جستجوی مقالات مرتبط با کلیدواژه « رفتارهای انحرافی » در نشریات گروه « علوم انسانی »

Deviant behaviors of employees such as bullying at workplace have many negative consequences for employees, groups and organizations; therefore, the purpose of present study was to investigate role of servant leadership and resonant leadership to reduce employees' perceived bullying, considering effect of organizational compassion and employees' social cynicism beliefs in General Directorate of Sports and Youth of Yazd Province.

The current research was applied in terms of purpose and descriptive-survey in terms of data collection. Statistical population of present study was all employees of General Directorate of Sports and Youth of Yazd Province (150 people), sample size of which was 110 people, who were selected by simple random method. Data collection tools were standard questionnaires including servant leadership and social cynicism beliefs of Ahmad et al. (2022); resonant leadership of Ali and Kashif (2020); organizational compassion of Koon (2022); employees' perceived bullying of Lu et al. (2022). Factor load, convergent and divergent validity indices were used to measure the validity, and the reliability of the research instrument was also evaluated using Cronbach's alpha and composite reliability methods. Analysis method used, structural equation modeling technique.

The findings of research showed that organizational compassion had a mediating role in impact of servant leadership on bullying at workplace, and organizational compassion had a mediating role in impact of resonant leadership on bullying at workplace, but social cynicism beliefs of employees did not have a moderating role in the impact of organizational compassion on bullying at workplace.

According to the results of research, it is possible to reduce consequences of bullying at workplace with approach of positive business ethics such as servant leadership style, resonant leadership style and organizational compassion.

In the organizations of developing countries, some managers do not have the necessary competence and try to make themselves appear as competent and justified managers by engaging in external and promotional work and finally cover up their incompetence by displaying a showcase style of performance. Showcase managers are among the managers who cause long-term and irreparable damage to the organization with their performance and non-functional behaviors. Therefore, the current research was carried out with the aim of typology of managers' showcase performance and its consequences in government organizations.

Design/ methodology/ approach:  

The present study is applied research in terms of its purpose, and it is exploratory research in terms of gathering information. Also, this research is a type of mixed qualitative and quantitative research based on comparative and inductive philosophy. The statistical population of the present research includes the experts who were selected by the purposeful sampling method and based on the principle of theoretical adequacy. The data collection tool is in the qualitative part of the interview, whose validity and reliability were confirmed using content validity and theoretical validity and intra-coder and inter-coder reliability methods. Also, the data collection tool in the quantitative section is a questionnaire whose validity and reliability were confirmed using content validity and retest reliability. Qualitative data was analyzed by the content analysis method, and quantitative data was analyzed by the fuzzy cognitive mapping method.

 The research findings indicate that the use of harvest management tactics, conducting directed and demonstrative organizational citizenship behavior, and rhetorical managers are among the most important showcase functions in government organizations. Also, being on the sidelines of the organizational mission, reducing individual and organizational performance and productivity, and spreading cheating and lying in the organization are among the most important consequences of managers' showcase performance in government organizations.

Limitations & Consequences:

 Considering the purpose and type of research that should be used from the interview process and experts' opinions, this included the limitation in the number of samples and the difficulty of accessing experts, and there was also the possibility of bias in answering the questions and presenting and recording the findings. Another limitation is that because the statistical population of the present study is the managers of government organizations in Lorestan province, the generalizability of the research results to other societies is limited.

Practical Consequences: 

Considering that today the emergence of some deviant behaviors by managers in organizations has become a big challenge and because managers, due to their position, are able to create valuable successes and failures for the organization under their management, therefore, selection and appointment Competent managers are one of the significant issues in government organizations. Because it is very likely that at this point it is possible to distinguish between worthy and unworthy managers. Therefore, organizations should identify managers based on their competence and moral qualifications and other considered indicators and prevent their deviant and fake performance and actions in order to cover up their incompetence. Therefore, the present study helps organizations by identifying the types of showcase performance of managers to be aware of such people and to avoid the employment and appointment of incompetent people who only take steps to advance their personal interests and the harmful consequences that are shown in this research. It was pointed out to them to stay safe and finally be able to take an important step towards spreading meritocracy in government organizations.

