فصلنامه مطالعات رفتار سازمانی
سال پنجم شماره 4 (پیاپی 20، زمستان 1395)

Employees’ soldiering is one of the most important challenges for managers in the public sector organizations. Soldiering, as one of the symbols of deviant behaviors in the organizations, will cause many destructive aftermaths for the managerial performance. This study aimed to investigate the antecedents of soldiering among employees in the public sector organizations considering a mix method approach. First, soldiering antecedents extracted in the public sector by using qualitative research, The use of exploratory interviews and grounded theory research strategy, and studing existing knowledge and then they were ranked according to its importance by quantitative research, numbering Instead of Likert scales and averaging. The results showed that among Thirty-Third factors extracted, the soldiering culture dominant in the society, managers incompetence, Lack of employees’ commitment, multi-job staff, poor supervision, compensation of injustices, personal relationships with managers and insufficient compensation are the most important factors having the average above 4 and political contrast between employees and managers is ranked Thirty-Third having the average below 3.3. Finally, with regard to the results, implications for practice are proposed.

The aim of present study is investigating the role of action-centered team leadership on team performance with the intermediary of team learning and satisfaction. The research method is descriptive-correlation and based on structural equations model. The statistical population included all staff of general administration of tax affairs of Hamadan province comprised of 518 people, and the sample size of 221 subjects was determined based on the Cochran formula. Toward collecting data used from the four questionnaires with items: action-centered team leadership, team learning, satisfaction, and team performance. For appointment of the questionnaire's validity used of the confirmatory factor analysis, and to assess the reliability used by Cronbach's alpha coefficient, and was estimated 0.87, 0.86, 0.91 and 0.84 respectively. The data after collecting analyzed by SPSS and LISREL. Results showed that: Direct effect action-centered team leadership on team learning, satisfaction, and team performance is positive and significant. In addition, indirect effect action-centered team leadership on team performance with intermediary of team learning and satisfaction is positive and significant. Accordingly, managers of organizations can for enhancing the performance of employees focus on the mechanisms of action-centered team leadership and in this process utilize of variables such as team learning and satisfaction.

This study aimed to investigate the mediating role of psychological contract in the relationship between disributed leadership and knowledge sharing. The method of the research is descriptive and its type is correlation in method and its aim is applicative. Population of this study consisted of all public high schools of Tehran city (n=355) and all high school teachers (n=10656) in the school year 2014-2015. That 370 teachers were selected as sample by utilizing Cluster random sampling. data were collected through disributed leadership questionnaire by Elmore and knowledge sharing questionnaire (Researcher-Made) and psychological contract questionnaire by Rousseau, that their validity and reliability were confirmed. In order to analyze the data, descriptive statistics and the structural equation modeling and SPSS and Lisrel softwares were used. The results suggest that distributed leadership directly and indirectly with the mediating role of psychological contract is on effective knowledge sharing. The psychological contract also has a significant impact on knowledge sharing.

Pro-social rule breaking and violation of the rules and policies is one of the organizational phenomenon, yet the employees’ breaking the organizational rules is not always self-interested. There are some instances where the employees intentionally violate a formal organizational policy or regulation with the primary intention of promoting the welfare of the organization or one of its stakeholders and as a result, this topic caused the organizational behavior scholars to identify the antecedents of such behavior within the work place. In this article we are looking for the individual antecedents of pro-social rule breaking. We pursue a quantitative approach in this article and our statistical population is the employees who work in the fourth regional office of Tehran municipality. We found that the likelihood of pro-social rule breaking was positively related to “risk-taking propensity” or the natural tendency to overestimate the likelihood of success when engaging in risky endeavors and “empathy” or the ability to understand and share the feelings of other people.

Term of success mixed and mingled with the concept of entrepreneurship in the scientific literature and this study with a phenomenological approach try to identify the essence of success in entrepreneurial negotiations. negotiation is one of leaders competency in current compete base business environment. In this regard, with emphasizing on the importance of these negotiations and specifying the existing research gap, Looking for an answer to its challenges among entrepreneurs who have common experience about that phenomenon. Of these, seven cases have chosen to collect information through interviews. The results arising from interviews analyzed and Reported by Scott's style. From results ground 4 main them and 14 sub-theme. Intelligence, humility, fanatic and productive paranoia were the main themes. The fanatic can be the main essence of success in entrepreneurial negotiation. In this regard suggested to entrepreneurs that be fanatic and commitment toward goals and with care and humility and by using intelligence moving toward win-win negotiation.

The causes and consequences of anger in the organization and management options Social interaction is one of the places where people work, where numerous grounds for confusion in the minds of people. The results of 10 interviews were conducted, three main themes causes anger; 2 Subject consequences of anger; 4 themes are ways of handling anger and fourth moderating factor of 1. Sex 2. Customer experience 3 of 4 - training included. Based on these findings organization and management decisions, behavior and expectations of customers and will experience nature's wrath are at work. The consequences of anger by staff, including personal consequences (such as the impact on family relationships and patients) and organizational outcomes (such as reduced efficiency and productivity of the organization), respectively.
The consequences of anger by staff, including personal consequences (such as the impact on family relationships and patients) and organizational outcomes (such as reduced efficiency and productivity of the organization), respectively.

The goal of present study is investigating connection between types of annagram personalities and motivation in Tehran Governorship. Annagram with the aim of human growth and eminence, introduces nine personality types each with their own particular interests, concerns and characteristics. The statistical population of the present study includes 250 people of Tehran Governorship employees from which 151 people were selected as sample using Cochran test. The study methodology is descriptive-measurement and data gathering was done using two questionnaires names “Hudson personality test” (with 75% reliability) and “motivation questionnaire” (researcher designed) (with 90% validity and 81% reliability). Data analysis was also carried out using statistical methods, in 2 levels of descriptive and inferential, such as average, frequency distribution, percent distribution, structural equation analysis with least square method. The results of the study indicates that peacemaker, reformer and loyalist personalities are among the most frequent personality types. Moreover, the highest need of sample people is their physiologic needs. The results obtained from structural equations also highlight that there is a meaningful relationship between Enneagram personality types and content motivation theories.