations will increase. Therefore, organizational productivity is directly related to organizational behavior, and therefore, with analysis, a step around the dimensions of related issues and affecting the improvement of organizational behavior training, which at the same time has been neglected and often neglected by organizations. Values ​​will be removed to improve employee performance and increase the productivity of organizations. In the definition of organizational behavior, in simple terms, it should be said that in fact, organizational behavior examines how people interact within an organization. The simple definition of organizational behavior does not have the interpretation that it seems a simple matter and we can look at it with simplification. The fact is, since organizational behavior is supposed to examine human interaction, it happens to be very complex and sometimes impossible to analyze some behaviors. Because people exhibit different behaviors in different places and different cultures, and accordingly, the organizational work environment in which a person is placed affects his organizational behavior. Therefore, managers should pay special attention to people's work environment. In another definition, organizational behavior is the study of human behavior in the field of organization, the confrontation of individual and organizational behavior, and finally the study of the organization itself, which includes factors that are studied in three general dimensions: individual, group, and organizational. Organizational behavior is generally rooted in a behavioral approach to management, which includes the belief that special attention to employee needs will lead to greater satisfaction and productivity. Contrary to the high emphasis on scientific management, the content of the behavioral approach emphasizes focus on It is on people. Scientific management did not ignore individuals at all and was somehow effective in shaping organizational behavior. In general, 5 factors are effective in the development of organizational behavior: the traditional approach to management, Hawthorne studies, the human relations movement, the contingency approach to management and leadership, and positive organizational behavior. Organizations today are very competitive in the global environment, and managers use various mechanisms to improve the productivity and success of their organizations in such an environment, including downsizing organizations and mechanization of affairs, while these methods can be effective. ‌ But the main issue that has been considered in recent years as an effective factor in improving the productivity of organizations, ‌ Having committed and capable employees to the organization to work beyond their official duties. Improving and modifying organizational behavior in government departments and institutions can be a function of numerous components, and undoubtedly one of these components goes back to the issue of organizational behavior training, because in an organization, both in the traditional definition and according to pyramidal relationships, training in Ross is located and others are defined in his neck, and in the modern definition, the focus is still on the issue of education, and this education is the organizational behavior that gives the organization a specific shape and purpose. In the present era, the intensity of the dynamic capabilities of competitors in the banking industry has led to how to maintain and develop a superior competitive position in relation to strategic capabilities in this industry as a major challenge for bank managers and foresight as the latest In order to meet this challenge, the tool has rushed to the aid of managers of today's organizations. The banking industry plays a vital role in shaping the world economy, and the change in key environmental factors in the long-run has forced the industry to embrace a shift in competition. Therefore, by studying and predicting future changes and developments, banks can align their competitive position with these developments with foresight knowledge. Foresight knowledge should be planned as a learning process in the strategic activities and decisions of managers in situations of uncertainty to empower them in turbulent situations and react in a timely manner to environmental threats. One of the factors that make it difficult to improve organizational behavior in the banking system should be sought in the field of rapid change in this field. In recent years, the presence and expansion of virtual and Internet banking, in general, has changed the service system in the field of banking and human resource management has undergone extensive changes. Accordingly, explaining possible banking scenarios in the coming years is one of the requirements of any training program to further empower organizational forces. Organizational behavior as one of the organizational values ​​is actually rooted in the culture in which the organization is built. This behavior is intensified and slowed down according to the internal programs and standards of the organization and goes in a certain direction. Among these components, we can mention meritocracy within the organization. Competency models that have been examined many times in the organizational literature in recent years are in fact related to a situation that affects human resource management. A value that, like an umbrella, affects the process of employment, recruitment, training, growth, and reward in the organization and causes a justice-oriented atmosphere to rule the organization. Another pillar through which organizations such as banks strive to achieve their goals is value creation. Value creation in the bank is concerned with both the internal components of banking, such as attracting capital and financial resources, as well as the growth of organizational forces and customer satisfaction. What this research tries to answer is the development of an organizational behavior training model with an emphasis on competency and value creation models in the banking system.