Innovation or value of the Article:

 In most governmental and non-governmental organizations, despite a lot of investment to improve performance, achieving high performance levels is slow. One of the main reasons for this problem is showcase performance. This performance style focuses on the performance of performance instead of focusing on actual performance and productivity. In other words, visible performance indicators are taken into consideration by the employees, and this issue causes the evaluation of real performance indicators to be neglected. Therefore, the present research aims to take an important step in the direction of spreading meritocracy and improving performance in government organizations by creating awareness and introducing the types of showcase performance.

Brands are always influenced by internal and external factors that play a fundamental role in enhancing their value. Behavioral factors of employees at different levels, from high to operational, are considered organizational factors that have an impact on brand value. If these behaviors are positive, they lead to the promotion of brand value, but if they are negative and deviant, they are considered a threat to companies in a very competitive environment, especially public economic enterprises. Accordingly, it seems necessary to take efficient action to control and reduce deviant behaviors.

The current research is mixed in terms of exploratory-applied purpose and in terms of method. The statistical population of the research included all experts, including high-level managers, branch supervisors, and Iran Insurance Agencies in the northern provinces of the country, including Guilan, Mazandaran, and Golestan. In the qualitative part, the meta-synthesis qualitative method was used to collect the effective actions. Then, in order to determine the most effective actions from the point of view of Iran insurance experts, two-stage Delphi-fuzzy method was used. In the quantitative section, partial least squares method was used to validate and test the model. The sample size in the Delphi-fuzzy section was 30 experts, and in the quantitative section, 340 questionnaires were distributed among insurance personnel in 3 northern provinces by non-probability quota sampling method.

First, using the meta-synthesis qualitative method, effective actions to control and reduce deviant behaviors were counted and 51 actions were coded in 4 categories with thematic analysis method; Then, with the Delphi-Fuzzy technique and distribution of survey forms among 30 Iran insurance experts in the 3 northern provinces, 39 actions with definite numbers above 0.7. In the final 4 categories and a structural model to investigate the effect of the actions on the brand value was designed. In the quantitative part, a questionnaire containing 51 questions was distributed among 240 employees of the Iranian insurance branches and agencies in 3 provinces by quota sampling method. The structural model fitting results showed that the model has a strong fit with a goodness of fit index equal to 0.52. Also, the results of the path analysis showed that structural and organizational actions with a path coefficient of 0.79 have the greatest effect on brand value.

In this research, it was found that one of the most important concerns of the managers of state-owned economic enterprises in the highly competitive market is the use of effective actions to control and reduce employee deviance so that they are within a logical and constructive range, otherwise, the value of their brands will be damaged. Therefore, to control and reduce such destructive behaviors, research proposals should be considered.

Deviant work behaviors are voluntary behaviors that violate organizational norms and threaten the health of the organization and its employees or both. Therefore, this research was conducted with the aim of analyzing the relationship between electronic monitoring of employees' deviant behaviors and the moderating role of ethical climate.               

This research is applied in terms of purpose and descriptive-correlation in terms of nature. The statistical population of this research is all employees of factories in Tabriz city. Based on Cochran's formula, the sample size was determined to be 384 people due to the unlimited statistical population. The sampling method was random. Questionnaire was used to collect data and structural equation method with SPSS and SMART PLS software was used to analyze data and test hypotheses.

The results showed that electronic monitoring had a negative effect on deviant behavior of employees (Beta=-0.151) and moral climate had a negative effect on deviant behavior (Beta=-0.333). Electronic monitoring has a significant effect on the deviant behaviors of employees with the role of moderating moral climate in the factories of Tabriz city (Beta = -0.104).

Based on the findings of the research, it can be concluded that electronic monitoring along with the moral atmosphere governing the organization reduces the deviant behaviors of the employees towards the organization.

In recent years, one emerging area of interest for researchers has been the study of deviant behaviors in marketing. The objective of this article is to provide an in-depth understanding of the progress in marketing deviant behavior studies by conducting a comprehensive review of scientific articles in this field, utilizing text-mining methodologies.

