جستجوی مقالات مرتبط با کلیدواژه "حسادت کارکنان" در نشریات گروه "علوم انسانی"

The purpose of the study at hand was to identify the pattern of the staff envy management in public organizations. Adopting a systematic, scientific research design, this study set out to answer the main research question, “How is the pattern of the staff envy management in public organizations?” Relying on the qualitative research approach, the study used Strauss and Corbin systematic grounded theory method. Data collection was done through semi-structured interviews with 24 participants. Based on the obtained results, the causal conditions were classified as four categories, namely individual, sociopolitical, structural, and administrative-managerial factors. The core theme was found to be comprised of emotional, cognitive, and behavioral categories. The related actions and interactions were named strategy categories; these eight categories were organizational transparency, enhancement of managers’ emotional intelligence, justice-orientedness, enhancement of the staff’s spirituality and professional morality in the workplace, cooperation-competition strategy, managers’ support of the staff, provision of job security, and reduction of distrust and dissimilarity among the members of a department. The contextual conditions were explained as the three categories of social factors, cultural factors, and materialism. The concepts obtained from intervening factors were classified as the work experience/contract and the staff’s behavioral traits. Finally, the consequences were divided into individual and organizational factors.

As one of the most significant issues in working environments, the concept of “envy among employees” exerts a considerable influence on employees’ feelings. As a negative feeling, enviousness has not sufficiently been researched from an academic point of view. The purpose of this research was to identify and prioritize the effective factors (individual and organizational) on employee envy. This research is developmental-applied in terms of purpose and can be categorized based on the nature and method of descriptive group. Also, based on the type of data, it can be considered as a “survey –case” one. The statistical population of this research includes 10 academic and organizational experts with educational degree related to or experienced in human resource management and organizational behavior. According to the theoretical framework and the review of literature, 19 factors (9 personal factors and 10 organizational) were identified as influencing the concept of envy among employees. Then, DEMATEL technique is used to prioritize the identified factors. To do so, after measuring average of influence and the influence of the identified factorsAnd the factors that R + J were higher than the average (7 personal and 7 organizational factors) were selected. In the next step and in order to prioritize the selected factors, ANP technique is used. The results showed that in individual dimension, negative social comparison in the first rank, conscious cognitive assessment of other’s better future in the second rank and awareness of other’s abilities were put in the third rank. Also in organizational dimension, low level of fairness and justice in organization ranked first, performance evaluation ranked second and leadermember interaction ranked thirdر With regard to the results, it can be argued that the experts in human resource management should prepare themselves to face any kind of envy on behalf of employees and have ability to change envy to competition and motivation.