The present study is accomplished with the aim of identification of the managerial behavior components for formulate of model for 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. 160 general concepts were formed using those partial concepts; and 20 sub-categories were constructed out of general concepts. All the partial concepts, general concepts and sub-categories were reviewed and their relations with the main categories were identified. finally, the proposed model was formulated for managerial behavior in Iran's higher education system. Generally, the findings indicated that in order for the managers to be equipped with managerial behavior they are in need of having thorough and proper studies and researches regarding the aforementioned components and try to handle tasks such as rethinking, restructuring and recreation of the components just cited.

Motivation is one of the fundamental components that as an initiator and a director has a vital position in individual behavior. Paying attention to motivation as the most driving forces of behavior, with religious perspective has become so much important on account of the richness of Islamic teachings in directing and evoking individual and social behavior, its general successful experience in formulating and producing expecting behavior, and finally the necessity of being depended on religious teachings in producing local human sciences and application of science in action. The aim of this study was to develop a motivational framework based on holey Quran by using cyclical process of analysis method. This method including four steps: data collection and analysis, data reduction, organizing and interpretation. These steps provide the possibility of analyzing scatter and multi-dimensional qualitative data. Research population including all verses of holy Quran with motivational message. Furthermore, due to the nature of qualitative research, the researcher-made worksheets based on qualitative method of cyclical process of analysis was used as an instrument. The findings of the first phase were collected in the form of motivational messages and finally classified in scopes including: orientation, principles and methods of motivation. According to the results, it is hoped that the context of organizational concepts development especially motivational concept with Islamic approach being provided in our country and on the other hand, managers be able to increase human capital motivation to improve level and quality of their behavior and performance. Besides through this way they lead their organization to more efficiency and excellence in functional and cultural contexts fit for local and Islamic culture.

This study aimed to analyze comparatively dimensions and factors affecting Shiraz school teachers’ organizational behavior. The present study was a descriptive-survey. Research population included 632 elementary schools in the four districts of Shiraz that 59 schools were selected by multistage cluster sampling. The data were collected using Torkzadeh and Dehghan Harati’s scale (2016) which were distributed and collected 630 copies after calculating their reliability and validity. The results of this research showed that the dominant dimension of teachers’ organizational behavior is the individual dimension. On the other hand, although there was no dominant factor in the teachers’ organizational behavior, the results of Friedman test indicated that from the teachers’ perspective, the ability factor has the highest priority rank and the policy factor has the lowest priority rank. In addition, organizational behavior factors showed a significant difference only with the demographic characteristics of the gender and employment status. However, there was no significant difference between the dimensions of organizational behavior with any of the demographic characteristics and between organizational behavior factors with other demographic characteristics.

The present research aims in identifying inappropriate interactions of school principals with teachers to improve organizational behavior in educational settings. A descriptive phenomenology was applied. The research field includes high school in Sanandaj. Purposeful sampling method was used and participants were invited in a snowball manner. Data collection tool was a semi-structured interview protocol which was performed with 25 teachers. During a three stages coding process for the analysis of data, the major and minor categories of the process of formation of mistreatment of school principals with teachers were obtained. For data validation, two methods of review by participants and review by non-participant experts were used. Coding results demonstrated that different types of inappropriate interactions of school principals with teachers included verbal levels and non-verbal Factors affecting the inappropriate interactions of school principals include organizational factors (administrative), environmental factors, personal and psychological factors, and school factors. In order to cope with inappropriate interactions, teachers use two active and inactive strategies. The consequences of principals’ inappropriate interactions consist of destructive impact upon teachers’ emotional and psychological condition, disturbing teachers’ relationships, disturbing decision making and Classroom disruption

The main assumption of this study is that there is a relation between partnership management and organizational behavior of manager. Other minor assumptions are as follows:There are ralations between these pairs: partner ship management and manager's flexibility partnership management and managers haman relations partnership management and workgroup setup partnership management and modern educational methodology availability.The sampling populations were 279 teachers from the girl high schools in the school district 5 of Tehran.This research is descriptive surveying correlating field and documentary study. The data analysis for the Pierson's correlation coefficient shows that there is a significant and organizational behavior efficacy as well as between partners hip management and flexibility Haman relation of manager and workgroup creation and modern educational methodology. The results show that contribution of partnership management parameters on the whole leads to managers organizational behavior efficacy and multivariate regression through step by step model shows that the whole parameters have a positive effect on organizational behavior of mangers.