We identified a total of 103 articles spanning the period from 1997 to 2021 through searches conducted on respected databases like Science Direct, Springer, Taylor & Francis, Emerald, Pro Quest, Sage, and Scholar. These searches were conducted using keywords such as "deviant behaviors of marketing" and "Marketing Deviance." Through a multi-stage screening process involving the examination of titles, abstracts, and keywords, our research team identified and selected a total of 72 articles pertinent to the subject of deviant behaviors in marketing for further text-mining analysis. Then, pre-processing of data was performed, and using cluster analysis, 6 optimal clusters were obtained according to Davies Bouldin index. Using the multi-attribute decision-making technique (SAW: Simple Additive Weighting), the most important roots were ranked in each cluster. Data were analyzed by RapidMiner and Matlab software.

The findings revealed a growing interest in researching deviant behaviors in marketing, particularly in recent years. The analysis generated clusters of topics, including Job and Corporate Identity, Customer Orientation and Service Orientation, Consumer Behavior, Sales States and Behaviors, Marketing Interactions, and Neutralization Techniques. It is predicted that in the future years, research on marketing deviant behaviors will increase, and continue its upward and increasing trend. The analysis of the paper trends indicates that between 1997 and 2013, the majority of articles primarily emphasized the significance of consumer behavior in the context of marketing deviant behaviors. Considering that marketing deviant behaviors have a notable impact on consumer behaviors, and consumers possess the potential to influence other customers, communities, and businesses, many researchers have previously introduced the concepts of marketing deviant behaviors and their effects on various aspects of consumer behavior. The observed trend underscores the prevalence of deviant behaviors within the marketing domain. This trend has evolved from initially introducing consumer behavior in marketing, shifting towards customer orientation and service orientation, and ultimately making its most significant contribution to the understanding of sales states and behaviors. Given this trend, we can predict the future path of marketing deviant behaviors toward the investigation of sales states and behaviors.

This study highlights marketing deviant behaviors' categories and orientations and provides a roadmap for future inquiry on marketing deviant behaviors. Marketing deviant behaviors need to be properly managed by the organizations and managers. This study offers insight to managers by clustering techniques about the trend of marketing deviant behavior research. By recognizing the contexts and major aspects of deviant behaviors in the organization, managers can take better and more effective steps to control and manage these behaviors.

In addition to human life, the suffering and pain caused by destructive behavior has penetrated into organizational life as well. The purpose of this research is to analyze the antecedent and consequent factors of destructive behavior of employees in the organization.

This research was conducted in the framework of a qualitative approach and using a meta-combination method with a systematic approach and the seven-step method of Sandelowski and Barroso. The statistical population under study includes all domestic and foreign researches published in the field of destructive behaviors, bad behaviors and supporting theories (from 2012 to 2022). In this regard, the keywords related to the purpose of the research were searched, and finally, 101 articles that met the inclusion criteria were analyzed using the three-stage coding method (open, central, selective) through MAXQDA software, were analyzed.

Based on the selected articles and surveys, 159 indicators were categorized in the form of 18 sub-dimensions and 6 main dimensions. The antecedents of destructive behavior of employees in three categories of individual factors (personality characteristics, suspicious attitude, collusive motivation, weakness perception, social rejection), group factors (repulsive leadership, humiliating atmosphere, friction-oriented attitudes, structural weakness), environmental factors (threat-oriented policies, upstream pressure and extra-organizational contracts) and the results of destructive behaviors with three categories of cognitive-emotional factors. Tendency to deviance, ambiguity, institutionalized pessimism) physical-motor factors (neuro-muscular tics, weak brain function and memory loss) behavioral factors (autocratic-authoritarian behavior, anti-productive behavior, harmful behaviors) were extracted.

Researchers in the field of organizational behavior can take positive and efficient steps by considering these factors in order to identify and reduce the destructive behaviors of employees.

The purpose of this research is to investigate the impact of employees' destructive behavior on customers' deviant behavior. This research is applied in terms of purpose and descriptive-survey in terms of nature of the method. The statistical population of the research includes the customers of National Bank branches in Ilam, according to Morgan's table, 384 people were selected for the research sample. The data collection tool in this research is a standard questionnaire whose validity has been confirmed by expert professors and its reliability using Cronbach's alpha coefficient. Lisrel software was used for data analysis. The results show that the destructive behavior of employees has a positive and significant effect on the deviant behavior of customers in the branches of National Bank of Ilam. Also, the dimensions of employees' destructive behavior are: violation of laws, corruption of employees, lying to customers, retaliatory behaviors and aggression at work also have a positive and significant effect on customers' deviant attitudes in branches of National Bank of Ilam.

The purpose of the present study was to evaluate the effectiveness of media literacy training on problematic use of the Internet, deviant behaviors and relationships with peers in adolescents. The research design was a semi-experimental pre-test-post-test with a control group and a one-month follow-up. The statistical population was girls' high school students in Tehran in the academic year 2018-2019, from which 40 people were selected by available sampling method and randomly divided into two experimental groups (20 people) and control group (20 people). They were replaced. The experimental group underwent media literacy training for 10 one-hour sessions and the control group remained on the waiting list. To collect data, the screening scale of high-risk and problem-causing use of the Internet by Jelenchik et al., the deviant behavior scale of Rostami and Firouz Rad, and the peer relations scale of Rigby and Slee were used. Data analysis was done with the statistical method of mixed variance analysis based on SPSS.21 software. The results of the research showed a significant difference between the mean scores of problematic Internet use, deviant behaviors and relationships with peers in the post-test and follow-up. Therefore, media literacy training has a striking effect on the problematic use of the Internet, deviant behaviors and relationships with peers in teenagers, and it can be used as an effective and useful method to reduce the social and academic problems of students.

The purpose of the present study is to design a model for the improvement of morality with an emphasis on decreasing behavioral deviations in the accounting workplace. In terms of classification of the research based on purpose, it is considered practical and has a qualitative approach, and in terms of theory and argumentation, it is proving and inductive. The research statistical population consisted of 367 auditors who were members of Iran's Official Accounting Society. The research data were collected using a questionnaire instrument in 2021. Data analysis was conducted using structural equations modeling with the approach of partial least square. The results showed that decreasing behavioral deviations is immensely effective on the betterment of the moral condition of auditors and that by reinforcing the research criteria, we can control behavioral deviations and also improve moral condition in the accounting workplace. Furthermore, the results showed that there was a significant (≤0.05) correlation between leadership, psychological, and organizational criteria and accounting moral condition and decreasing behavioral deviations.

Social undermining is a specific type of aggression in the workplace that has been investigated for more than two decades. However, it has not received as much attention as it should in the field of managerial research. The purpose of this study was to investigate the mediating role of organizational silence and emotional exhaustion in the relationship between social undermining and organizational deviant behaviors. The study was applied in terms of purpose and descriptive-survey in terms of data collection and analysis. The statistical population of the study consisted of 235 employees of the West Azerbaijan Electricity Company. For the evaluation of social undermining, emotional exhaustion, organizational silence, and organizational deviant behaviors, the questionnaires of Duffy et al. (2002), Maslach and Jackson (1981), Van Dyne et al. (2003), and Bennett and Robinson (2000) were used, respectively. Through simple random sampling, 160 questionnaires were distributed, out of which 134 questionnaires were completed and returned. Data analysis and testing of research hypotheses were performed by structural equation modeling and Amos software. The results showed that social undermining of the colleagues would lead to deviant organizational behaviors of employees. In addition, the mediating role of organizational silence and emotional exhaustion in this relationship was confirmed.

The organization’s disregard for work ethics and `observing ethical principles weakly when dealing with the human resources and external stakeholders can create problems for it and put its legitimacy and activities at risk. Deviant behaviors bring about devastating costs for the organization. Thus, the aim of the present study was to monitor the effects of career plateau on the deviant behaviors of employees by explaining the mediating role of organizational jealousy in the Education Organization of Lorestan Province.

In this cross-sectional survey, the instrument for data collection was a questionnaire; besides, to analyze the data collected from 285 questionnaires, structural equation modeling with amos24 software was used.

The findings of the research show that career plateau has a positive and significant effect on deviant behaviors and organizational jealousy. Also, the results show that career plateau has a positive and significant effect on deviant behaviors of employees, both directly and through organizational jealousy.

The purpose of this study is to highlight the concept of organizational deviant behavior by reviewing previous studies and understanding the dynamics of these behaviors. It also wants to provide a comprehensive picture of this trend and provide a valuable insight into the status and aspects of research on deviant behaviors in Iran and help to guide future research to cover existing research gaps in this field.

By Meta-Synthesis approach, a combination of the findings of the quantitative and the qualitative studies was used to design the final pattern.Accordingly,90 studies in the field of organizational deviant behaviors, related to the objectives of the present study were reviewed using the seven-stage model of Sandelowski and Barroso(2007).By content analysis of these articles, and summarizing, combining and interpreting their findings, the relevant dimensions and codes were extracted to provide a comprehensive, new and original picture of organizational deviant behaviors by developing a new model based on antecedents.

By the pattern of deviant behaviors 279indicators in the framework of 26 themes and 4 main dimensions were identified. The proposed model has the main dimensions of individual, organizational, Environmental factors, and the central phenomenon. In this research, Organizational factors with15 themes and157 indicators have the greatest extent.

Limitations:

 Deviant behaviors are conceptually broad. Some articles are relevant in terms of Main text and irrelevant in terms of title and keywords. Therefore, not all articles may be reviewed.

Practical Consequences: 

Introducing the antecedents of deviant behaviors in Iranian Organizations.

Innovation: 

Organizational deviant behaviors have been studied in most studies in the form of Robinson and Bennett classification. The present study examines these behaviors with a close look and provides a new classification of these behaviors and a comprehensive model of its antecedents in the country.Paper Type: Research Article

The purpose of this study was to highlight the concept of organizational deviant behavior by investigating the previous studies, presenting a comprehensive image of this process, providing a valuable insight about the status of deviant behavior research in Iran, and guiding future studies in order to fill the existing gaps in this arena. Using metasynthesis method, the findings of the quantitative and qualitative methods were combined and the final model was designed. To this end, the content of 95 studies on organizational deviant behaviors was studied through Sandelowski and Barroso’s (2007) seven-step model. Then, by compiling, combining, and interpreting the findings of those studies, the related dimensions and codes were extracted and used to develop a new model based on the consequences in order to provide a new and comprehensive image of organizational deviant behaviors. The deviant behavior model of this study identified 118 indices in the form of 13 secondary and 5 primary dimensions. The primary dimensions of the model are self-destruction, destruction of colleagues, destruction of managers, destruction of organization, and phenomenalism. Organizational deviant behaviors in most studies have been investigated as the dependent variable using Robinson and Bennett classification. The study at hand precisely examined these behaviors, gave in a new classification of these behaviors, and provided a comprehensive model of their consequences in Iran.

Employee procrastination behavior is one of the most important manifestations of deviant workplace behavior that significantly reduces the desired organizational output and increases undesirable organizational variables. Such behavior has adverse consequences for the individual, the organization, and the community. Therefore, this study aimed to discover the pattern of employee procrastination behavior in Post Bank of Iran. The present study used an interpretive philosophy, a qualitative approach, and a grounded strategy based on the emergent approach. The study sample is twelve Post Bank of Iran branch managers, selected using non-random purposive sampling to achieve theoretical saturation. Required data were collected using semi-structured interviews. According to interview analysis and real and theoretical coding, the employee procrastination behavior model includes 173 open codes. Among them, four codes are related to mediation conditions, five codes related to context, 28 codes related to results, seven codes related to requirements, 11 codes related to correlation factors, 101 codes related to causal conditions, and 17 codes related to central category, i.e., procrastination behavior. Knowing these factors can provide a basis to prevent the development and spread of these behaviors in organizations by accurately recognizing these factors. Given that negligence management skills are teachable, organizations can implement programs to teach negligence management behavior to employees and managers, thereby increasing the efficiency and effectiveness of the organization

The importance of the role of school in the process of psychological and social development and quality of life of adolescents necessitates in-depth study, thorough and comprehensive study of the school. The aim of this study was to investigate the effect of school climate on delinquency and their deviant behaviors in high school students in District One of Arak.

This research is applied in terms of purpose and causal in terms of method. The statistical population of this study is all secondary school students in District 1 of Arak, whose number is 700, and 248 people were selected by random sampling method based on Morgan's formula. The data required for this study were collected by the school's emotional atmosphere and delinquency questionnaires of Shirdel et al. (2014). Content validity was examined using the opinions of experts in the field. The reliability of the questionnaire was determined by Cronbach's alpha method / 815. Was. Descriptive and inferential statistical methods (using regression method) were used to analyze the data.

The results showed that emotional atmosphere with an impact rate of 40.1, educational atmosphere with an impact rate of 53.9, balance atmosphere with an impact rate of 48.4, confrontation atmosphere with an impact rate of 53.6 and expectation atmosphere with an impact rate of 56.6 It affects the rate of delinquency and their deviant behaviors in high school students in District One of Arak.

As a result of the present study, it can be said that the emotional atmosphere refers to the students' perception of their emotional, psychological and emotional state towards the factors that make up the school organization and the more appropriate the students are in the school; The tendency to study in them increases and in the same proportion, running away from school, running away from home, telephone or direct communication with the opposite sex, lying, participating in group or individual fights, destroying public property (school property, bus seats, etc.) Cheating on exams, bringing unauthorized films and CDs to school, stealing, disobeying and insulting parents, and being late for school in a way that upsets family and school are reduced.

The purpose of this study was to investigate the effect of workplace ostracism on workplace incivility through the mediating role of turnover intention. The research method was descriptive-correlation. The statistical population of the study was all physical education teachers in Sistan region (Sistan and Baluchestan province) in the academic year 2020-2021 that it was 256 teachers. 154 teachers were studied by stratified random sampling based on Cochran's sampling formula. Data collection instruments were questionnaires of workplace ostracism, workplace incivility and turnover intention. For data analysis the Pearson correlation coefficient and structural equation modeling were used by SPSS21 and Lisrel software. Based on the results, there was a positive and significant relationship between workplace ostracism, workplace incivility and turnover intention. Workplace ostracism has a direct effect workplace incivility and turnover intention, and also the mediating effect of turnover intention in the relationship between workplace ostracism and workplace incivility was positive and significant. According to these results, school principals by creating an intimate and empathetic climate, can provide the necessary grounds for accepting teachers and, consequently, reduce their their turnover intention and workplace incivility.

Although deviance in the workplace is in most cases destructive in nature, it may also have some benefits. In recent years, due to the fact that positive deviation can lead to positive changes in organizations and promote innovation, there has been great interest in this type of deviation in organizations. Therefore, the purpose of this study is to design a model of positive deviant behaviors of employees in the Iranian insurance industry. This qualitative study was conducted using the Strauss and Corbin grounded theory methodology. Data was collected through semi-structured interviews with 16 participants selected using the purposive and snowballing methods from 7 insurance companies. The triangulation strategy was used for validation. Also, for the reliability test of the interviews, the reliability of the retest (stability index) and the method of intra-subject agreement were used, which obtained 84 and 93% results, respectively. After analyzing all the interviews, 231 primary codes were identified, which after refinement became 57 concepts, 23 sub-categories and 6 main categories. The core phenomenon was explained in the form of 5 categories of creative and innovative work behaviors, respectful and well-motivated violations of organizational norms and laws, organizational citizenship behaviors, fair criticism of managers and the organization, and whistle-blowing. Due to the movement of Iran's insurance industry towards a competitive environment, the importance of positive organizational behaviors has been increasingly important and in this regard, providing grounds for the occurrence of behaviors such as positive deviant behaviors can facilitate the achievement of predetermined goals.JEL Classification: D23,C91,C92

The purpose of this study was to investigate the relationship between the abusive supervision and job embeddedness on employees deviance behaviors and the role clarity as moderator. This research is considered as an applied and descriptive study and has been performed by survey method. The statistical population of this study was all official personnel of a Gas Company in a province of Iran (480 people); using a simple random sampling method, 212 people were selected as the sample according to the Morgan table. The researcher-made questionnaire based on Likert spectrum was used in order to collect information. Structural equations’ modeling was used to analyze research data with Smart-PLS software. The results showed that, abusive supervision has a positive and significant effect on job embeddedness and has a negative and significant effect on distributive justice.